GENDER EQUALITY INDEX 2025

Here are the details of the points obtained on each indicator in 2025:

	2025
Bottega Veneta	Points obtained	Maximum number of points for calculable indicators
1- pay gap (in %)	35	40
2- individual salary increase gaps (in % points or equivalent number of employees)	35	35
3- percentage of employees receiving salary increase after returning from maternity leave (in %)	0	15
4- number of employees of the under-represented gender among the 10 highest compensations	10	10
Total calculable indicators	80	100
INDEX (out of 100 points)	80	100

Objectives for Bottega Veneta to improve its performance on the Gender Equality Index indicators


Objective n°1: Pay gap indicator target

We will ensure gender pay equity at the time of hiring and throughout employees' careers, in order to reduce the gaps that cannot be explained by factors that may legitimately influence salary levels.

Objective n° 2: Return from maternity leave indicator target

We will ensure equal treatment for salary increases upon return from maternity leave, targeting an annual progression of +1 to +2. In 2025, the observed gap is explained by an employee’s departure after returning and by another employee’s ineligibility for the salary review campaign.

Bottega Veneta will continue to take the necessary steps to maintain or improve on all these indicators as part of its commitment to gender equality in the workplace.