Actions for inclusion and diversity (S1-4)

By ensuring equal opportunities regardless of age, gender, ethnicity, or other characteristics, our ambition is to attract a diverse and skilled workforce and assign the most suitable individuals to appropriate roles. This stimulates innovation, improves employee retention, reduces recruitment costs, and enhances Epiroc’s employer brand, which contributes to long-term success and financial performance.

Our policy commitments are supported by specific processes and actions globally and locally to prevent discrimination, in recruitment processes and trainings. Our senior managers represent 37 (39) nationalities and we promote an inclusive culture where people feel safe and are encouraged to be themselves. This is supported by training for leaders, mentorship programs, and policies that promote inclusion and diversity. During the year, we continued to focus on processes on how we attract, recruit, onboard and retain employees based on merit and competence, with an increased focus on employer branding. We have a data-driven approach to identify how we can be a more attractive employer to the talent we seek. Resource allocation includes both personnel and budgets within human resources enabling continuous development and follow-up of the actions. There is no significant CapEx or OpEx for these actions. 

We track progress in a number of areas, including nationality, age and gender. Since 2019, when we set our ambitious 2030 sustainability goals, we've zeroed in on gender diversity, a clear and common gap across the Group. One 2030 goal is to double the number of women in operational and managerial roles, complemented by annual targets. However, our recruitment process continues to be based fully on merit and competence, choosing the best candidate for each role; it's about having the right person for the right job at the right time. We also measure perceptions of belonging and wellbeing as part of our annual employee survey, as well as our Leadership Expectations Index – which shows the effectiveness of our leadership style in terms of inclusion and employee support, providing clear insights into what leadership looks like at Epiroc. Voluntary employee turnover levels are also monitored. Progress is reviewed in business review meetings and as part of our annual talent review process.

Epiroc also holds regular meetings and solicits feedback from the workforce, The results inform appropriate actions to be taken. Inclusion and diversity activities are overseen by the Inclusion and Diversity Board, chaired by the Group’s President and CEO. While our inclusion and diversity actions aim to prevent potential negative impacts such as discrimination and inequality, the programs and mentorship initiatives we have in place also actively deliver positive impacts for our own workforce. These efforts foster a more inclusive culture, enhance employee development, and contribute to greater innovation and engagement across the organization.

We have also increased the number of women apprentices in programs in our customer centers, such as the service academy in India for female service technicians, which began in 2021. It focuses on building innovative skills, expanding talent, and developing women engineers in the mining sector. In February 2025, the "High Voltage Women" training program was launched. The program aims to empower young female technical students in South America from underrepresented communities. The program will provide essential skills, mentorship, technical expertise, and hands-on experience needed to thrive in mining operations. The training program is ongoing, next step is to assess and improve the program for next version.