Metrics and targets related to inclusion and diversity

Inclusion and diversity targets (S1-5)

Two of our goals are designed to reflect the ambition set forth in Epiroc’s diversity guidelines and to ensure that our recruitment process and career development continues to be based fully on merit and competence. Our goals are:

• Double the number of women in operational roles, increasing the share from 11% in 2019 to 22% in 2030. Operational roles are those in R&D, marketing and sales, manufacturing, logistics and service.
• Increase the total number of women managers and employees, to increase the share of women managers to 40% and women employees to 30% by 2030.

We also have yearly targets established to efficiently measure and follow up on milestones needed to reach our 2030 goals. For information on stakeholders involvement in the target process, see Processes for engaging with own workforce.

Progress on targets

Diversity metrics (S1-9)

The share of women in operational roles continues to increase. However, in certain job categories it is more challenging to achieve our long-term goals. For example, in service, where the current pool of women with relevant background and interest is low. In addition, social norms and conditions need to be challenged to make a difference.

Gender distribution at top management level

Top management consist of two women (33%) and four men (67%), see also Note 5 Employees and personnel expenses in the Group financial information. For calculating diversity metrics in Note 5 Employees and personnel expenses, top management is defined as Group Management, which includes the President and CEO and five other members.