Pay Link to Sustainability

Since 2023, the compensation of executive committee member has been aligned with CSC's ESG objectives to address stakeholder expectations, uphold the company's dedication to sustainable development, and enhance sustainable operations and management continuously.

In addition to function-related criteria, the performance evaluation metrics for executive committee members encompass risk objectives, such as information security risk, occupational safety risk, and climate change transition risk. This alignment ensures that the compensation for executive committee members corresponds with the company's operational performance and future risk management strategies.

The compensation structure for executive committee members consists of both fixed and variable components, which are positively correlated with the company's overall performance. The indicators for variable compensation include return on equity (ROE), return on assets (ROA), ESG performance, risk management, and comprehensive management metrics. Furthermore, 10% of the employee remuneration (variable compensation) is directly tied to ESG performance.

The company has set a short-term (2025) greenhouse gas (GHG) management objective, aiming for a CO₂e reduction of 7%, with a cumulative reduction of 1.547 million tons of CO₂e. It is anticipated that the successful execution of this target will facilitate the achievement of the mid-term (2030) goal, set at a CO₂e reduction of 25%, amounting to a cumulative total of 5.525 million tons of CO₂e. This goal is also linked to executive compensation.