Responsibility for employees

GRI report

Responsibility for employees

Employment

G4-LA1: Total number and rates of new employee hires and employee turnover by age group, gender and region

Total number of new hires in 2013 was 431, out of which 33% were female and 67% male.

In 2013, employee turnover rate was 16.1% against the 11.3% in 2012.The turnover was impacted by organizational changes driven by strategy implementation and related restructuring activities and redundancies. The turnover rate was highest in South America (32.9%) and lowest in NAFTA (10.1%).

 

TOTAL NUMBER AND RATE OF NEW EMPLOYEE HIRES

G4-LA1: New employee hires w/o aquisitions 2013
Age group Number of new hires % of total new hires
<30 201 46.6
30-50 196 45.5
>50 34 7.9
Total 431 100.0
G4-LA1: New employee hires w/o aquisitions 2013
Gender Number of new hires % of total new hires
Female 141 32.7
Male 290 67.3
Total 431 100.0

G4-LA1: New employee hires w/o aquisitions 2013
Region Number of new hires % of total new hires
APAC 42 9.7
EMEA 239 55.5
NAFTA 104 24.1
SA 46 10.7
Total 431 100.0

TOTAL TURNOVER

G4-LA1: Total turnover by age group
Age group Turnover Turnover, %
<30 77 11.9
30-50 357 14.6
>50 281 20.8
Total 715 16.1
G4-LA1: Total turnover by gender
Gender Turnover Turnover, %
Female 198 17.0
Male 517 15.7
Total 715 16.1 

G4-LA1: Total turnover by region
Region Turnover Turnover, %
APAC 62 18.2
EMEA 445 17.1
NAFTA 130 10.1
SA 78 32.9
Total 715 16.1

VOLUNTARY TURNOVER

G4-LA1: Voluntary turnover by age group
Age group Voluntary turnover Voluntary turnover, %
<30 35 5.4
30-50 147 6.0
>50 23 1.7
Total 205 4.6
G4-LA1: Voluntary  turnover by gender
Gender Voluntary turnover Voluntary turnover, %
Female 64 5.5
Male 141 4.3
Total 205 4.6 

G4-LA1: Voluntary  turnover by region
Region Voluntary turnover Voluntary turnover, %
Asia Pacific 34 10
EMEA 96 3.7
North America 57 4.4
South America 18 7.6
Total 205 4.6

G4-LA2: Benefits provided to full-time employees that are not provided to temporary or part-time employees, by significant locations of operation 

Benefit programs in Kemira differ by regional and country specific market practices. In most European countries the same benefits are offered to full-time and part-time employees. Some exceptions apply, for example sickness fund in Finland is offered to full-time employees with more than one year contract. In APAC, temporary employees are eligible only to mandatory benefits as it is a market practise. In North America the eligibility of benefits varies, in USA employees are eligible if they work minimum 20 hrs and in Canada 24 hrs. The benefits are the same for all benefits eligible employees. The amount of employees not receiving benefits is low (in NA total 2 persons, in APAC 5 persons).

Benefit practices are country specific and are not related to individual locations of operations.

Labor/Management Relations

G4-LA4: Minimum notice periods regarding operational changes, including whether these are specified in collective agreements

Kemira follows all local laws and regulations and other agreements regarding notice periods. Notice periods and the time period for consultation process related to operational changes varies a lot by country and region.


Occupational Health and safety

G4-LA6: Type of injury and rates of injury, occupational diseases, lost days, and absenteeism, and total number of work-related fatalities, by region and by gender 

As of 2013, Kemira will only report TRI (Total Recordable Injuries per million working hours).

TRI per million work hours is composed of three indicators:

G4-LA6: Occupational Health and Safety indicators
  2013 2012 2011 2010 2009
Number of Lost Time Injuries per million working hours, LTI1   2.3 2.7 3.1 3.5
Total Recordable Injuries, TRI2 7.1 8.5      
Total Recordable Injuries by regions, TRI2          
     EMEA 9.2        
     NA 5.1        
     SA  7.4        
     APAC  0.0        
1 Injuries causing an employee absence at least one day (LTA1), Kemira personnel. This figure was reported for the last time in 2012. 
2 As of 2013, Kemira will only report TRI. TRI per million work hours = Lost Time Injuries (LTA1) + Restricted work cases + Medical treatment cases, 1 year rolling average. Numbers include Kemira personnel and Contractors

Kemira does not collect Incident data by gender, all injuries are treated in a simmilar way independent of gender.

Training and education

G4-LA9: Average hours of training per year per employee by gender, and by employee category  

Training registers are currently managed locally, so the information of training hours is not available for global reporting. Kemira is implementing a global learning management system, that will allow visibility of training offering to employees, and when completed, it will enable full reporting of internal training activities.

G4-LA10: Programs for skills management and lifelong learning that support the continued employability of employees and assist them in managing career endings

Different kind of skills development and training programs as well as leadership development programs (internal and external) are provided to all employees to support employee development, such as:

Outplacement services are provided in most regions when the terminations are the result of redundancies. In some European countries outplacement and other support activities are part of a social plan. Outplacement is not offered in APAC, as it is not relevant in that market. In some cases transition assistance programs are also offered in connection with retirement.

G4-LA11: Percentage of employees receiving regular performance and career development reviews, by gender and by employee category

All permanent white collar employees, who are not absent for an extended time period, because of leaves, for example, are covered by global performance and development discussion process. Blue collar employees have been covered partly in similar processes managed locally, but detailed data for coverage is not available for 2013. Starting in 2014, Kemira will implement global PDD process to cover all employees. 

G4-LA11: Percentage of employees receiving regular performance and career development reviews
  Total Employees covered in Global PDD process Coverage %
Female 1,060 816 77
Male 3,221 1,566 49
Total 4,281 2,384 56

Diversity and equal opportunity

G4-LA12: Composition of governance bodies and breakdown of employees per employee category according to gender, age group, minority group membership, and other indicators of diversity

G4-LA12: Management Board
  Females Female % Male Male % Total Total %
<30 0 0% 0 0%  0 0%
30-50 1 50% 4 44.4% 5 45%
>50 1 50% 5 55.6% 6 55%
Total 2 100% 9 100% 11 100%
G4-LA12: Board of Directors
  Female Female % Male Male % Total Total %
<30 0%  0 0%  0 0%
30-50 0 % 3 0 % 0 0%
>50 2 100% 3 100% 5 100%
Total 2 100% 3 100% 5 100%

G4-LA12: Percentage of employees by gender and age group
  Female   Female % Male Male % Total Total %
<30   205 18% 441 13% 646 14%
30-50 710 61% 1,743 53% 2,453 56%
>50 249 21% 1,105 34% 1,354 30%
Total 1,164 100% 3,289 100% 4,453 100%

Equal remuneration for women and men

G4-LA13: Ratio of basic salary and remuneration of women to men by employee category, by significant locations of operation

In 2013, Kemira implemented a global job structure, which describes job families and the respective job roles with required qualifications and main responsibilities. The job structure links to job grades which define the salary range and the incentive opportunity for a specific job role. The factors impacting salary increase include country-specific salary budgets, the position of an employee in the salary range and employee performance. Incentive payouts are based on measured achievement for pre-defined targets on the company, unit and individual levels.

During 2013, mapping of individual positions and employees to job roles and gathering of salary data to global HRIS Human Resources Information System were almost finalized. The completion of job grade mapping and salary data gathering will allow evaluation, analysis, and implementation of equal remuneration.

Non-discrimination

G4-HR3: Total number of incidents of discrimination and corrective actions taken

There was one incident  of discrimination during the reporting period. The incident, which came through the official Kemira Ethics & Compliance reporting channel, was investigated by North American Human Resources. A remediation plan was implemented, and the results were reviewed through routine internal management review processes.  As a result, the incident is no longer subject to action

Freedom of association and collective bargaining

G4-HR4: Operations and suppliers identified in which the right to exercise freedom of association and collective bargaining may be violated or at significant risk, and measures taken to support these rights

As outlined in the Kemira Code of Conduct, Kemira complies with the International Labour Organization's Declaration on Fundamental Principles and Rights at Work. Kemira respects the right of all personnel to establish or join trade unions and other representative organizations.
 
A Code of Conduct training has been provided to all Kemira employees. See G4-56 for Code of Conduct training and G4-57 for Kemira Ethics and Compliance Hotline for internal reporting.

Kemira has not identified any violations of freedom of association and collective bargaining in own operations. Kemira has considered supplier related risks on labor rights, and no evidence has been found that suppliers would prohibit their employees’ opportunities to exercise freedom of association and collective bargaining.

As no risks for violations of freedom of association and collective bargaining have been identified, no support measures have been taken.
Please see complementary general standard disclosure G4-11.

Please see complementary general standard disclosure G4-11.

Human rights assessement

G4-HR9: Total number and percentage of operations that have been subject to human rights reviews or impact assessments

As outlined in the Kemira Code of Conduct, Kemira is committed to respect and support fundamental human rights as defined by the United Nations Universal Declaration of Human Rights. A Code of Conduct training has been provided to all Kemira employees. See G4-56 for Code of Conduct training and G4-57 for Kemira Ethics and Compliance Hotline for internal reporting.

Kemira has issued a separate Code of Conduct for Suppliers, Distributors and Agents, which sets expectations to business partners to respect human rights and provide employees with appropriate working conditions. See also EN32, LA14, HR10, SO9

In 2013, Kemira has identified that further development of human rights management requires a more detailed assessment of the implications of the UN Guiding Principles on Business and Human Rights on Kemira’s business (risk assessment). Based on the results of the risk assessment, it can be evaluated if there are any business activities, operations or countries that should be subject to human rights review or human rights impact assessment. The risk assessment work will be initiated in 2014.