Our people Diversity

Diversity

Cordeel is a truly international company with 1,892 employees from over 40 different nationalities. We continue working to increase our diversity, through ensuring diversity of gender, age, origin, education and disabilities.

Employees by gender

Cordeel Group employs 1,892 individuals, including 1,620 men, 269 women, and 3 employees who prefer not to disclose their gender identity

Over the past few years, we have managed to attract more and more female colleagues. In our opinion this can be linked to the flexible work environment that Cordeel Group is providing, an improved employer branding as well as our compelling vision of becoming “the happiest company to work for/with”.

We employ 18 women at top management level, which represents 18.2%.

 

 

 

|
  •  Male
     85.6
    %
  •  Female
     14.2
    %
  •  Prefer not to disclose
     0.2
    %

Employees by contract type & gender per country

*scope: complete Cordeel Group

S1-6, DP 50b, 51 & 52
Category Belgium Netherlands Bulgaria Serbia Hungary Poland Total
Headcount - Non-guaranteed hours female employees 0 0 0 0 0 0 0
Headcount - Non-guaranteed hours male employees 0 0 0 0 0 0 0
Headcount - Other non-guaranteed hours employees or who prefer not to specify the gender 0 0 0 0 0 0 0
Headcount - Permanent female employees 202 23 21 7 2 6 261
Headcount - Permanent male employees 1341 128 91 20 11 3 1594
Headcount - Other permanent employees or employees who prefer not to specify 3 0 0 0 0 0 3
Headcount - Temporary female employees 5 3 0 0 0 0 8
Headcount - Temporary male employees 9 17 0 0 0 0 26
Headcount - Other temporary employees or employees who prefer not to specify 0 0 0 0 0 0 0
Grand total 1,560 11 112 7 13 9 1,892

Gender distribution at top management level

We define top management level as the CEO’s and one hierarchical level below, excluding board of directors.

*scope: complete Cordeel Group

S1-9, DP 66.a, AR 71
Gender Number %
Top management male 81 81.8 %
Top management female 18 18.2 %
Top management who prefer not to specify 0 0 %
Grand total 99 100%

Age

*scope: complete Cordeel Group, except of Technocon

S1-9-66b

 

Age category Number of employees % of employees
< 30 years 262 14.3%
30 - 50 years 908 49.5 %
> 50 years 665 36.2 %

Disabilities

 

*scope: Bulgaria, Hungary, Netherlands, Serbia, Sobeltec, Pivaco, C-bernard, C-EVH. The Belgian HR Service Center is not monitoring disabilities of employees.

S1-12, DP 80

 

Seniority category (in years) Number of employees
Number of female employees with disabilities 0
Number of male employees with disabilities 6

Work-life-balance indicators

Family-related leaves

73.2% of our workforce were entitled to take family-related leaves in 2024 .

This includes pregnancy and parental leaves as well as care-time for parents or family members.

Being entitled to does not mean that you have to take a leave as well.

Under Belgian law each parent has a “budget” of four months of leave, to be taken before their kid is 12 years old. This could mean, that even though you recently became parent, you might only take this leave years later. This is one of the explanations for a seemingly low number of employees who actually took their leave in 2024.

At Cordeel we absolutely support our employees taking time off to spend time with their family. This is crucial to maintain a healthy work-life-balance.

S1-14, DP 90

 

Employees who took family-related leaves in 2024

S1-15-DP 93b
Gender Number of employees
Male 68
Female 40
Grand total 118

Gender pay gap

S1-15, DP 97a

In 2024 we report on the unadjusted average pay gap for companies in the Netherlands, Bulgaria and Belgium with more than 1 employee (except of Sobeltec, Pivaco, Technocon, C-bernard)

The unadjusted average pay gap of these companies is 12.2%

In the calculation we sum all the average gross pay level of men and women and we calculate in absolute the gender pay gap (and not an average of the percentages like we did in the previous year).

In general, these differences are linked to the functions the female colleagues hold, e.g. there are more junior women holding administrative positions, compared with male project managers with high seniority.

In 2022, we implemented salary scales per function which will limit salaries diverging from the start.

SDG - 5: Gender equality

Additionally, we implemented a clear policy on wage mark-ups, with the intention of making it unlikely that the salaries of a group will rise faster than the other.

With the new contracts being covered and wage mark-ups being unified we aim to decrease the salary pay gap eventually. Additionally, we can see that more (young) women are joining Cordeel Group in general, which is a great sign and which will also help closing the gender pay gap.

We will continue to dive deeper into this KPI, so that we will be able to report an adjusted average year, which paints a more realistic picture.

The gender pay gap is the difference in percentage between average gross hourly earnings of male paid employees and of female paid employees.

S1-15, DP 97a

 

Total remuneration ratio

S1-15, DP 97b

In 2024 we report on the annual total remuneration ratio for companies in the Netherlands, Bulgaria and Belgium with more than 1 employee (except of Sobeltec, Pivaco, Technocon, C-bernard)

The total remuneration ratio of these companies is 1.94.

The ratio of the annual total compensation ratio is calculated as the difference of the compensation of the highest paid individual to the median annual total compensation for all employees.

Personal development

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