Diversity and equal opportunity

​We promote equal treatment and opportunities in the recruiting, remuneration, development and career advancement of personnel, regardless of the employee’s race, religion, political views, gender, age, nationality, language, sexual orientation, marital status or disabilities. 

Employee diversity in 2015

The average age of our permanent employees was 44,5 years. The share of employees over 50 years old was 33%. Women accounted for 29% (2014: 28%) of our total personnel. Women accounted for 33% (2014: 33%) of the Group- and division-level management teams. The Board of Directors comprised eight members, three of them, including the Chairman, were women.

Personnel age distribution of permanent employees by age group, gender and personnel group (GRI G4-LA12)


Group‑ and division‑level management, by age and gender, persons


Incidents of discrimination in 2015

Any form of harassment is forbidden and addressed immediately. In Finland and Sweden, there are separate guidelines in place for workplace harassment and discrimination. In 2015 there was one incident of inappropriate conduct reported, which resulted in termination of the employment of the perpetrator. One of the allegations of discrimination in 2014 was handled through court proceedings in 2015. According to the court ruling, the employer was found not guilty of discrimination and the case was dismissed.

Equal remuneration

In line with our remuneration policy, we offer a fair, transparent and competitive compensation scheme for employees. Salaries and wages are compliant with established practices in each country and based on local legislation and labour market agreements. Salary level is based on personal work performance, on defined competence requirements, and on the market situation in each country.
The comprehensive implementation of our human resources data management system enables the reporting of pay equality in all our operating countries. In addition to the centralised HR data management system, a separate, local, data system is also used in Russia, and therefore the data on Russia’s pay equality is reported separately.
Our reporting covers all personnel groups except “workers”. A comparison in this group is not possible because of the small group sizes. The number of personnel in some of our operating countries is so small that a country-specific comparison is not reliable. We have reported these countries collectively under “Other countries”.

Remuneration in 2015

In our operating countries in 2015, the base salaries of female employees were, on average, 12% (2014: 10%) less than the male base salaries in all personnel groups. The total number of personnel included in the comparison was 3,089, of which 1,111 (36%) were female. The differences varied between countries; years of service and job grade levels had the most impact on the differences.
Fortum’s short-term incentive (STI) system includes a personal performance indicator. We have included the STI’s personal bonus multiplier in the remuneration equality comparison. The difference between female and male in the personal bonus multiplier was +3%.
In Russia, the difference between female and male salaries and wages was +0.6% for comparable grade levels (1,728 individuals). There was no comparison made for the personal bonus multiplier.

Basic salary, remuneration and other key factors of women compared to men, % (GRI G4-LA13)