GENDER EQUALITY INDEX

The gender equality index obtained by our company, HANA GROUP, for the year 2025 (based on the 2024 financial year) is 87/100.

For companies with 50 to 250 employees, this index is calculated based on the following four indicators:
– Pay gap: 27/40
– Difference in individual salary increases: 35/35
– Percentage of employees receiving a salary increase upon returning from maternity leave: 15/15
– Number of employees of the underrepresented gender among the ten highest salaries: 10/10

Our primary ambition is to foster a culture of genuine equality within HANA GROUP, ensuring that everyone benefits from the same opportunities and fair treatment.

To achieve this vision, we are committed to implementing tangible initiatives through our daily actions, driven by a continuous improvement mindset and a constant strive for progress, particularly on the first indicator.

We fully recognize the efforts required and the areas for improvement to explore. By identifying and implementing these actions, we strengthen our commitment to ensuring that professional equality is not only valued but also actively experienced in every aspect of our operations.

At HANA GROUP, professional equality is reflected in concrete actions taken daily, especially to improve our score on Indicator No. 1 and reach 30/40.

In accordance with current legislation, each company is required to publish, on 1 March each year, its gender equality index, which measures the company’s situation through 5 indicators representing a total of 100 points.

The gender equality index obtained by our company, HANA GROUP, for the year 2025 (based on the 2024 financial year) is 87/100.

For companies with more than 250 employees, this index is calculated using the following 5 indicators with the corresponding results:

– Pay gap: 27/40
– Difference in individual salary increases: 35/35
– Percentage of employees receiving a salary increase upon returning from maternity leave: 15/15
– Number of employees of the underrepresented gender among the ten highest salaries: 10/10

Professional equality is a value that is an integral part of the culture and policies of HANA GROUP France, and this is reflected in a result that is higher than the French average in 2025 and has been steadily improving over the last 3 years.

In 2026, we will pursue our actions to continue to advance equality between women and men within HANA GROUP France and ensure sustainable performance in this area.

Gender Pay Gap is a report required by law under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, where companies who employ over 250 workers must report the percentage difference on average hourly earnings for Men and Women.

We are encouraged to publish the results on our website and the government website for each calendar year showing the following measures from the snapshot date of 5^th April 2023:

– The mean and median gender pay gap
– The mean and median bonus gap
– The proportions of males and females who receive bonuses

Hana Group UK Gender Pay Gap Results:

The Company does not believe that this year’s Gender Pay Gap report accurately reflects the overall position in relation to its workforce and it is not a true representation given methodology followed.

However, the Company is aware of the fact that this snapshot of data may have highlighted some senior level positions within the organisation being held by a higher majority of male employees which is an area we continue to rebalance and continue to encourage the promotion and development of female colleagues to be better represented at executive levels; which has improved with appointment of two senior executives and larger percentage of our senior management team.

Overall, in our stores we had 39% of male colleagues and 61% of female colleagues as a snapshot and in our senior leadership teams we have even number of 7 female to 7 male area managers. Our exec team has two female and three male colleagues.

The median pay gap is 2% which has improved from 5% in last financial year.
64.9% of female colleagues achieved bonus against 58.1% of male colleagues.

We continue to focus, support, encourage and further balance female representation at senior levels.