© Hydro 2024
122
Own workforce
1. Introduction
2. Business
3. Performance
4. Governance
5. Sustainability
6. Financials
7. Appendices
Content
Own workforce – our people and work environment
Why it matters
Hydro has a responsibility to provide a safe and inclusive work
environment for all workers, including own employees, temporary
employees, agency workers and contractors. Hydro values human
life above all other considerations and will not compromise the health
and safety of those working for the company or affected by its
activities. Hydro has a responsibility to provide a safe work
environment and believes that this also promotes efficiency and
lower operating costs.
Hydro depends on a safe, healthy, competent and motivated
workforce to deliver quality and efficiency in all operations.
Safeguarding the rights, health and safety of Hydro’s workforce and
building a culture for learning and equal treatment and opportunities
will help attract and develop a talented workforce and help the
company deliver better results. Hydro’s organizational culture and
strategy for talent acquisition, learning and competence
development, leadership and succession, and diversity and inclusion
help the company deliver on its strategic priorities.
In parallel, an adverse psychosocial work environment or accidents
that affect the health and safety of Hydro’s workforce can result in
disruption of business operations, legal proceedings, fines or other
financial consequences, negative reputation and loss of trust in the
short, medium and long-term. Failure to comply with applicable
regulations for working conditions, equal treatment and/or reporting
on workforce related issues could also result in fines and negative
reputation.
Hydro has a positive impact on employees through the provision of
secure employment, training and career development, adequate
wages and social protection in an inclusive work environment.
Potential negative impacts are primarily linked to unintended
incidents of discrimination or harassment or accidents resulting in
injury, illness or fatal consequences of an employee or contractor.
As a global aluminium and renewable energy company with
operations in more than 40 countries, Hydro’s workers are exposed
to a variety of safety risks that, if not controlled, could result in
injuries or fatalities. The inherent risks of negative impacts on health
and safety are higher when performing non-routine work such as
building and construction projects, and in work related to energy,
work at height, mobile equipment, overhead cranes, confined space,
molten metal and projects. Mining and engineering-related
disciplines are typically associated with lower rates of women
participation in the workforce, which can make it challenging to meet
Hydro’s diversity targets.
Our approach
Hydro identifies and monitors its impact on own employees and
contractors according to the same standards and Code of Conduct.
Health and safety standards are aligned with ISO standards, and
incidents and high-risk events are subject to root cause reviews to
ensure learning across all operations. Employees are engaged on
health and safety issues through frequent health and safety network
meetings in business areas, and engagement on diversity and
inclusion issues is primarily done through employee reviews and the
range of initiatives sponsored by members of the corporate
management board. Incidents involving discrimination or harassment
are identified through different reporting channels and Hydro’s Alert
Line. Impacts on diversity, inclusion and belonging are identified and
monitored through our employee engagement survey.
Occupational health and safety
Hydro shall be a leading company in its industry in the area of
occupational health and safety. This will be achieved through
consistent implementation of the management system with
committed and visible leadership, and full engagement of all
employees and others who work with the company. The CEO HSE
Committee is the strategic decision making committee for all main
HSE related matters for the Hydro group. The committee is led by the
President & CEO and consists of the members of the Corporate
Management Board and the head of global HSE.
Hydro’s health and safety activities are governed by the company’s
HSE policy and the Global HSE Directive. Hydro’s ambition is to
provide safe and healthy workplaces, promote health and wellbeing,
and prevent work-related injuries and ill-health. Hydro drives safety
improvements by systematically reducing risks, training personnel,
and regularly following up by line management and safety delegates.
All injuries and high-risk incidents are investigated to find root causes
and to share lessons learned between our sites.
Hydro works continuously to avoid damage to property and loss of
production. Hydro has developed a comprehensive health and safety
management system and the company’s manufacturing sites are
certified to internationally recognized health and safety standards.
Hydro embraces digital tools where possible and has developed an
advanced incident management system, self-assessment tools, risk
management processes, e-learning training modules, etc., all easily
accessible to employees. In addition, Hydro has strengthened its
Targets and ambitions
0
25%
78%
fatalities or life-changing injuries
women overall and
in leadership positions
score on the Inclusion Index by 2025
Performance
1 / 1
23% / 20%
74%
fatality
1)
/ life-changing injury
in consolidated operations
women overall / in leadership positions
score on the Inclusion Index
1) One contractor fatality in consolidated operations. The incident is still under investigation for work relatedness and root causes. In addition, there was one fatal accident involving a contractor at
our 50/50 joint venture, Qatalum in Qatar, which is not included in statistics for consolidated operations.
© Hydro 2024
129
Own workforce
1. Introduction
2. Business
3. Performance
4. Governance
5. Sustainability
6. Financials
7. Appendices
Content
S1 Notes on Own workforce
S1.1 Permanent employees by region, gender and payroll
Reporting principles
Employees by gender are classified based on the employees’ self-reported gender as registered in our
SAP system. For a very limited number of employees, we do not have gender information; the total
number of employees without registered gender information is insufficient to affect the reported gender
balance statistics.
Permanent and temporary employees are based on data from Hydro's human resources SAP system.
Data presented represent status at year end, December 31.
Payroll is based on Hydro’s consolidated financial statements. Reported payroll does not include
pension benefits.
Temporary employees include apprentices, but exclude contractor employees. Legal requirements and
customs may vary from country to country, making direct comparison difficult.
Part-time employees include all persons being employed in positions that are not full-time (less than
100 percent).
GRI Reference: GRI 2-7 (2021).
Age distribution permanent employees
2023
2022
2021
2020
2019
Under 30
14%
14%
12%
14%
15%
30-49
53%
53%
53%
52%
52%
50 +
33%
33%
35%
34%
33%
* Age distribution data does not cover employees in recycling plants acquired from Alumetal in 2023.
Permanent employees by region, gender and payroll
Number of employees
Payroll (NOK million)
2)
2023
2022
2021
2020
2019
2023
2022
2021
2020
2019
Norway
4,178
3,799
3,654
3,632
3,684
Women
24%
23%
22%
21%
21%
Men
76%
77%
78%
79%
79%
Germany
1,454
1,074
805
3,577
4,307
Women
21%
21%
21%
13%
13%
Men
79%
79%
79%
87%
87%
France
1,088
916
951
917
939
Women
18%
18%
16%
16%
16%
Men
82%
82%
84%
84%
84%
Hungary
682
493
436
384
408
Women
30%
32%
31%
30%
29%
Men
70%
68%
69%
70%
71%
Other Europe
4,496
4,150
3,813
3,746
3,850
Women
24%
24%
23%
22%
22%
Men
76%
76%
77%
78%
78%
Total Europe
11,898
10,432
9,658
12,256
13,188
Brazil
1,742
1,541
1,140
1,059
1,273
Women
20%
17%
14%
13%
13%
Men
80%
83%
86%
87%
87%
USA
5,250
4,745
3,803
3,517
3,656
Women
19%
19%
18%
17%
16%
Men
81%
81%
82%
83%
84%
Rest of the world
974
886
711
677
889
Women
22%
21%
18%
19%
18%
Men
78%
79%
82%
81%
82%
Total
19,864
17,605
15,312
17,509
19,005
Women
22%
21%
20%
18%
18%
Men
78%
79%
82%
82%
82%
1) Number of employees is based on where the employee actually is stationed, and will in some cases differ from the Country-by-country
report, which shows in which legal company she or he is employed.
2) Joint operations are excluded from the payroll figures in the table above. Those entities are included in Hydro's financial statements on a
line-by-line basis. Please see Note 3.1 to the consolidated financial statements for more information about joint operations.
© Hydro 2024
130
Own workforce
1. Introduction
2. Business
3. Performance
4. Governance
5. Sustainability
6. Financials
7. Appendices
Content
S1.2 Full time and part time employees by region and gender
Reporting principles
Total reported full time and part time employees in Hydro consolidated activities, by gender in significant
locations of operation.
GRI Reference: GRI 2-7 (2021), 405-1 (2016).
Full-time and part-time employees by region and gender
1)
Full-time employees
Part-time employees
2023
2022
2023
2022
Norway
Women
24%
23%
41%
42%
Men
76%
77%
59%
58%
Germany
Women
17%
19%
58%
47%
Men
83%
81%
42%
53%
France
Women
18%
18%
53%
53%
Men
82%
82%
47%
47%
Hungary
Women
29%
31%
95%
91%
Men
71%
69%
5%
9%
Other Europe
Women
23%
23%
51%
49%
Men
77%
77%
49%
51%
Total Europe
Brazil
Women
20%
20%
20%
16%
Men
80%
80%
80%
84%
USA
Women
19%
19%
38%
38%
Men
81%
81%
62%
63%
Rest of the world
Women
22%
21%
0%
0%
Men
78%
79%
100%
100%
Total
Women
21%
21%
55%
46%
Men
79%
79%
45%
54%
1) Number of employees is based on where the employee actually is stationed, and will in some cases differ from the Country-by-country
report, which is based on which legal entity the employee is formally employed by.
Temporary employees by region and gender
1)
Number of temporary employees
2023
2022
2021
20202)
2019
Norway
Women
39%
35%
34%
30%
Men
61%
65%
66%
70%
Germany
Women
22%
26%
Men
78%
74%
France
Women
45%
32%
Men
55%
68%
Hungary
-
Women
35%
Men
65%
Other Europe
Women
33%
24%
Men
67%
76%
Total Europe
Brazil
Women
69%
49%
44%
35%
Men
31%
51%
56%
65%
USA
Women
28%
34%
14%
26%
Men
72%
66%
86%
74%
Rest of the world
Women
29%
30%
Men
71%
70%
Total
Women
46%
37%
34%
32%
27%
Men
54%
63%
66%
68%
73%
1) Number of employees is based on where the employee actually is stationed, and will in some cases differ from the Country-by-country
report, which is based on which legal entity the employee is formally employed by.
2) In 2020, Hydro did not report total temporary employees disaggrigated by country. Only gender distribution was reported this year.