Diversity of governance bodies and employees

Moeve’s 2025 Consolidated Management Report provides strong quantitative coverage of GRI 405-1.

Page 117 presents employees by gender, age and employee category and also reports members of governing bodies by gender and age.

The current card should:

use page 117 as the principal evidence;

remove page 121 employee-departure information because turnover is not part of GRI 405-1;

remove the absence of narrative discussion about diversity policies or outcomes as a gap;

assess whether all relevant governance bodies and employee categories are covered;

assess whether other indicators of diversity are relevant rather than assuming they are mandatory; and

assess the denominator logic and percentage presentation rather than requiring qualitative interpretation.

The report’s quantitative table is directly aligned with the core gender and age requirements.

Temenos provides substantial quantitative information relevant to GRI 405-1 on pages 77–78.

The report presents:

gender data by employee category, employee level and function;

age data using the required under-30, 30–50 and over-50 groups;

Board of Directors and Executive Committee percentages by gender and age; and

an additional diversity-group breakdown for US employees.

The current card should:

replace the principal page reference to page 56 with pages 77–78;

remove employee turnover as an expected element of GRI 405-1;

remove the absence of unspecified narrative items as a gap;

recognise the US diversity-group data as an additional diversity indicator;

assess whether gender and age percentages are presented clearly for every employee category used; and

check that figures shown as counts are accompanied by, or can be distinguished from, the required percentages.

The substantive dashboard provides governance-body gender and age percentages and extensive employee diversity information.

COPEL’s report should be assessed primarily against its quantitative diversity tables on pages 260–261.

The current card places excessive emphasis on the Diversity Committee, admission processes and governance roles. Those disclosures can support the management approach but do not satisfy the quantitative requirements of GRI 405-1.

The revised review should determine:

whether the relevant governance bodies are reported by gender and the prescribed age groups;

whether employees are reported within each employee category by gender and age;

whether the employee-category denominators are correct;

whether figures are percentages rather than only headcounts;

whether other indicators of diversity are relevant; and

whether page 305 is a content index or substantive disclosure.

Do not identify the absence of additional diversity dimensions or narrative discussion as an automatic gap. The current card itself confirms that quantitative gender and age data are reported on pages 260–261.