Training, development and talent management
We aim for a high performing organization, which also sets the ambition level for our people. We provide career and development opportunities to all employees across our organization. With a strong international and cross-functional focus in our talent management processes we are building the capabilities of our employees to develop and grow together with Outokumpu.
Outokumpu provides learning opportunities to the employees in the form of job rotation, on-the-job training and specific skills training as well as training programs. As safety always comes first in our operations, safety is a key area where the company offers training to its employees. Outokumpu promotes job rotation across the organization to develop employees and their competences and has an international assignment policy and guidelines for longer and shorter postings.
Outokumpu has a talent review process that allows a systematic review of talents across the company. This process helps to identify both potential resourcing gaps and competence needs for future training and development as well as retention of the knowledge.
Outokumpu has a clear target in managing performance: that every employee has a regular performance and development discussion with their manager. This is to help people understand their role within the “big picture” by creating transparency, setting targets that support the achievement of our common goals, managing team and individual priorities, and providing continuous feedback on performance.
Zero tolerance for discrimination
Outokumpu’s ethical principles described in Outokumpu’s Code of Conduct build on the equal treatment of all people, and there is zero tolerance for any kind of discrimination, whether it is based on ethnic origin, nationality, religion, political views, gender, sexual orientation or age. This is also promoted in remuneration, following the principle of equal pay in equivalent tasks.
All of the major Outokumpu locations are situated in Europe, the US and Mexico, where risk related to human rights are not considered to be high. Outokumpu follows the spirit of international labor treaties and condemns the use of forced and child labor.
Outokumpu maintains a consistent policy of freedom of association. All employees of the Group’s operations are free to join trade unions in accordance with local rules and regulations. Around 80% of our permanent employees are covered by collective agreements.
Diversity is high on our agenda for the coming years. A transparent and unified resourcing process is the way to ensure equal opportunities. This is reflected in introducing a “50-50” recruitment ambition to build a sustainable talent base comprised equally of men and women.
Compensation and benefits
In terms of compensation and benefits, Outokumpu has an overall framework and principles defined by Corporate Human Resources. Outokumpu’s intention is to provide a competitive base salary for all Group employees based on the scope of their role, individual performance and in line with local labor market and agreements. Remuneration practices and compensation levels regarding different positions are analyzed and evaluated systematically. Typically, base salary levels vary according to the stage each individual has reached in their career.
There are no globally applied indicators of equal remuneration between women and men, but for example in Finland, Germany and Sweden men’s and women’s salaries are analyzed regularly. For the UK, please see more information in Outokumpu's UK gender pay report. The aim of the comparison is to achieve statutory equality in wages and salaries, where the amount of pay is relative to the work responsibilities and competence and not the gender of the employee.
In addition to base salaries and employee benefits, Outokumpu has in place short-term incentive plans which are clearly linked to the overall business targets and the financial performance of the company.