Diversity at Stora Enso is seen as one tool among others to foster better management. Stora Enso’s senior management is responsible for fostering and supporting diversity in the Group as whole, with divisional and unit management responsible for diversity at the local level. However, addressing diversity issues in everyday work is everyone’s responsibility. For two years gender has been a priority area in Stora Enso’s diversity work.

Encouraging trends

Stora Enso has collected statistics on gender diversity as part of the Women in Stora Enso (WISE) project. Important indicators include gender distribution, representation of women in management and in recruitment (male/female rations in permanent hires, permanent hires at university degree level, and temporary contracts).

One very encouraging statistic related to gender diversity shows that the proportion of women among personnel recruited on a permanent basis at degree level has risen as high as 33% in 2003 and 38% in 2004. There are also positive trends further up the hierarchy, as in 2004 around 26% of all participants in the Stora Enso Manager Programmes (SEMP) were women. During 2003 the proportion of women among personnel identified in management audits as early career talents has increased from 20% to 28%.