Across Stahl, nearly 2,000 colleagues help bring our purpose, Touching lives, for a better world, to life every day. Their work supports customers, drives innovation and strengthens the communities in which we operate. Behind every role is a person, a family and a daily reality shaped by the cost of living. That is why our Living Wage certification matters. By extending our certification through 2027, we are reaffirming our commitment to ensuring that colleagues worldwide receive compensation that supports dignity, stability and wellbeing.
A living wage is the income a worker and their family need to maintain a decent standard of living. It covers essential needs such as housing, food, healthcare, education, transport and clothing. In practice, it means going beyond legal minimum wage requirements and looking at what people need to live with dignity in their local context. For Stahl, this is an important part of being a responsible employer and creating a workplace where people feel supported and valued.
A living wage is important because financial security has a direct impact on people’s lives. When colleagues can meet essential needs and plan with greater confidence, it supports wellbeing, focus and a stronger sense of stability at work and at home.
For Stahl, this commitment reflects our values and our belief that responsible business starts with people. It contributes to wellbeing, engagement and long-term resilience, while also supporting recruitment, retention and employer branding. As a global organisation, having a clear overview of wage levels across all locations helps us apply a consistent and responsible approach to compensation. It also strengthens the social dimension of our broader sustainability ambitions and Environmental, Social and Governance (ESG) objectives, including external assessments such as EcoVadis.
Stahl first received Living Wage certification in 2024 and has now extended it through 2027. Maintaining certification requires a thorough global assessment. Data is collected from all Stahl locations, including smaller regions and offices worldwide, to build a complete picture of employee compensation and benefits. This information is then independently assessed by Fair Wage, providing an objective view of how our approach compares with recognised living wage standards.
The process has also given our Human Resources teams valuable insight into the many ways colleagues are supported around the world. In some countries, meal provisions are an important part of compensation. In others, transport support, heating allowances or company-provided transport make a meaningful difference. By understanding these regional and cultural realities, Stahl can keep its approach fair, relevant and inclusive, while recognising that support may look different from one location to another.
Our Living Wage certification is not a one-off milestone. It is part of a broader journey towards greater fairness, transparency and trust. An important next step in this journey is the upcoming EU Pay Transparency Directive (Directive EU 2023/970), which introduces new requirements for employers across Europe to increase openness around pay.
The directive is designed to strengthen the principle of equal pay for equal work, or work of equal value. It includes measures such as salary transparency during recruitment, employees’ rights to access pay information and reporting obligations related to gender pay gaps.
At Stahl, we are already taking proactive steps to support equal pay and pay transparency by aligning many of our systems and processes with the new legal requirements in Europe first, before expanding these principles globally as part of a broader policy framework.
About the author:
Sterrin Cremer is Group HR Data & Compensation Manager at Stahl. Based in Waalwijk, she leads global HR data, systems, compensation, and reporting, ensuring data accuracy, process excellence and fair, transparent reward practices, including equal pay and living wage commitments.