牛牛AI助理已提取核心訊息
Arjuna Capital, on behalf of Applied Materials shareholders, has submitted a proxy proposal for the company's 2024 Annual Meeting, urging shareholders to vote 'FOR' Proposal 5. This proposal requests Applied Materials to report on unadjusted and statistically adjusted pay gaps across race and gender, including associated risks and the impact on diversity recruitment and retention. The report should exclude proprietary information and legal details. Arjuna Capital argues that median pay gap disclosures are a valid measure of pay equity, as recognized by various authoritative bodies, and that Applied Materials has not committed to disclosing these figures despite their importance. They highlight that other companies have begun disclosing median pay gaps and that Applied Materials is lagging behind in this area. The...Show More
Arjuna Capital, on behalf of Applied Materials shareholders, has submitted a proxy proposal for the company's 2024 Annual Meeting, urging shareholders to vote 'FOR' Proposal 5. This proposal requests Applied Materials to report on unadjusted and statistically adjusted pay gaps across race and gender, including associated risks and the impact on diversity recruitment and retention. The report should exclude proprietary information and legal details. Arjuna Capital argues that median pay gap disclosures are a valid measure of pay equity, as recognized by various authoritative bodies, and that Applied Materials has not committed to disclosing these figures despite their importance. They highlight that other companies have begun disclosing median pay gaps and that Applied Materials is lagging behind in this area. The Board of Applied Materials opposes the proposal, stating that median pay gap reporting is not a meaningful metric and that it does not accurately reflect whether equitable pay is provided for similar roles. Arjuna Capital counters that median pay gap data is essential for a comprehensive understanding of the company's Diversity, Equity, and Inclusion (DEI) performance and that it is a critical complement to DEI programs. They conclude by stating that pay transparency leads to narrower pay gaps and improved diversity, which is in the long-term financial interest of shareholders.
Arjuna Capital代表應用材料公司股東提交了公司2024年年會的代理提案，敦促股東對提案5投贊成票。該提案要求應用材料公司報告未經調整和統計調整的種族和性別薪酬差距，包括相關風險以及對多元化招聘和留用的影響。該報告應排除專有信息和法律細節。Arjuna Capital認爲，正如各權威機構所承認的那樣，中位薪酬差距披露是衡量薪酬公平的有效指標，儘管這些數字很重要，但應用材料公司並未承諾披露這些數字。他們強調說，其他公司已經開始披露薪酬差距中位數，而應用材料在這方面卻落在了後面。應用材料委員會反對該提議，稱薪酬差距中位數報告不是一個有意義的指標，也不能準確反映是否爲類似職位提供了公平的薪酬。Arjuna Capital反駁說，薪酬差距中位數數據對於全面了解公司的多元化、公平和包容性（DEI）表現至關重要，也是對DEI計劃的關鍵補充。他們最後指出，薪酬透明度可以縮小薪酬差距和改善多元化，這符合股東的長期經濟利益。
Arjuna Capital代表應用材料公司股東提交了公司2024年年會的代理提案，敦促股東對提案5投贊成票。該提案要求應用材料公司報告未經調整和統計調整的種族和性別薪酬差距，包括相關風險以及對多元化招聘和留用的影響。該報告應排除專有信息和法律細節。Arjuna Capital認爲，正如各權威機構所承認的那樣，中位薪酬差距披露是衡量薪酬公平的有效指標，儘管這些數字很重要，但應用材料公司並未承諾披露這些數字。他們強調說，其他公司已經開始披露薪酬差距中位數，而應用材料在這方面卻落在了後面。應用材料委員會反對該提議，稱薪酬差距中位數報告不是一個有意義的指標，也不能準確反映是否爲類似職位提供了公平的薪酬。Arjuna Capital反駁說，薪酬差距中位數數據對於全面了解公司的多元化、公平和包容性（DEI）表現至關重要，也是對DEI計劃的關鍵補充。他們最後指出，薪酬透明度可以縮小薪酬差距和改善多元化，這符合股東的長期經濟利益。
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