The Shareholders play an oversight role in respect of executive remuneration and are responsible for overseeing recommendations from the Board concerning the remuneration and recruitment strategy and long-term incentive plans. Advice is taken from independent external consultants who provide updates on legislative requirements, best market practice and remuneration benchmarking.
PYL continues to report its Gender Pay Gap report, which gives focus to some specific areas for refinement. The Group is an active equal opportunities employer and promotes an environment free from discrimination, harassment and victimisation. Everyone receives equal treatment and career development regardless of age, gender, nationality, ethnic origin, religion, marital status, sexual orientation or disability. All decisions relating to employment practices (including remuneration) are objective, free from bias and based solely upon work criteria and individual merit.
