Hydro Annual Report 2011b

Share of non-Norwegian leaders
Percent
50
40
30
20
10
0
2007
Top 50 leaders
2008
Top 200 leaders
2009
2010
2011
new employees in Brazil, which included an introduction package
about Hydro and the company’s ambitions and values. Our
aim is that all the new employees in Brazil should take part in
2012 in a program to learn about Hydro’s values, HSE and
social responsibility principles, and value chain.
We emphasize diversity with regard to nationality, culture, gender
and educational background when recruiting and when
forming management teams and other working groups. While
84 percent of top management are Norwegian or German, only
36 percent of Hydro’s employees are the same. Women are represented
in all business area management teams, and most
female executives hired in recent years have been recruited internally.
We are aiming at further diversity at all levels and plan to
launch a diversity awareness program globally in 2012.
fourteen percent of Hydro’s employees globally are women,
compared to 11 percent in Brazil and Germany, 18 percent in
Norway and 19 percent in USA. Around 80 new employees
were recruited to the Norwegian part of the organization in
2011, compared to 100 in 2010. Of these, 19 percent were
women in 2011, compared to 20 percent in 2010.
We are continually adjusting working conditions so that all
employees, regardless of disabilities or physical limitations,
have the same opportunities.
All employees shall be secured a total salary that is fair, competitive
and in accordance with the local industry standard.
Only relevant qualifications such as performance, education,
experience and other professional criteria shall be taken into
account when making appointments, or when providing training,
settling remuneration and awarding promotion. There are
no significant gender-pay differentials for employees earning
collectively-negotiated wages in Norway. Salary conditions in
the Norwegian business are reviewed on a regular basis. No
BoArD oF DIreCtors’ report
Board developments
Share of women leaders
Percent
50
40
30
20
10
0
2007
Top 50 leaders
2008
Top 200 leaders
2009
2010
The total share of women at all levels in Hydro was 14 percent in 2011.
2011
19
significant gender-related differences were found in 2011. If
significant differences are found at any level, we have a tradition
for closing the gaps within a short time.
HSE, organization development and social responsibility are
part of the bonus evaluation for the President and CEO and
other members of the corporate management board. See Note
10 and 11 for further information on executive
compensation.
The board of directors would like to acknowledge Hydro’s
employees for their high spirit, significant adaptability and
important achievements at operations across the world, and
for strengthening Hydro’s competitiveness in a challenging
market situation.
Board developments
The board of directors has an annual plan for its work. It includes
recurring topics such as strategy review, business planning, risk
and compliance oversight, financial reporting, people strategy,
succession planning as well as HSE and CSR. The board has also
used significant time on the completion of the vale transaction
and integration follow up. This included a visit to Brazil and
Hydro’s mining operations in Paragominas, the Alunorte refinery,
the Albras smelter and Hydro’s regional headquarter in Rio de
Janeiro. The visit included follow-up of the integration and operations
of the businesses acquired from vale, and different social
programs established in connection with these operations. The
board of directors was also involved in evaluating market developments
including continuous evaluation of curtailed capacity.
In 2011, the board of directors also completed a self-assessment
and a separate assessment of the board’s chairperson. Both were
presented to the nomination committee. The evaluation processes
were facilitated by an external service provider.