Equality, fairness and diversity
Equality, fairness, and diversity are fundamental pillars of Atlas Copco’s people management process.
Atlas Copco companies establish a local diversity policy and guideline aligned with local laws and regulations, Group policy and local ambitions. This can include options regarding a reduction of working time for childcare or educational leave. The goal is to increase diversity in both nationality and gender.
The goal is to increase the diversity both in terms of nationality and gender. The Group mainly recruits managers and employees from local communities where it operates. As such, Atlas Copco’s workforce reflects the local recruitment base and comprises all cultures, religions and nationalities. The long-term ambition is to develop local leaders. A total of 67% (68) of all senior managers are locally employed.
The ratio of female employees was 17% (16). The proportion of women in management positions was 15% (14). The small increases are explained by focused activities to increase the number of females in all positions. Even though the absolute number of female recent graduates increased, the proportion decreased to 31% (32).
To increase the proportion of female leaders, Group policy states that recruiting managers must always have at least one female candidate when recruiting external candidates to positions where a university degree is needed. The high-level female mentorship program is in the third consecutive year, aimed at women with ambition and potential to become general managers. The global female managers’ network The Pleiades supports participants during and after the program has ended.
Atlas Copco was ranked among Top 100 Employers in Sweden in 2010, by Universum, an employer brand company.