VESTA

Construction markets are changing fast, and buyers expect clear environmental information from their suppliers. For manufacturers, this creates a strong opportunity to stand out and access markets that already prioritise verified product data. With new CPR updates expected soon, the demand for transparent environmental information will only increase, making now a good time to strengthen your position.

How EPD supports export growth:

🟢 Manufacturers gain easier access to markets where environmental data is already expected, such as the Nordics, Germany and Benelux. Buyers in these regions rely on clear, verified information.

🟢 EPD builds trust by providing independently verified data, which helps in international tenders and long-term supply agreements.

🟢 Preparing environmental data early strengthens readiness for upcoming CPR updates and supports compliance with emerging digital and carbon reporting requirements.

🟢 Sustainability-focused projects, including those following LEED, BREEAM or DGNB, already require EPD, creating more opportunities for manufacturers in large real estate and infrastructure developments.

If you have questions about EPD or need support preparing an EPD for your products, feel free to contact us – we’re here to help.

📊 Recent data shows that gender pay gap remains stable at 13% for the third year in a row despite more women participating in the job market according to Eurostat. Underrepresentation of women in senior positions, lack of transparency in pay structures and bias in wage-setting delay the progress.

The gender employment gap narrowed slightly from 10,2 percentage points in 2023 to 10 pp in 2024. While Lithuania, Finland and Estonia lead with the narrowest gaps, Italy, Greece, and Romania still face gaps nearly twice the EU average.

👉 The EU has set to eradicate the problem and has previously introduced the Pay Transparency Directive which will take effect by 2026. It includes:

- salary transparency in job ads;
- company-level pay reporting;
- explanations for pay gaps over 5%, and
- employee access to pay comparison data.

Complementary efforts will focus on expanding access to childcare and flexible work, supporting women’s career progression and improving oversight to prevent bias.

Progress in employment is necessary – but without pay equity, it remains incomplete.