Principles for taking Sustainability into account in the compensation policy of the Hexagone Group staff
Hexagone Group entities comply with the legal and regulatory rules applicable to all their activities. In that respect, the Group has also introduced a compensation policy in line with its procedures for preventing and dealing with conflicts of interest.
Hexagone Group staff total compensation comprises a fixed and a variable component. The Group ensures that the fixed component is high enough to support, if necessary, the absence of a variable component to any member of the staff.
The variable component depends on the achievement of all objectives within the Group. As such, it varies according to the performance of the entity to which the employee belongs, as well as the individual performance of the employee.
The determination of the variable amount for each employee takes into account qualitative criteria and objectives, and in particular the sustainability of the actions carried out by the employee, his or her personal involvement and the achievement of the tasks attributed to him or her.
Depending on the position held, other criteria, respecting the general principles applicable to each regulated activity carried out by the employee, will also be put in place to determine the variable remuneration paid.
In the context of its activities as a Financial Investment Adviser, the Group does not make any arrangements in the form of remuneration, sales targets or otherwise that might encourage employees to recommend a particular financial instrument or investment service to a client when they could offer another financial instrument or investment service that better meets the client’s needs.
Similarly, the remuneration structure does not encourage employees to specifically offer products with sustainable characteristics. As a result, contracts and investment vehicles that promote ESG characteristics or qualify as sustainable investments are recommended to clients as long as they meet their objectives and needs.
Hexagone Group reviews the general principles of its remuneration policy at least once a year and checks that the associated procedures have been implemented accordingly.
In particular, the composition and amount of total remuneration are reviewed on this occasion, always ensuring a balance between its components.
Eventually, the remunerations are reviewed by the Board of Directors on a yearly basis.
Written on 5 September 2023