Diversity, equity and inclusion targets
Kesko has concrete targets for gender equity. We aim to increase the share of women in the Group Management Board and in the division management teams to 33% by 2030. Furthermore, our aim is to have zero unfounded pay differences between genders. We are preparing 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 |
Reference level (2022) |
Year 2023 |
|
Diversity and inclusion index |
> 85 (on a scale of 0-100) |
86 (on a scale of 0-100) |
|
|
Gender ratio |
33% of the underrepresented gender in the Group Management Board by 2030 |
Group Management Board: 25.0% women |
28.6% |
|
33% of the underrepresented gender in the divisions' management teams by 2030 |
Division management teams: 23.3% women |
22.5% |
|
|
Positive trend in all management levels |
Top management: 23.9% women Middle management: 38.9% women |
28.4% 36.1% |
|
|
Gender pay equity |
Zero unfounded pay differences |
As a whole, women’s salary is 98% of men’s salary for comparable jobs. |
98.0% |
|
Diversity and inclusion programme |
Will be prepared in 2023 |
Prepared |
