
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 | ||
