Diversity and Inclusion
We believe that everyone is at their best when they can be themselves
Diversity and inclusion at Metso
Every day, we work to increase inclusion in our operations in close to 50 countries around the world. We can already see a significant improvement in inclusion in our engagement survey, but our work around promoting inclusion continues. We aim to increase the diversity across our business, remove possible barriers and biases from our processes and build psychological safety in our teams.
We have taken corrective actions based on a fair pay analysis, started implementing inclusive talent acquisition practices and encouraged our employees to learn and take part in various trainings around inclusion. In 2022, we ran a global Women´s Mentoring Program and during 2023 we have launched a new Women’s Leadership Forum. We have also taken steps in digital inclusion by launching our Digital Inclusion Quick Guide and by providing accessibility training to our people.
When it comes to LGBTIQ+ inclusion, we are building awareness and taking determined steps to improve. Our partner Workplace Pride provides practical support in developing our ways of working and we engage our employees with an employee-led resource group.
Metso encourages all its employees, no matter gender identity or sexual orientation, to think bolder and aim higher, rising above what was possible yesterday. We believe that an inclusive environment where everyone can be their genuine selves makes us stronger.
Diversity & Inclusion strategy
We are committed to developing Metso into a workplace where diversity and inclusion are embedded into our culture, fostered and promoted. We believe a diverse and inclusive work environment positively impacts our business and will help us reach our full potential as individuals and as a company.
Our D&I priorities
- Following Diversity and Inclusion in our employee engagement survey
- Building awareness inside the organization through workshops and communications
- Increasing awareness on inclusive recruitment practices
- Removing barriers and biases from our processes
- Building psychological safety in our teams through training
Fair pay
One concrete action in 2022 has been a global fair pay analysis to review pay practices in all of our 50+ operating countries. The analysis confirmed that our existing policies and practices provide a solid foundation, and typically the salary of our employees develops in an unbiased manner during their career in Metso. However, also individual cases were identified where unexplained gender-related pay gaps exist.
In 2022, Metso 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.
Psychological safety
One key action in the diversity and inclusion journey we are on, is to continue building psychological safety in our teams. The role of psychological safety really can’t be emphasized enough. A safe environment where everyone is able to speak up and ask for help without the fear of negative consequences is a pre-requisite for high performance and mental well-being.
