Harnessing diversity, equity and inclusion

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FLSmidth is committed to creating a diverse and inclusive workplace where there is space for everyone to grow, develop, and contribute in a safe and welcoming environment free from harassment, bullying or discrimination, irrespective of personality, gender, age, ethnic or national origin and religious beliefs, disability, political or sexual orientation and family status.

Accountability through targets

Whilst in some areas we have succeeded in creating diverse teams – such as in nationality, age, and experience – there are other areas where we aim to do more. To further improve gender diversity, we have set a target that by 2030, 25% of all our jobs, 30% of our white collar jobs and 25% of managerial positions will be held by women. We are working towards achieving this by filling 30% of new positions with women.

Gender pay and living wages

To ensure that we treat our employees fairly and achieve greater diversity, it is crucial to address the gender pay gap and pay living wages. We conduct in-depth analyses to identify potential nonconformities and initiate actions to resolve these. Read more about this in our sustainability reports.

Training and Awareness

We conduct mandatory anti-harassment and bullying prevention awareness workshops for all employees. These interactive sessions allow people to discuss ways to address, avoid, detect and react to any form of harassment or bullying. These sessions are further supplemented by a survey.

Diversity, Equity & Inclusion Council

Our track record of local diversity, equity and inclusion initiatives includes running a Women in Mining forum in the Americas, a diversity forum in Sub Saharan Africa, Middle East and South Asia, family day events in several locations, and similar. To ensure continuing growth and engagement in such initiatives, we are establishing a global council of representatives from throughout our operations.

As members of UN Global Compact, we are committed to eliminating discrimination in employment.

Our harassment sub-policy outlines the severity of harassment and discrimination of any individual based on their gender, religious or political affiliation, ethnicity, race, sexuality or disability as well as how we govern this. All reported incidents – whether through our whistleblower hotline or other means – are investigated by our compliance department, who operate with a zero-tolerance approach. Furthermore, we monitor discrimination incidents and report on the development.