Hydro Annual Report 2011b

64
Diverse management
Top management in our Extruded Products business, which
has 9,500 employees, consists of 50 leaders. This includes all
members of area and sector management teams, as well as the
managing directors of strategic units. These 50 leaders represent 17
nationalities. Seven of them – or 14 percent – are women. Women
make up 40 percent of the management team of the Extrusion
Eurasia sector and 33 percent of the Extrusion North America sector.
It is our ambition to increase gender diversity in leadership positions
further. Eighteen percent of the employees in Extruded Products are
women.
parts of the organization. Performance indicators are developed
in the business areas and sectors to measure rotation.
The employee turnover rate in 2011 was 8.2 percent including
resignations, retirements and manning reductions. The figures
do not include Brazil where we lack data for 2011. The employee
turnover rate varies much from country to country – from 2.3
percent in Slovakia and 2.9 percent in Germany to 14.2 percent
in the US. The overall turnover rate for women was 12.7 percent
and higher than for men in most countries. The most important
exceptions are Australia, China and Spain, where the turnover
rate for women is significantly lower than for men.
Diversity
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.
Share of non-Norwegian leaders
Percent
50
40
30
20
10
0
vIABIlItY perForMAnCe
Organization and work environment
2007
Top 50 leaders
2008
Top 200 leaders
2009
2010
2011
A reverse challenge
Hydro employs locals when necessary competence and capacity
is available, and normally uses expatriates only to secure employee
development and the transfer of values and competence. Qatar
and our part-owned smelter Qatalum, however, are to a large
extent based on migrant workforce at all levels in the organization.
Twenty-eight of 1,170 permanent employees were Qatari citizens in
2011, with the others representing 34 nationalities. Local authorities
work together with the industry to increase the ratio of Qataris. The
measures include emphasis on education among young Qataris,
summer internships and increased salary incentives. Qatalum offers
all its employees compensation that is competitive, also in a global
job market.
We are continually adjusting working conditions so that all
employees, regardless of their operability, have the same opportunities
in their places of work. The principle of equal terms is
prioritized in recruitment, job promotions and individual
development.
In 2011, 14 percent of Hydro’s employees globally were women,
compared to 15 percent in 2010. Eleven percent of the employees
in Brazil and Germany are women, compared with 18 percent
in Norway and 19 percent in the U.S. 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.
Compensation
All employees shall receive 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
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