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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代表应用材料公司股东提交了公司2024年年会的代理提案，敦促股东对提案5投赞成票。该提案要求应用材料公司报告未经调整和统计调整的种族和性别薪酬差距，包括相关风险以及对多元化招聘和留用的影响。该报告应排除专有信息和法律细节。Arjuna Capital认为，正如各权威机构所承认的那样，中位薪酬差距披露是衡量薪酬公平的有效指标，尽管这些数字很重要，但应用材料公司并未承诺披露这些数字。他们强调说，其他公司已经开始披露薪酬差距中位数，而应用材料在这方面却落在了后面。应用材料委员会反对该提议，称薪酬差距中位数报告不是一个有意义的指标，也不能准确反映是否为类似职位提供了公平的薪酬。Arjuna Capital反驳说，薪酬差距中位数数据对于全面了解公司的多元化、公平和包容性（DEI）表现至关重要，也是对DEI计划的关键补充。他们最后指出，薪酬透明度可以缩小薪酬差距和改善多元化，这符合股东的长期经济利益。
Arjuna Capital代表应用材料公司股东提交了公司2024年年会的代理提案，敦促股东对提案5投赞成票。该提案要求应用材料公司报告未经调整和统计调整的种族和性别薪酬差距，包括相关风险以及对多元化招聘和留用的影响。该报告应排除专有信息和法律细节。Arjuna Capital认为，正如各权威机构所承认的那样，中位薪酬差距披露是衡量薪酬公平的有效指标，尽管这些数字很重要，但应用材料公司并未承诺披露这些数字。他们强调说，其他公司已经开始披露薪酬差距中位数，而应用材料在这方面却落在了后面。应用材料委员会反对该提议，称薪酬差距中位数报告不是一个有意义的指标，也不能准确反映是否为类似职位提供了公平的薪酬。Arjuna Capital反驳说，薪酬差距中位数数据对于全面了解公司的多元化、公平和包容性（DEI）表现至关重要，也是对DEI计划的关键补充。他们最后指出，薪酬透明度可以缩小薪酬差距和改善多元化，这符合股东的长期经济利益。
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