Unilever plc
Company characteristics
| Assessed report publication year | |
|---|---|
| Financial year end | 31/12/23 |
| Sector | Consumer Staples |
| Head office | United Kingdom |
| Primary listing | London Stock Exchange |
| GBP market cap | 95,015,799,108 |
| Net profit margin | 11.98% |
| CEO tenure | 0.5 years |
| Employee count | 128,000 |
| FRF draft assessment response |  |
Reward scrutiny
| Living wage accredited |  |
Living wage (calculation for operating regions) | |
|---|---|---|---|
| Living hours accredited | |
Tax reporting (GRI 207) | |
Remuneration policies
| Remuneration committee 100% independent | |
Remuneration committee discretion applied | |
|---|---|---|---|
| Remuneration committee discretion (direction) |  |
||
| Director from workforce | |
Trade union relations (disclosure) | |
| Worker consultation on top pay (disclosure) | |
80%+ shareholder support on pay | |
Reward outcomes
| CEO total pay (GBP) | 5,262,656 | CEO total pay change | 9.99% |
|---|---|---|---|
| CEO pay ratio (to median employee) | 81:1 | Percentage point increase in maximum variable remuneration | 225% |
| Pension award parity between CEO and wider workforce | |
Pay of the next highest exec compared to CEO | 87.08% |
| Gender pay gap (mean data) | UK wide: - 0.8% Unilever UK Limited: -7.7% Unilever UK Central Resources Limited: 14.1% | Gender pay (women % in top quartile) | 52.50% |
| Ethnicity pay gap (disclosure) | |
Total dividend (EUR) | 4,268,209,713 |