Employees
Hydro had 24,692 employees at the end of 2007, a decrease from 33,605 in 2006. The reduction is primarily a result of the demerger of our oil and gas activities, but it also reflects the sale of the automotive casting business, the closure of the magnesium plant in Becancour in Canada, as well as the restructuring of our extrusion business in the U.S.
The development of the top 200 managers is a strategic corporate responsibility. Initiatives include the follow-up of the appraisal and leadership planning process, and annual conferences where the top 50 and the top 200 leaders, respectively, take part. In 2008, we will review our leadership development ambitions in order to secure a global mindset in the organization.
We emphasize diversity with regard to nationality, culture, gender and educational background, both when recruiting and when forming management teams and other working groups. Half of the shareholder-elected board members are women. Women are also represented in all business area and sector management teams, and we are aiming at further diversity at all levels. Most women top managers hired in the recent years have been recruited internally. In 2007, changes in the composition of the Corporate Management Board resulted in the number of women decreasing from two to one, while the proportion of women among Hydro’s 50 top managers was 17 percent, compared to 19 percent in 2006. The number of non- Norwegian leaders was 13 percent, compared to 11 percent the year before. Among the top 200 managers the proportion of women was 16 percent, down from 20 percent in 2006, and of non-Norwegians 32 percent, a significant increase from 19 percent in 2006. The demerged oil and gas activities had a higher proportion of women leaders and a lower proportion of non-Norwegian leaders than the remaining business.
The deliberate recruitment of women is important in order to increase the proportion of women in the organization. In 2007, around 550 new employees were recruited to the Norwegian part of the organization. Of these, 22 percent were women, as compared to 18 percent in the Norwegian organization as a whole. Half of the newly graduated recruits are women. Our annual graduate trainee program also contributes. It has an even distribution between men and women and represents diversity with regard to nationality and cultural background. In the 2007 program, there are 24 participants:13 women and 11 men, representing 12 nationalities.
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 education, experience, results 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 for graduates in the Norwegian business are reviewed on a regular basis. No general gender-related differences have been found.
Restructuring, extensive projects and cost-saving drives made great demands on the employees in 2007 as well. We would like to extend our thanks to all employees – both to those who are now contributing to success in the companies demerged or sold from Hydro during 2007 and to those who remain in the company and contribute to Hydro’s progress through their considerable efforts and commitment.
