Diversity, equity and inclusion targets

03.03.2026

Kesko has concrete targets for gender equity. We aim to increase the share of women in the top management to 40% and in the middle management to 45% by 2030. Furthermore, our aim is to have zero unfounded pay differences. We have a diversity and inclusion programme and regularly measure the employees' views on the implementation of inclusion and equity.

Kesko's Diversity, Equity & Inclusion (DEI) targets and KPIs:

Topic / KPI	Target	2025	Baseline 2024	Target 2030
Diversity & Inclusion index (employee engagement survey)	Strengthen our people's perception that K fosters diversity, equity and inclusion	88 (on a scale of 0-100)	87	89
Wellbeing index (employee engagement survey)	Promote the wellbeing of our people	85 (on a scale of 0-100)	83	86
Index for personal development and growth opportunities (employee engagement survey)	Enable possibilities to develop one's own skills	70 (on a scale of 0-100)	68	75
Underrepresented gender in top and middle management (%)	Increase the share of women in top management to 40% by 2030	27.8% women	27.7% women	40% women
Underrepresented gender in top and middle management (%)	Increase the share of women in middle management to 40% by 2030	28.2% women	32.8% women	45% women
Gender pay equity	Zero unfounded pay differences Pay gap is regularly measured		98.0% Overall, women's salaries were 98% of men's salaries for comparable jobs.	Zero unfounded pay differences

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Diversity, equity and inclusion targets

Kesko's Diversity, Equity & Inclusion (DEI) targets and KPIs:

Topic / KPI

Target

2025

Baseline2024

Target 2030

Baseline
2024