Equal pay

PMI is leading by example and taking concrete steps
to verify its equal-pay practices by obtaining
the Global EQUAL-SALARY Certification

At PMI, we see equal pay for equal work as a driving force of collaboration, growth, and innovation. We have confirmed that our actual pay practices match our good intentions with the Global EQUAL-SALARY Certification.

The EQUAL-SALARY Foundation is an independent, non-profit organization based in Switzerland. The EQUAL-SALARY Certification acknowledges our commitment to fair pay and fair opportunities for every
employee.

Achieving EQUAL-SALARY certification is an important building block on the road to creating a fairer and more inclusive workplace, crucial to our progress in delivering a smoke-free future and evolving our business beyond the tobacco and nicotine sector
in the long term.

First achieved globally in 2019, we received our third certification—which is valid for three years—in May 2025. In addition to recognizing fair pay, our latest certification for the first time verifies our sustained commitment to policies,
processes, and practices that foster a culture of fairness in which all employees have access to opportunities to thrive and grow.

This milestone is a powerful testament to our unwavering dedication to fairness and inclusion. At PMI, we don’t just talk about fairness—we live it, ensuring every employee is rewarded fairly and empowered to grow. As we evolve our business, we are shaping a workplace where talent not only thrives but drives meaningful change.

Frederic Patitucci

,

Chief People & Culture Officer, Philip Morris International

A rigorous, third-party validation on equal pay

EQUAL-SALARY Certification includes more than a simple comparison of salary data to ensure fair pay and opportunities for every employee—it’s a process that includes multiple steps:

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Step 1

Salary analysis

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Step 2

HQ visit

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Step 3

On-site audits

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Step 4

Global certification

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Step 5

Monitoring audits

• PMI submits its Compensation Data, i.e. all the relevant data which might impact the determination of salaries for female and male employees, and Compensation Documents, i.e. policies and other documents that relate to the Compensation Data in each country.

• PwC, the Foundation’s entrusted auditor, conducts a series of interviews at PMI to gather information about:

a. senior leadership commitment to the EQUAL-SALARY principles

b. PMI’s global People & Culture (P&C) management and strategy

c. the resources, processes, and indicators in place to drive fair remuneration across the globe

• On-site audits take place in PMI affiliates around the world to evaluate:

a. management’s commitment to equal remuneration between men and women

b. the integration of EQUAL-SALARY principles in all P&C processes and policies

c. employee perceptions of gender equality in the organization

• After fulfilling these steps, PMI will receive Global EQUAL-SALARY Certification, and may communicate about this achievement both internally and externally.

• Further audits take place two and three years after the certification to:

a. confirm PMI’s ongoing commitment to a fair, non-discriminatory wage practice between men and women

b. demonstrate continual improvement in applying the EQUAL-SALARY principles

c. validate any actions identified through the on-site assurance work

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