The importance of equality and diversity is highlighted in Neste Oil’s HR Policy and in the Group’s recruitment and remuneration principles. In line with its HR Policy, Neste Oil treats all employees equally and fairly, regardless of their gender, ethnic origin, age, religious beliefs, and political convictions. Neste Oil is similarly committed to respecting human rights and treating all employees as individuals. No cases of discrimination were reported during 2013.
Learn more about Neste Oil’s HR Policy.
Equality issues and treating all personnel equally and fairly form an integral part of Neste Oil’s Code of Conduct, which was published in 2010. The aim of the Code, which forms part of Neste Oil’s management system, is to help personnel act ethically in their day-to-day work and increase their understanding of what constitutes appropriate behavior in terms of Neste Oil’s values. Personnel have had the opportunity to learn more about the Code through a number of means, including an online game; and familiarizing people with the Code and what it entails forms part of the induction program provided for all new employees.
Learn more about Neste Oil’s Code of Conduct.
Neste Oil monitors gender distribution based on the composition of its employees, management, management groups, and the membership of the Board of Directors. The age distribution, educational level, and remuneration of employees are also monitored. Employees’ ethnic origin or nationality are not monitored.
Leveraging the value of local expertise
Neste Oil believes that a diverse employee pool will be a competitive advantage in the future, both in terms of its businesses and in the competition for the best possible talent. Neste Oil aims to ensure that local personnel are primarily responsible for its activities in all the countries where it operates. Recruiting local personnel gives Neste Oil access to valuable expertise on the local business world and local culture, and helps increase the effectiveness of company operations.
Neste Oil’s equality principles cover the underlying principles and practical measures used to develop equality between men and women across the company. All the indicators required under Finland’s equality legislation and Neste Oil's equality plan are monitored annually together with employee representatives. Outside Finland, company practice complies with local legislation and requirements aimed at promoting greater equality between men and women.
Proportion of women on the Board of Directors and in management teams, %
|Board of Directors||42.9||42.9||37.5|
|Neste Executive Board||11.1||11.1||11.1|
|Senior management teams in business areas and common functions||28.6||32.9||27.6|
8.5% (8.9%) of women working for Neste Oil served as managers and supervisors in 2013 and 12.3% (16.8%) of men.
Employees are seen as individuals at Neste Oil and are encouraged to identify their individual strengths and develop them as part of their careers. People’s individuality and the factors that most motivate them are taken into account in areas such as management training programs, which have focused on a more coaching-based approach over the last few years. The goal of this type of approach is to improve managers’ ability to get the most out of the different individuals in their teams and help their teams succeed.
Neste Oil also offers training and support in managing multicultural, geographically disparate teams. Training in virtual management techniques is intended to ensure that teams made up of members based at locations that are geographically distant from each other are managed effectively.
Freedom of association
In accordance with ILO conventions and standards, all of Neste Oil’s personnel have the right to organize among themselves and belong to associations. No threats to this right were identified in any area of operations during 2013. Not all personnel in all countries are covered by collective bargaining agreements. 90.2% (92.2%) of personnel came within the scope of these types of agreements in 2013.
Promoting equality and diversity in recruitment
The principles followed by Neste Oil in its recruitment form part of the company’s management system, and are followed in all the countries where Neste Oil operates in accordance with local legislation. Neste Oil recruits personnel based on their experience, expertise, skills, and values; and is committed to guaranteeing all applicants equal opportunities and fair and equal treatment during the recruitment process. Recruitment is also used to promote diversity across the company.
Salary equality in practice
Neste Oil extended the statistics that it collects on equality to countries where this is not required by local legislation in 2012. Pay equality surveys are carried out annually in Finland in accordance with the company’s equality plan. Despite setting a goal to have country-specific equality plans in place during 2013, this was not achieved.
Neste Oil regularly monitors the ratio between the average basic salaries of women and men working full-time and belonging to upper white-collar, white-collar, and blue-collar employee categories in Finland. Statistics collected in 2013 showed that this ratio varied between 92% and 114% (93–114%), depending on the responsibilities of the people concerned and the category of employee.