Healthy Business

Transparency at Dentsply Sirona

We are committed to running an ethical and transparent business, and work hard to foster trusted relationships with our employees, customers, partners and shareholders.

We strive for the highest standards of excellence throughout our operations and we are increasing transparency around our ESG reporting. To achieve this, we engage with our stakeholders to understand the most material sustainability issues facing the business so we can take positive, long-lasting action to create a brighter world. This is evidenced by the integration of ESG and sustainability issues into our annual enterprise risk assessment to identify, prioritise and respond to the main risks facing the business as well as our first materiality assessment.

Our people sit at the heart of our business, so a healthy business, to us, means integrating sustainable, inclusive, and equitable practices across all aspects of our business to create a supportive working environment. In line with this, we have repositioned our global target of striving to achieve gender pay parity by 2025 under our Healthy Business strategy, to sit alongside our commitment to embed ESG factors across all our risk management processes.

Core Policies and Processes

We have several core policies and processes in place to ensure that we act as an ethical and responsible business.

Our Current Core Policies

Global Gender Pay Parity

In 2020 we set a global gender pay parity target for 2025. Since then, we have conducted a global review across all internal professional managerial levels to understand whether women, on average, were paid the same as their male counterparts for the same roles. We are pleased to share that our global gender pay gap across these two levels has decreased from 5% in July 2021 to 1.3% in July 2022.

In 2021 we have implemented a revised integrated global compensation structure that, in combination with our talent management strategies, allows the organisation to measure our equity pay practices. As a next step, we are developing a global job catalogue to ensure we accurately and consistently calculate salaries for all new hires, promotions, and job changes.

We are proud of the progress we have made so far with this group, and we are in the process of implementing a new strategy to address our pay parity beyond this level, focusing on our non-desk teams first. This includes doubling down on coaching and education offered to all people managers in the lead up to annual compensation cycle. This will reinforce our pay for performance philosophies, help reduce existing pay gaps and prevent future inequities against internal peers and the external market. In addition, we are also in the process of establishing in-depth data verification frameworks that will enable us to collect and track all our pay parity data.