Remuneration to the Executive Leadership Team
Our compensation philosophy is based on our strategy and focuses on long-term value creation and must be competitive compared to the external market. It may consist of fixed cash remuneration, variable short-term and long-term remuneration, pension and other benefits.
A prerequisite for the successful implementation of our business strategy and safeguarding of
Investor’s long-term interests, including its sustainability, is that we are able to recruit and retain qualified people. To this end, it is necessary that Investor offers competitive remuneration.
These guidelines enable the Company to offer the President and other members of the
Extended Management Group a competitive total remuneration.
Short-term variable remuneration shall be dependent upon the individual’s fulfillment of annual targets. The criteria for the annual targets can be financial or non-financial, qualitative or quantitative, and shall support Investor’s business strategy and long-term interests, including fulfillment of our sustainability targets.
The Annual General Meetings of Investor have resolved to implement long-term variable remuneration programs. The rational is that a substantial part of the total compensation for Investor’s executives should be long-term, as Investor’s business model is to be an engaged long-term owner. Through substantial ownership and board participation, we drive the initiatives that we believe will create the most value for each individual company, for the longer term.
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Remuneration to the Board
The Nomination Committee recommends the remuneration to the Board for the coming fiscal year and the AGM approves the remuneration.
Remuneration is paid to Board members not employed by the company.
Members of the Board not employed by the company do not participate in Investor's variable remuneration programs.
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