Focus areas of the Metsä For All vision in 2021–2023
EQUAL OPPORTUNITIES AND GENDER EQUALITY • Increasing the share of women at different organisational levels • Ensuring equal pay • Equality training for the entire personnel • Gender-neutral job titles
DIVERSITY • Recruitment practices that support diversity • Ensuring international skills in the organisation
INCLUSION AND CULTURAL CHANGE • Developing the personnel’s awareness and skills • Supporting the cultural change by means of communications • Promoting work-life balance
SHARE OF WOMEN AT METSÄ BOARD
REMUNERATION AT METSÄ BOARD AS A WHOLE AND BY PRODUCTION COUNTRY 2022
Metsä Board Finland Sweden
2022
2021
2020
Annual total earnings of person with highest wages compared to the average total earnings of other personnel Women’s total earnings compared to men’s total earnings, white-collars 1) Women’s total earnings compared to men’s total earnings, blue-collars 1)
Share of women within all employees, %
21.9
21.9
21.3
30.5
32.2
6.7
Share of women in manager positions, % 1)
21.3
22.8
23.0
Share of women in executive management, VP, SVP, CEO % 2)
0.95
0.97
0.92
25.0
19.2
23.1
Share of women in the Corporate Management Team, %
0.94
0.93
0.95
14.3
14.3
33.3
Share of women in the Board of Directors, %
33.3
33.3
22.2
1) Weighted average of women’s total salary compared to men’s total salary in the same job grade. White-collars: Includes 98% of white-collar personnel.
1) Share of women within all managers.
2) The definition has been clarified. Women in the target group (VP, SVP or CEO) must have an IPE of at least 58. With this revision, the figures for 2021 and 2020 have been recalculated retrospectively. The former subsidiary Hangö Stevedoring is not included in the figures.
Human rights We respect human rights in everything we do. We do not condone human rights violations in any way or form, and we are committed to ensuring that our operations do not result in negative human rights impacts. We are committed to correcting any shortcomings brought to light and to cooperating in this. Human rights are covered in various e-learning courses such as the Code of Conduct, sustainability as well as the diversity, equality and inclusion e-learn- ings, which all our employees are required to complete. In our own operations, inputs into safety at work and the development of diversity, equality and inclusion were among the key practical measures promoting human rights in 2022.
Our Supplier Code of Conduct also specifies requirements for our suppliers’ human rights responsibilities. We survey our supply chain and customers to detect any human rights risks as part of our Know Your Business Partner background checks. No cases of human rights violations related to our operations or subcontracting chain were brought to our attention in 2022. Read more about our Code of Conduct (pp. 34–35), and how we manage risks in our supply chain (pp.36–39).
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METSÄ BOARD SUSTAINABILITY REPORT 2022
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