Impact Score
Impact Score
Metric | Value | Unit | Year | PDF Name | PDF Page | |
---|---|---|---|---|---|---|
CEO-to-Employee Pay Ratio | ||||||
49,17 | Ratio | 2024 | wns_gb_2024_en.pdf | 126 | ||
Dr. Karl Tragl | 2024 | wns_gb_2024_en.pdf | 205 | |||
Employee turnover rate | ||||||
16,3 | percent | 2024 | wns_gb_2024_en.pdf | 122 | ||
Gender Pay Gap | ||||||
-3,4 | % | 2024 | wns_gb_2024_en.pdf | 126 | ||
Glass Ceiling | ||||||
935 | Female | 2024 | wns_gb_2024_en.pdf | 123 | ||
6 019 | Employees | 2024 | wns_gb_2024_en.pdf | 55 | ||
Greenhouse Gas Emissions | ||||||
6 019 | Employees | 2024 | wns_gb_2024_en.pdf | 55 | ||
14 269 | t CO2e | 2024 | wns_gb_2024_en.pdf | 103 | ||
3 142 | t CO2e | 2024 | wns_gb_2024_en.pdf | 103 | ||
Harassment and Discrimination at the Workplace | ||||||
Yes | 2024 | wacker_neuson_code-of-conduct_de_en_2019-04.pdf | 7 | |||
Yes | 2024 | wns_gb_2024_en.pdf | 120 | |||
Yes | 2024 | wns_gb_2024_en.pdf | 121 | |||
Yes | 2024 | wns_gb_2024_en.pdf | 121 | |||
Renewable Energy | ||||||
30,79 | % | 2024 | wns_gb_2024_en.pdf | 99 | ||
Supply Chain | ||||||
6 019 | Employees | 2024 | wns_gb_2024_en.pdf | 55 | ||
14 269 | t CO2e | 2024 | wns_gb_2024_en.pdf | 103 | ||
2 866 914 | t CO2e | 2024 | wns_gb_2024_en.pdf | 103 | ||
3 142 | t CO2e | 2024 | wns_gb_2024_en.pdf | 103 | ||
Union Formation and Collective Bargaining Power | ||||||
82,9 | % | 2024 | wns_gb_2024_en.pdf | 123 | ||
Recycling and Recovery of Waste | ||||||
15 852,4 | t | 2024 | wns_gb_2024_en.pdf | 109 | ||
13 132,09 | tons | 2024 | wns_gb_2024_en.pdf | 109 | ||
Women on the Board | ||||||
0 | Board | 2024 | wns_gb_2024_en.pdf | 202 | ||
4 | Board | 2024 | wns_gb_2024_en.pdf | 205 | ||
6 | Board | 2024 | wns_gb_2024_en.pdf | 202 | ||
0 | Board | 2024 | wns_gb_2024_en.pdf | 205 | ||
Women in Management | ||||||
9,1 | % | 2024 | wns_gb_2024_en.pdf | 124 |