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Metso Outotec addresses gender-pay gap

Metso Outotec has invested €EUR2.2 million ($3.1 million) to correct gender-related pay gaps following a company-wide analysis.

Metso Outotec has invested EUR 2.2 million ($3.1 million) to correct gender-related pay gaps following a company-wide analysis.

This year, Metso Outotec did a global fair pay analysis to review pay practices across the 50 plus countries that it operates in.

According to Metso Outotec, results confirmed that existing policies and practices at the company provide a solid foundation and that typically the salary of an employee develops in an unbiased manner.

While not present in all countries, the analysis also identified gender-related pay gaps.

According to Metso Outotec, these salary differences originated mostly to decision made at-hire.

Therefore, it has made a one-time investment of EUR 2.2 million ($3.1 million) to correct gender-related pay gaps.

These exceptional increases were made to some 500 employees in around 20 countries, the company said.

The increases were approved as part of a global salary review process, and consequently managers have become more aware of potential biases in the salary setting.

Metso Outotec will continue to strengthen the recruitment process to ensure unbiased salary decisions are made for all people joining Metso Outotec across the globe.

“Building an inclusive culture is a priority at Metso Outotec and acting on the gender-related pay gap findings was only one concrete action for 2022,” Metso Outotec chief executive Pekka Vauramo.

“We continue building awareness and capabilities globally and ensure that there are good processes in place to support equal treatment of our employees across the organization.”

Metso Outotec follows the progress of its diversity and inclusion agenda via engagement surveys, where the topic is one of the KPIs.

“Going forward, more actions will follow,” Metso Outotec vice president, talent and inclusion Marjut Kumpulampi-Santos said.

“In 2022, we continue increasing awareness inside the organization and providing inclusion and psychological safety trainings for all employees.

“We are developing inclusive recruitment practices and looking at ways to remove barriers and bias from our processes,” Kumpulampi-Santos said.

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