Metso Outotec is committed to developing the company towards a workplace where diversity and inclusion are fostered, promoted, and embedded in the company culture.
One concrete action the company already took in 2022 was a global fair pay analysis to review pay practices in all of the 50+ operating countries. The analysis confirmed that the existing policies and practices in Metso Outotec provide a solid foundation, and typically the salary of an employee develops in an unbiased manner during a career in Metso Outotec. However, the analysis identified individual cases where unexplained gender-related pay gaps exist. While not present in all countries, these salary differences originated mostly to decision made at-hire.
During spring 2022, Metso Outotec has made a one-time investment of EUR 2.2 million to correct the identified individual, unexplained gender-related pay gaps. These exceptional increases were made to some 500 employees in around 20 countries. The increases were approved as part of a global salary review process, and consequently managers have become more aware of potential biases in the salary setting. Metso Outotec will continue to strengthen the recruitment process to ensure unbiased salary decisions are made for all people joining Metso Outotec across the globe.
”Building an inclusive culture is a priority at Metso Outotec and acting on the gender-related pay gap findings was only one concrete action for 2022. We continue building awareness and capabilities globally and ensure that there are good processes in place to support equal treatment of our employees across the organization,” says Pekka Vauramo, President and CEO of Metso Outotec.
Metso Outotec follows the progress of its diversity and inclusion agenda via engagement surveys, where the topic is one of the KPIs. Marjut Kumpulampi-Santos, VP, Talent and Inclusion, Metso Outotec, shares more about the company’s plans for the culture transformation journey in 2022:
“We are proud of the work we have accomplished so far in driving our diversity and inclusion agenda at Metso Outotec. Going forward, more actions will follow. In 2022, we continue increasing awareness inside the organization and providing inclusion and psychological safety trainings for all employees. We are developing inclusive recruitment practices and looking at ways to remove barriers and bias from our processes”, she says.
Further information, please contact:
Helena Marjaranta, Vice President, Communications and Brand, Metso Outotec, tel. +358 20 484 3212, email: helena.marjaranta(at)mogroup.com