Our culture is who we are and where we come from and it is our solid foundation to take our company to the next level. Growing since 1929, we base our Beliefs and Behaviours on who we are, our long-term strategy and vision and what we want to strengthen.
Integrity and respect for each other are essential elements to make our work environment diverse, inclusive and caring. We treat each other equally and respectfully.
We build partnerships and collaborate openly with diverse groups of people, recognizing the value that different perspectives and cultures bring to Essity. Our diverse and inclusive purpose is to increase our employees' sense of belonging, inspiration and engagement while driving progressive change in our society and winning results for Essity.
Personnel data |
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|---|---|---|---|---|
| 2020 | 2019 | 2018 | 2017 | |
| Personnel data | ||||
| Average number of employees | 46,084 | 45,980 | 47,222 | 46,385 |
| of which in wholly owned companies | 27,881 | 27,956 | 28,696 | 28,035 |
| of which in jointly-owned companies | 18,203 | 18,024 | 18,526 | 18,350 |
| Permanent staff/ temporary employees, %1) | 81/19 | 82/18 | 81/19 | 80/20 |
| Full-time/part-time, % | 97/3 | 96/4 | 97/3 | 97/3 |
| Total number of part-time staff | 1,194 | 1,614 | 1,052 | 1,362 |
| of whom women | 875 | 1,210 | 980 | 930 |
| Total number on parental leave | 449 | 451 | ||
| of whom women | 369 | 297 | ||
| Staff mobility | ||||
| Number of employees who joined the Group | 6,891 | 5,516 | 6,945 | 13,585 |
| of whom, through acquisitions | 190 | 23 | 36 | 5,518 |
| Number of employees who left the Group | 7,402 | 6,485 | 7,815 | 7,321 |
| due to divestments | 9452) | 109 | – | 21 |
| due to restructuring | 260 | 345 | 544 | 584 |
| due to retirement | 443 | 524 | 383 | 418 |
| of which temporary employees | 1,939 | 1,420 | 1,799 | 1,857 |
| Personnel turnover, excl. restructuring, retirements, divestments, temporary employees, % | 8 | 9 | 11 | 10 |
| of whom in wholly owned companies, % | 5 | 5 | 5 | |
| of whom in jointly-owned companies, % | 13 | 13 | 18 | |
| 1) Fixed-term employees in China with three or six-year contracts are classified as temporary employees. | ||||
| 2) Since the divestment occurred at the end of the year, these are included in the "average number of employees" in 2020. |
Diversity and equality in terms of gender, age and nationality |
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|---|---|---|---|---|
| 2020 | 2019 | 2018 | 2017 | |
| Gender1) | ||||
| Women/men, % | 35/65 | 34/66 | 34/66 | 34/66 |
| Women (total number Board members) | 6 (12) | 6 (12) | 6 (12) | 5 (13) |
| Women (total number Executive Management Team) | 3 (12) | 3 (12) | 3 (12) | 5 (14) |
| Women (total number senior management) | 30 (98) | 30 (98) | 25 (101) | 30 (117) |
| Women (total number middle management) | 177 (607) | 163 (580) | 177 (641) | 183 (696) |
| Age, % | ||||
| Employees under 20 years of age | 1 | 1 | 1 | 1 |
| 21–30 years | 18 | 22 | 21 | 22 |
| 31–40 years | 34 | 32 | 33 | 33 |
| 41–50 years | 26 | 25 | 25 | 25 |
| 51–60 years | 18 | 17 | 17 | 16 |
| Employees over 60 years of age | 3 | 3 | 3 | 3 |
| Nationalities1) | ||||
| Total number of nationalities | 117 | 112 | 105 | 102 |
| Number of nationalities in Executive Management Team (number of members) | 6 (12) | 6 (12) | 6 (12) | 5 (14) |
| Number of nationalities in senior management (number of senior managers) | 18 (98) | 20 (98) | 17 (101) | 18 (117) |
| Number of nationalities in middle management (number of middle managers) | 44 (607) | 39 (580) | 39 (641) | 36 (696) |
| 1) Refers to Essity’s wholly owned companies. |
Pay comparison between women and men |
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|---|---|---|---|---|
| Average combined salary1), % | 2020 | 2019 | 2018 | 2017 |
| Women’s median wage compared with men’s (men’s wage 100%) | 91 | 92 | 94 | 95 |
| Women’s median wage compared with men’s in senior management (men’s wage 100%) | 80 | 82 | 79 | 78 |
| Women’s median wage compared with men’s in middle management (men’s wage 100%) | 95 | 97 | 92 | 92 |
| 1) Applies to salaries from Sweden, Germany, France, the US and Mexico (countries where Essity has most employees). Salaries for the President, Executive Vice President and CFO are excluded. A higher number of men in senior leadership positions has contributed to the total pay difference between women and men. Essity is continuously striving to improve the gender balance in leadership positions when recruiting and through succession planning. |
Number of internal training hours |
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|---|---|---|---|---|
| Number of internal training hours (thousand) | 2020 | 2019 | 2018 | 2017 |
| Total number of internal training sessions | 166.8 | 114.0 | 81.2 | 140.8 |
| of which digital training sessions | 93.6 | 39.5 | 23.8 | 24.6 |
| of which virtual sessions | 40.9 | 1.9 | 0.9 | 0.0 |
| of which physical training sessions | 32.3 | 72.7 | 56.5 | 116.2 |
| The number of training hours per employee | 6 | 4 | 3 | 5 |
Investments in skills-enhancement activities |
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|---|---|---|---|---|
| Investments in skills-enhancement activities | 2020 | 2019 | 2018 | 2017 |
| Total, SEKm | 115 | 117 | 141 | 152 |
| per employee, SEK | 2,500 | 2,500 | 3,000 | 3,300 |
| Value added (SEK) per employee | 826 | 800 | 661 | 666 |
| Return (SEK) on human capital | 1.73 | 1.61 | 1.50 | 1.59 |
USA 
Russia 
Germany 
Mexico 
Netherlands 
France 
Sweden 
Italy 
Spain 
