H13. Employees
The table below shows the average number of employees and employee turnover.
|
2019 |
2018 |
2017 |
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|
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Personnel data |
|
|
|
||
Average number of employees |
45,980 |
47,222 |
46,385 |
||
full-time (of whom women), %1) |
96 (30) |
– |
– |
||
part-time (of whom women), %1) |
4 (75) |
– |
– |
||
on parental leave (men/women), %1) |
1/1 |
– |
– |
||
Number of employees who joined the Group during the period |
5,516 |
6,945 |
13,585 |
||
of whom, through acquisitions |
23 |
36 |
5,518 |
||
Number of employees who left the Group during the period |
6,485 |
7,815 |
7,321 |
||
due to divestments |
109 |
0 |
21 |
||
due to restructuring |
345 |
544 |
584 |
||
due to retirement |
524 |
383 |
418 |
||
Personnel turnover, excl. restructuring, retirement, % |
12 |
15 |
14 |
||
Personnel turnover, excl. restructuring, retirements, temporary employees, % |
10 |
13 |
– |
||
of whom in wholly owned companies, % |
5 |
5 |
– |
||
Diversity and equal opportunities
The table below shows diversity and equality in terms of gender, age and nationality.
|
2019 |
2018 |
2017 |
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Gender |
|
|
|
||
Women of total number of employees, % |
34 |
34 |
34 |
||
Women, of total number of Board members and Executive Management Team, % |
39 |
39 |
42 |
||
Women, of total number of Board members (excl. members appointed by the employees) and Executive Management Team, % |
45 |
45 |
45 |
||
Women in the Executive Management Team, % |
25 |
27 |
36 |
||
Female managers, senior management1), % |
33 |
26 |
27 |
||
Female managers, senior and middle management1), % |
28 |
27 |
23 |
||
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|
|
|
||
Age |
|
|
|
||
Employees under 20 years of age, % |
1 |
1 |
1 |
||
21–30 years, % |
22 |
21 |
22 |
||
31–40 years, % |
32 |
33 |
33 |
||
41–50 years, % |
25 |
25 |
25 |
||
51–60 years, % |
17 |
17 |
16 |
||
Employees over 60 years of age, % |
3 |
3 |
3 |
||
|
|
|
|
||
Nationalities |
|
|
|
||
Total number of nationalities |
112 |
105 |
102 |
||
Nationalities, Executive Management Team |
6 |
6 |
5 |
||
Nationalities, senior management1) |
20 |
17 |
18 |
||
Nationalities, senior and middle management1) |
39 |
39 |
36 |
||
Salary
The table below shows a pay comparison between women and men in the countries where Essity has most employees.
|
Average combined salary1) |
||||
|
|||||
|
2019 |
2018 |
2017 |
||
Women’s median wage compared with men’s (men’s wage 100%), % |
92 |
94 |
95 |
||
Women’s median wage compared with men’s in senior and middle management (men’s wage 100%), % |
86 |
83 |
83 |
||
Individual development
In 2019, 83% (84; 86) of Essity’s employees participated in performance reviews.
The development of employees takes place through a combination of learning from experience, learning from others and through training programs. During 2019, more than 600 training courses were held in leadership as well as functional training. More than 50,000 individual training sessions took place. The training courses consist of traditional classroom programs and e-learning courses along with self-training material.
In 2019, approximately 2,300 managers took part in one of our Group-wide leadership programs, which are available all over the world on a continuous basis. The programs focus on the needs of new managers and on further development and in-depth leadership training for more experienced managers.
The Group offers training in the form of training programs tailored for various functions in the company to continuously strengthen expertise in the market, innovation and sustainability, digitalization as well as manufacturing operations.
The average number of training hours per employee was 13 (15; 17) in 2019. On average, this involved 30 minutes of training in the new Code of Conduct, which includes human rights.
|
2019 |
2018 |
2017 |
Investments in skills-enhancement activities |
|
|
|
total, SEKm |
117 |
141 |
152 |
per employee, SEK |
2,500 |
3,000 |
3,300 |
Value added per employee |
800 |
661 |
666 |
Return on human capital |
1.61 |
1.50 |
1.59 |
Proportion of university graduates, % |
23 |
23 |
22 |
All Employee Survey
Essity regularly carries out employee surveys. The latest took place in 2018 using a global tool that comprised 31 statements in five areas. These reflected Essity’s focus on hygiene and health and the company’s Beliefs & Behaviors values. The response rate was 80% (88% in 2015). Essity’s total index was 75 (72 in 2015) on a scale of 1–100, where 100 indicates maximum employee satisfaction. Based on the outcome of the employee survey, some 4,000 activities were defined and implemented in the company in 2019.
Essity’s total index
Employee relations
Union involvement varies among Essity’s countries of operation, but on average 68% (63; 61) of Essity’s employees are covered by collective agreements. There are health and safety committees on which representatives of about 85% (82; 86) of employees serve. The notice period in connection with organizational changes in the Group varies, but averages about five weeks.