Our people – the Metsonites
Metso is a global company with close to 17,000 employees, over 100 nationalities, and operations in around 50 countries. Our people, called the Metsonites, are experts in various fields, ranging from engineering and R&D to field service and technical support of the customer’s production facilities and equipment, sales, HR, factory operations, and more.
We strive to create a strong performance culture that enables everyone to thrive in their work and where people can grow and develop while performing at their best. At the foundation of our culture are our values, leadership principles, diversity and inclusion, and a great employee experience. The safety and well-being of our people is a priority.
To measure how our people feel, we conduct an employee engagement survey four times a year. Throughout the past couple of years, we have made commendable progress in this measurement. In 2024, we exceeded our target, ranking in the top 5% compared to the industry benchmark for employee engagement. Additionally, there were significant improvements in health, well-being, and mental well-being metrics.
Diversity and inclusion
We are committed to developing Metso into a workplace where diversity and inclusion (D&I) is embedded into our culture, fostered and promoted. Our ambition is to build an inclusive workplace where everybody can be their authentic selves. We aim to increase the diversity across our business, remove barriers and biases from our processes, build psychological safety in our teams and increase the number of women in our company.
In 2024, we took many steps forward in diversity and inclusion. We renewed our psychological safety training, introduced an inclusive talent acquisition eLearning program and continued partnership with the International Women in Mining organization. Our employee resource group Women’s Leadership Forum, now consisting of over 700 people, continued to raise awareness in our internal channels and host virtual events. Various D&I-themed webinars and events were also organized at Metso locations around the world.
To support gender diversity, Metso has a target to increase the proportion of women in middle and senior management positions to 30% by the end of 2030. In 2024, the percentage was 18%.
Well-being
Well-being of our people is a priority, and we are constantly finding ways to improve it. We believe well-being is a joint effort: the organization, the leaders and the employees all play a crucial role. We train our leaders to support the well-being of their team and encourage them to have continuous dialogue about well-being with team members.
Psychological safety has a significant role in well-being. A safe environment where everybody can speak up and ask for help without the fear of negative consequences is a pre-requisite for high performance and on a personal level, on employees’ mental well-being. One of the concrete actions on global level has been to provide psychological safety trainings to teams.
On a global level, we offer training and webinars on various physical and mental well-being topics such as resilience, sleep and recovery. However, most concrete actions happen at a local level.
Metso's global guidelines encourage a hybrid work model, whenever possible, to provide flexibility and support well-being. We recognize that flexible working increases workplace diversity by better accommodating the different needs of our employees.
We also consider each team's work requirements and local labor practices (we proudly operate in around 50 countries!), which may place different expectations and standards in some locations and for specific roles.
Human rights
As a global company, Metso respects all applicable national and international laws, regulations and human rights. This includes adhering to regulatory best practices. In cases where interpretations differ, we seek the best available expertise and solutions. We aim to be a good citizen wherever we operate.
We respect and are committed to operating consistently with internationally proclaimed human rights, including the UN Universal Declaration of Human Rights, the UN Guiding Principles on Business and Human Rights, the Ten Principles of the UN Global Compact, the ILO’s Declaration on Fundamental Principles and Rights at Work as well as OECD Guidelines for Multinational Enterprises. All employees are entitled to be treated fairly and with respect, and discrimination or harassment is not tolerated in any form.
We do not accept or use any form of compulsory, forced or child labor, and respects all applicable laws and regulations regarding working hours and employee compensation. We offer work opportunities for all genders, ages as well as for people with disabilities. Furthermore, Metso aims to achieve equal pay for work of equal value, as well as to protect labor rights and promote a safe and secure working environment for all employees.
Code of Conduct
Metso’s Code of Conduct is a globally applicable set of rules for all Metso’s employees and business associates, ensuring consistent decision-making in the everyday working environment. Code of Conduct summarizes in a single document the topics that are important in terms of anti-corruption and anti-bribery trade compliance, human rights, safety, sustainability, information disclosure and other relevant compliance areas. Metso’s Code of Conduct is reviewed annually, and all Metso employees must complete Code of Conduct training on an annual basis. 99% of our people completed the 2024 training by the year-end. You can download the Code of Conduct below.
Key indicator | Long-term goal | Target for 2024 | 2024 | 2023 | Progress |
|---|---|---|---|---|---|
|
Code of Conduct |
All employees (including blue-collar workers) trained on Code of Conduct every year. |
All employees (including blue-collar workers) |
99.0% | 99.4% |
On target |
|
Engagement |
Employee Net Promoter Score (eNPS) in top 10% of the industry benchmark. |
Employee Net Promoter Score (eNPS) in top 10% of the industry benchmark. |
Top 5% |
Top 10% |
Above target |
|
Inclusion |
Inclusion score in top 10% of the industry |
Only long-term target |
Top 5% |
Top 5% |
Above target |
| Gender split
|
Gender ratio in middle and senior management to |
Only long-term target |
18/82% |
17/83% |
In |