Equality and diversity are taken into consideration in Neste Oil’s HR Policy and in the Group’s recruitment and remuneration principles. In line with our HR Policy, we give all employees equal rights regardless of their gender, ethnic origin, age, religious beliefs, and political convictions. We are committed to respecting human rights and valuing all of our employees as individuals. No cases of discrimination were reported during 2014.
Learn about Neste Oil's HR Policy.
Equality issues and the equal and fair treatment of all personnel 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 to 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 channels, 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 origins or nationalities are not monitored.
Neste Oil’s equality principles cover the underlying principles and practical measures used to develop equality between men and women across the company. Outside Finland, company policies comply with local legislation and requirements aimed at promoting greater equality between men and women.
Neste Oil's equality plan is updated annually, and in addition to a long-term plan, it also features topical themes for each year. In 2014, the focus was on increasing awareness related to remuneration systems and equality. One of the measures to promote awareness was to include themes related to equality in the training program for new managers.
The equality principles apply to all of our locations globally. During 2014, we prepared local equality plans in Switzerland and Latvia, and our aim is to draft similar plans for all of the countries in which we operate. In addition to the Group-level procedures, the country-specific equality plans take into consideration the local conditions in each country.
Our equality work was recognized in Latvia in 2014, as Neste Oil was awarded an official recognition of excellence as the company with the highest level of gender equality in the country's sustainability index.
Read more about our the recognition we received in Latvia.
The number of women in our Executive Team increased in 2014 with the appointment of Kaisa Hietala as Executive Vice President, Renewable Products business area.
9.3% (8.5%) of women working for Neste Oil served as managers and supervisors. The share of working as managers or supervisors was 14.6% (12.3%).
|Proportion of women on the Board of Directors and management teams||2014||2013||2012|
|Board of Directors||42.9||42.9||42.9|
|Neste Executive Board||20.0||11.1||11.1|
|Senior management teams in business areas and common functions||24.0||28.6||32.9|
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 2014 showed that this ratio varied between 93% and 110% (92–114%), depending on the responsibilities of the people concerned and the category of employee.
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. We recruit personnel based on their experience, expertise, skills, and values; and we are 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.
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. Our aim is to ensure that local personnel are primarily responsible for our activities in all of the countries in which we operate. This gives Neste Oil access to valuable expertise in the local business world and local culture, and helps us increase the effectiveness of our operations.
Employees are seen as individuals at Neste Oil and are encouraged to identify and develop their individual strengths . People’s individuality and the factors that most motivate them are taken into account in areas such as management training programs, which focus on coaching approach. The goal of this approach is to improve managers’ abilities to get the most out of the different individuals in their teams and to help their teams succeed.
In accordance with ILO conventions and standards, all of Neste Oil’s personnel have the right to organize themselves and to belong to associations. No threats to this right were identified in any area of operations during 2014. Not all personnel in all countries are covered by collective bargaining agreements. 70.8% (90.2%) of personnel came within the scope of these types of agreements in 2014.