Unilever plc
Company characteristics
| Assessed report publication year | |
|---|---|
| Financial year end | 31/12/22 |
| Sector | Consumer Staples |
| Head office | United Kingdom |
| Primary listing | London Stock Exchange |
| GBP market cap | 105,890,331,920 |
| Net profit margin | 13.76% |
| CEO tenure | 3.9 years |
| Employee count | 138,000 |
| 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 | |
|---|---|---|---|
| Director from workforce | |
Trade union relations (disclosure) | |
| Worker consultation on top pay (disclosure) | |
80%+ shareholder support on pay | |
Reward outcomes
| CEO total pay (GBP) | 4,784,583 | CEO total pay change | -2.16% |
|---|---|---|---|
| CEO pay ratio (to median employee) | 75:1 | Percentage point increase in maximum variable remuneration | — |
| Pension award parity between CEO and wider workforce | |
Pay of the next highest exec compared to CEO | 70.58% |
| Gender pay gap (mean data) | UK wide: 1.3% Unilever UK Limited: -9.6% Unilever UK Central Resources Limited: 14.5% When we look at our worldwide business as a whole, in countries with more than 250 employees, the average female pay was 28% higher than male pay in 2022 (2021: 29%). | Gender pay (women % in top quartile) | 52.30% |
| Ethnicity pay gap (disclosure) | |
Total dividend (EUR) | 4,225,550,597 |