E S G
Our operations
Working conditions All our production units and 87% of our personnel are in Finland and Sweden, both of which have high-standard statutory requirements concerning working conditions, including reasonable working hours, annual leave, parental leave and part-time work. In 2022, we harmonised our payroll practices concerning our Finnish personnel’s family leave. Our approach now exceeds the require- ments of family leave legislation and provides parents with more equal opportunities to care for their children. We also comply with local legislation in all the other countries in which we operate. All our employees can choose whether they belong or do not belong to a trade union. At the beginning of 2022, we moved from national collective agreements to company-specific collective agreements that are in force until further notice. The agreements were negotiated with the
trade unions. Moreover, elected representatives of personnel have been on the mills’ management teams since 2022. Our entire personnel is entitled to free occupational health care, and we encourage our employees to anticipate and assess their own working ability and health. Benefits pertaining to wellbeing at work are equally available to permanent employees and employees with a fixed-term contract. In our work ability management, we have adopted an early intervention model that encompasses all our employees. It means supporting wellbeing and working ability by addressing any challenges at an early stage. Because of the coronavirus pandemic, employees whose duties allowed it continued to work remotely until the summer of 2022. In August, we introduced a hybrid model, which enables employees to work remotely part of the week, depending on the nature of their duties.
Personnel in 17 countries
Permanent employees recruited 207
Summer employees 279
PERSONNEL’S DISTRIBUTION BY REGION
KEY PERSONNEL FIGURES
2022
2021
2020
Total number of employees FTE 1) 2)
2,248
2,389
2,370
Share of blue-collars of all employees, %
63.4
64.1
64.7
Finland ����������������������������������������������������������� 54% Sweden ���������������������������������������������������������� 33% Rest of the EMEA region ��������������������������������� 9% The Americas and the APAC region �������������� 4%
Share of white-collars of all employees, %
36.6
35.9
35.3
Share of permanent employees, %
91.8
91.9
94.0
Share of full-time employees, %
96.6
96.6
96.4
Average age in years
45.8
46.1
46.4
Average years in service
17.0
17.8
18.6
Employee turnover rate, % 3)
7.8
5.2
4.5
PERSONNEL’S AGE AND GENDER DISTRIBUTION
Average training hours per employee 2)
15.0
11.0
11.8
Average training hours (blue-collars) 2)
15.0
9.5
8.8
Average training hours (white-collars) 2)
15.1
13.7
16.0
Women aged less than 30 ������������������������������ 3% Men aged less than 30 ������������������������������������ 8% Women aged 30–50 ������������������������������������� 12% Men aged 30–50 ������������������������������������������ 36% Women aged more than 50 ���������������������������� 7% Men aged more than 50 ������������������������������ 34%
Employees covered by collective agreement, % 2)
75.4
72.2
78.0
1) Full-time equivalent FTE on 31 Dec 2022 2) The former subsidiary Hangö Stevedoring is included in the figures until the end of 2021. 3) The figure includes redundancies caused by restructuring of business. In 2022, Metsä Board started restructuring pertaining to approximately 100 permanent or temporary employees to centralise customer service and distribution logistics functions in EMEA. The effects of the restructuring will be realised in 2023.
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