Diversity
Cordeel is a truly international company with 1,354 employees from over 40 different nationalities. We continue working to increase our diversity, through ensuring diversity of gender, age, origin, education and disabilities.
Employees per country
Cordeel Group is an independent family-owned business, with 1,354 employees*. With roots in Belgium, we have grown to become a major European player.
- Belgium: 1,036 employees
- Netherlands: 185 employees
- Bulgaria: 103 employees
- Serbia: 22 employees
- Hungary: 5 employees
- Poland: 3 employees
*Employee numbers are consolidated across all Cordeel Group entities on the same basis as our financial reporting, reflecting total headcount at the end of the reporting period.
S1-5, T20
Employees by gender
Cordeel Group employs 1,354 individuals, including 1,119 men and 235 women.
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”.
S1-5
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Male82.6%
-
Female17.4%
Employee Breakdown by Contract Type & Gender
*scope: complete Cordeel Group
S1-5
| Category | Female | Male | Other | Total |
|---|---|---|---|---|
| Number of employees (headcount) | 235 | 1119 | 0 | 1354 |
| Headcount - Permanent employees | 229 | 1082 | 0 | 1311 |
| Headcount - Temporary employees | 6 | 37 | 0 | 43 |
| Headcount -Non-guaranteed hours employees | 0 | 0 | 0 | 0 |
| Headcount - Full-time employees | 176 | 1008 | 0 | 1184 |
| Headcount - Part-time employees | 59 | 111 | 0 | 170 |
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
S1-8
| Gender | Number | % |
|---|---|---|
| Top management male | 56 | 81.2 % |
| Top management female | 14 | 18.8 % |
| Top management who prefer not to specify | 0 | 0 % |
| Grand total | 68 | 100% |
Persons with disabilities
S1-11
The majority of subsidiaries within the Cordeel Group do not structurally collect data on the disability status of their employees. In several jurisdictions (notably Belgium and the Netherlands), the collection of such data is restricted by privacy legislation (GDPR/AVG), and no mandatory disability registration or quota reporting applies that would enable reliable quantification at Group level.
Cordeel Bulgaria lawfully collects disability information through official notifications from medical centers, as required under Bulgarian law. During the reporting period, Cordeel Bulgaria employed 5 persons with recognized disabilities, representing 4.85% of its average annual headcount of 103 employees. (Proportional contribution at 100% ownership: 5 persons.)
Cordeel Serbia, C-geelen, Sobeltec, Technocon, and Imtech Engineering Poland confirmed zero persons with disabilities in their workforce during the reporting period.
Methodology and limitations
The percentage of persons with disabilities cannot be reliably determined at Group level due to legal restrictions on data collection in most operating countries.
Where available, data is based on official medical notifications (Bulgaria) or voluntary employer records. T
he Group is committed to an inclusive working environment and supports employees with reduced work capacity through workplace adjustments, reintegration support, and suitable work arrangements where relevant.
Remuneration metrics
S1-15
| Description | Value |
|---|---|
| Gender pay gap (average remuneration difference between male and female employees) | 8.32% |
| Annual total remuneration ratio (highest paid individual vs. median employee) | 2.7 |
Gender pay gap
S1-15
Methodology:
The gender pay gap at Cordeel Group level is calculated as the headcount-weighted average of the unadjusted gender pay gaps reported by each subsidiary.
Each subsidiary calculated its own gender pay gap as the difference between the average gross hourly pay of male employees and the average gross hourly pay of female employees, expressed as a percentage of the average gross hourly pay of male employees.
For the group consolidation, the individual subsidiary gender pay gaps were weighted by their consolidated headcount. Subsidiaries with partial ownership were proportionally consolidated.
Coverage and exclusions
Out of a total consolidated headcount of 1,354 employees the gender pay gap calculation covers approximately 1,168 employees (~86%).
Several subsidiaries were excluded from the calculation due to insufficient gender representation to produce a meaningful pay gap figure, primarily entities with very few or no female employees.
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. 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.
Total remuneration ratio
S1-15
Methodology
The annual total remuneration ratio at Cordeel Group level is calculated as the headcount-weighted average of the remuneration ratios reported by each subsidiary. Each subsidiary calculated its own ratio as the annual total remuneration of the highest-paid individual divided by the median annual total remuneration of all employees (excluding the highest-paid individual).
For the group consolidation, the individual subsidiary ratios were weighted by their consolidated headcount. Subsidiaries with partial ownership were proportionally consolidated.
Coverage and exclusions
Out of a total consolidated headcount of 1,354 employees, the remuneration ratio calculation covers approximately 1,116 employees (~82%).
Several subsidiaries did not report a remuneration ratio due to their limited size or because the data was not disclosed.
The consolidated annual total remuneration ratio for Cordeel Group amounts to 2.70x, meaning that across the group, the highest-paid individual within the average reporting entity earns approximately 2.7 times the median employee’s annual total remuneration.