Code of Conduct
Metso’s Code of Conduct sets the standard for the conduct of all our employees as well as our suppliers, business partners and other stakeholders. Human rights are part of Metso’s Code of Conduct. We review human rights-related topics in our own and our suppliers’ operations.
We respect and support human rights. All employees are entitled to be treated with respect, and we have zero tolerance for discrimination, harassment, or illegal threats. Any form of compulsory, forced or child labor is unacceptable. We respect applicable national laws and regulations regarding working hours and employee compensation.
To support intervening in human rights violations, we encourage our employees to report any suspected cases through our Whistleblower channel. All reports are handled in strict confidence.
Code of Conduct training is carried out every second year. In 2019, we organized Code of Conduct training to all employees and achieved a participation rate of 99.2%.
Human rights in our operations
Metso’s policies and commitment create the foundation for our approach in respecting the rights of the people that are employed in our value chain and in the communities around our businesses. Metso respects and supports the protection of internationally proclaimed human rights, such as those described in the United Nations Guiding Principles on Business and Human Rights, the International Labor Organization’s Declaration of Fundamental Principles and Rights at Work, and the Ten Principles of the United Nations Global Compact in the areas of human rights, labor, environment and anti-corruption.
Managing human right issues is incorporated into our employment practices and processes in all Metso countries. Examples of human rights topics that we continuously review:
- Occupational health and safety: Our Health, Safety and Environment Policy defines our commitment to responsible management of HSE in our own operations and in stakeholder collaboration. Metso has clearly defined its HSE minimum safety standards. HSE instructions and procedures are available, and in addition, HSE audits, safety conversations, risk observations are used to improve our HSE performance.
- Avoidance of forced labor: All Metso employees have signed employment contracts including agreements about salaries and other terms of employment.
- Wages: to ensure appropriate salary levels for Metso employees, Metso regularly reviews external salary benchmarks to create salary range references in all Metso countries.
- Working hours and overtime: In Metso, time cards and attendance records are used for tracking working hours and overtime.
- Grievance channels and remediation mechanism: All Metso people have a responsibility for compliance. A range of internal controls are in place, and people are strongly encouraged to report any suspected wrongdoing or misconduct to their supervisors, to other management or, if necessary, directly to Internal Audit, e.g. using a whistleblower channel. All reports are treated as confidential and anonymous, and Metso commits to no negative repercussions for the reporting person.
Supply chain management
Respecting human rights is a requirement that we expect all our suppliers to follow. Metso has a vast global network of suppliers, and we strive to make sure that they commit to the same high standards that we have set for ourselves. For this purpose, we have established processes and tools to assess suppliers on how they ensure that all human rights are respected in their operations.
Human rights topics are covered by Metso’s supplier sustainability audits. Our annual target is to conduct 65 sustainability audits for our higher-risk suppliers, and we developed a more systematic tracking of corrective actions.
Metso acknowledges the increasing concern related to the human rights issues of sourcing ores and metals from conflict areas. The concern over conflict minerals has gained increased public attention following regulations published in the US and proposed in the EU.