b. report the total number of: I. permanent employees, and a breakdown by gender and by region; II. temporary employees, and a breakdown by gender and by region; III. non-guaranteed hours employees, and a breakdown by gender and by region; IV. full-time employees, and a breakdown by gender and by region; V. part-time employees, and a breakdown by gender and by region;
Information unavailable/incomplete
We are adapting the global mapping to enable reporting against this indicator and it will be available in 2023.
2-8
Workers who are not employees
a. report the total number of workers who are not employees and whose work is controlled by the organization and describe: I. the most common types of worker and their contractual relationship with the organization; II. the type of work they perform;
b. describe the methodologies and assumptions used to compile the data, including whether the number of workers who are not employees is reported: I. in head count, full-time equivalent (FTE), or using another methodology; II. at the end of the reporting period, as an average across the re-porting period, or using another methodology;
c. describe significant fluctuations in the number of workers who are not employees during the reporting period and between reporting periods.
Information unavailable/incomplete
We are not collecting this information at a global level, but this is managed at a local level.
b. if the chair is also a senior executive, explain their function within the organization’s management, the reasons for this arrangement, and how conflicts of interest are prevented and mitigated.
Not applicable
The chair of the highest governance body is non-executive and independent.
2-12
Role of the highest governance body in overseeing the management of impacts
a. report the ratio of the annual total compensation for the organization’s highest-paid individual to the median annual total compensation for all employees(excluding the highest-paid individual);
b. report the ratio of the percentage increase in annual total compensation for the organization’s highest-paid individual to the median percentage increase in annual total compensation for all employees (excluding the highest-paid individual);
c. report contextual information necessary to understand the data and how the data has been compiled.
d. describe how the stakeholders who are the intended users of the grievance mechanisms are involved in the design, review, operation, and improvement of these mechanisms
Information unavailable/incomplete
We do not consider this for reporting as at 2023.
2-26
Mechanisms for seeking advice and raising concerns
a. report industry associations, other membership associations, and national or international advocacy organizations in which it participates in a significant role.
Financial Report 2022, Employees, page 6 a. Majority of our employees worldwide are covered by CBAs, either by collective labor agreements on industry level (generally with unions) or on company / location level (generally with employee representative bodies such as works councils or unions). Approx. 55% are covered by internal employee representatives, and approx. 27% are estimated being member of one or more than 90 trade unions around the world (overlapping internal and external representation is possible). In addition a European Works Council is established, representing majority of employees in countries belonging to the EEA, UK or Switzerland (more than 48.000).
b. For employees not covered by collective bargaining agreement, there are different scenarios regarding the determination of working conditions and terms based on CBAs: In countries where employees are covered by CBAs, in many cases not all relevant working conditions and terms are governed by the CBA. In many such cases / countries ABB offers working conditions and terms, which go beyond the standards defined by the CBA or offers additional elements (e.g. benefits). In countries where parts of the employees are represented by the CBA, while others are not (in most cases management or certain locations), the CBA in addition to the overall labor market practices is considered in the overall context of determining the working conditions and terms. In countries, where ABB employees are not covered by CBA, especially existing CBAs within our industry are one element of the relevant labor market that is considered in the overall context of determining the working conditions and terms. In addition, country specific regulations and employment law will determine working conditions and terms.