METSÄ BOARD Annual review 2023
Working conditions All Metsä Board’s employees are included in the same HR management system, which reduces the risk of employment conditions or wages in breach of the law or agreements. Depending on the nature of work, employees have access to flexible working hours and a hybrid model, which enables them to work remotely part of the week. The company supports the employees’ wellbeing at different stages of life and enables a long career by offering various solutions such as job rotation. Health and safety In Metsä Board, safety management is based on the prevention of hazards and risks. Risks are assessed regularly, and the company’s own workforce completes a safety induction in the potential risks of the work environment. Accidents are prevented with common safety-at-work standards, proactive measures – such as risk assessments, safety observations, safety walks and safety training – and investments improving safety. The most typical accidents consist of injuries to hands and feet. Safety-at-work standards have been drawn up for the duties identified as the riskiest. The permit to work standard covers the most important of these: lockout/ tagout, working at heights, lifting work, work in confined spaces, excava- tions and hot work. The zero accidents target is supported by long-term focal areas for safety – the deployment of common safety-at-work standards, personal risk assessments and the development of hand safety. The measures determined based on the focal areas guide the development of safety work, define the key targets and make safety work more predictable. In 2023, the main focal area of safety work was improving personal commitment. This was carried out through individual targets for proactive safety work and by planning and launching the concept of safety coaching. Despite all the preventive actions, a fatal accident took place at Metsä Board’s Simpele mill in 2023. One of the company’s employees died during maintenance work when they got caught between a travelling crane and a solid structure. The accident was thoroughly investigated in cooperation with the authorities and service suppliers. In addition to the investigation report, an internal audit summary was compiled so the company could learn from the incident, and so that future accidents could be avoided. In health checks, occupational healthcare evaluates employees’ health in view of the demands of their duties and the exposures related to their work. The healthcare services of leased labour are handled by their own employer. The most common occupational illnesses are allergic skin or respiratory reactions caused by dust or chemicals. Workplace conditions are made as health secure as possible, for example, in terms of tidiness and adequate ventilation. Also the appropriateness and adequacy of personal protective equipment is ensured. To support work performance, operating models have been defined for rehabilitative activities and early support. A substance abuse programme is also in place. Supervisors are offered guidelines and training for manag- ing wellbeing at work. In 2023, work to promote wellbeing at work continued. Supervisors and HR were trained in the implementation of early support as part of day-to- day management. The material supporting the promotion of workplace wellbeing was updated. The early support measures carried out are mon- itored in relation to the defined and required measures. Special attention was paid to the employees’ musculoskeletal condition and support for mental wellbeing. Webinars and info sessions on the topics were organised for the employees, and supervisors were offered Mind and Work training.
Employees by country
The individual working time model for shift work prepared by Metsä Group in 2023 supports the employees’ work ability at Metsä Board’s production units in Finland by improving employees’ opportunities to influ- ence their working hours. A year-long trial period will begin at all Finnish production units in 2024. Other work-related rights The realisation of human rights is considered as part of the development of HR processes. Investments in occupational safety, DEI work, and e-learning courses dealing with these topics were key practical measures affecting the realisation of human rights in 2023. The Compliance and Ethics Channel and the ethics barometer are important tools for identifying human rights impacts. Regarding the employees’ data protection, procedures for processing employees’ personal data have been defined, and all employees are required to comply with the Data Protection policy in place. The Data Protection policy defines the principles and rules that must be followed when processing personal data. Personal data related to the employees’ health are processed only by designated individuals, in accordance with data protection legislation and in situations required by law. Employees’ health-related data are stored separately from the employees’ general personal data. Metsä Board uses advanced technical and organisational means for implementing data protection and information security, and the same is required of companies providing occupational healthcare services as part of the agreements. In 2023, Metsä Board was made aware of incidents that may have had a direct or indirect negative impact on the company’s human rights obligations. The incidents are discussed thoroughly under G1 – Business conduct . In addition, concerning the employees’ occupational safety, these incidents are discussed in more detail in the Health and safety subsection of this chapter, as well as concerning the occupational safety and other work-related rights of suppliers’ employees under S2 – Workers in the value chain .
Other countries
Finland
Sweden
Poland
USA
Germany
Number of employees
1,280 1,186
780 714
110 105
74 74
27 27
72 71
Business operations and value creation 2 This is Metsä Board 4 CEO’s review 6
Number of permanent employees Number of temporary employees
94
65
5 0
0 0
0 0
1
Number of non-guaranteed hours employees
0
1
0
Number of full-time employees Number of part-time employees
1,244
743
109
73
23
70
36
37
1
1
4
2
Strategy and financial targets
8
Value creation
Collective bargaining coverage and social dialogue
Financial development 10 Key figures 12
Collective bargaining coverage
Social dialogue
Coverage rate
Employees – EEA
Employees – non-EEA
Workplace representation (EEA only)
0–19%
Poland
USA
Report of the Board of Directors
20–39% 40–59% 60–79% 80–100%
20 72
• Sustainability statement • Sustainability statement assurance report
Finland Sweden
Finland, Sweden
74
Consolidated financial statements
Countries with more than 50 employees.
78 Notes to the consolidated financial statements 126 Parent company financial statements 129 Notes to the parent company financial statements 142 The Board’s proposal to the Annual General Meeting for the distribution of funds 143 Auditor’s Report 147 Shares and shareholders 151 Ten years in figures 152 Taxes 153 Production capacities 155 Calculation of key ratios and comparable performance measures Corporate governance 157 Corporate governance statement 165 • Board of Directors of Metsä Board 168 • Corporate Management Team of Metsä Board
Employee turnover and recruitment
Training and skills development
2023
2022
2023
2022
Employee turnover rate, %
5.5 6.6 5.2 5.5 5.2 5.9 130
7.9
Employees who participated in regular performance and career development reviews, %
92
88
Women
11
Women
89 93 92 92 95 18 15 18 17 19 24
81
Men
6.9
Men
90 90 84 92
Aged under 30 Aged 30–50 Aged over 50
14
Blue collars White collars Management
5.8 9.1 120
Number of new hires, total
The average number of training hours per employee
15 13 16 15 15 17
Women
55 75 40 75
49
Women
Men
71
Men
Aged under 30 Aged 30–50 Aged over 50
33 73 14
Blue collars White collars Management
15
Key employee figures
2023 2,343
2022 2,347
Total remuneration ratio of women to men
Social protection
Number of employees
Women
516
514
Countries with no social security for the listed life events
Men
1,827
1,833
Finland
Sweden
Poland
Aged under 30 Aged 30–50 Aged over 50
269
269
Blue-collars White-collars
0.95 0.98
1.00 0.93
-
Sickness Unemployment starting from when the company’s own worker is working for the undertaking
1,088
1,113 965 2,154
0.98
India, Singapore
986
Permanent employees
2,177
Injury incurred at work or work disability
India, Singapore
Women
465
454
Men
1,712
1,700
Maternity leave Retirement
Temporary employees
165
193
India
Women
51
60
170 Remuneration report 174 Investor relations and investor information
Men
114
133
Non-guaranteed hours employees
1
0 0 0
Women
0
Men
1
Full-time employees
2,262
2,267
Women
488
480
Men
1,774
1,787
Part-time employees
81 28 53
80 34 46
Women
Men
Total number of non-employees in company’s own workforce
12
-
Share of men and women in management Share of men and women in management, %
22 / 6 79 / 21
21 / 7
75 / 25
54
55
Report of the Board of Directors | METSÄ BOARD ANNUAL REVIEW 2023
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