Our sustainability targets express our focus areas and provide information on Wärtsilä’s performance. They are set under three long-term focus themes:
TOWARDS CARBON NEUTRALITY | |||
TARGET | STATUS 2023 | STATUS 2022 | STATUS 2021 |
OWN OPERATIONS Schedule: 2030 | During 2023, we were able to reduce our CO2 emissions by 21,300 tCO2e compared to the previous year, which is in line with our target. The main contributors to reducing our greenhouse gas (GHG) emissions were purchasing green electricity and reducing emissions from R&D and factory engine testing. | The main measures taken to reduce greenhouse gas (GHG) emissions were the purchase of green electricity in Europe, kicking off country-specific CO2e emissions reduction assessments, and identifying measures to reduce GHG emissions in R&D and factory engine testing. During 2022, we were able to reduce our CO2 emissions (Scope 1 and 2) by 13,400 tCO2e. | The Wärtsilä 'Set for 30' commitment was published in October 2021 including a carbon neutrality goal, which is based on a company-initiated analysis that identified the key measures for reaching the goal. A detailed implementation plan and timeline will be set in 2022. |
OWN OPERATIONS Schedule: 2025 | By the end of 2023, energy savings of 14.0 GWh were achieved, representing 47% of the final 2025 target. | By the end of 2022, energy savings of 10.2 GWh were achieved, representing 34.1% of the final 2025 target. | By the end of 2021, energy savings of 8.7 GWh were achieved, representing 29.2% of the final 2025 target. |
PRODUCTS AND SOLUTIONS Schedule: 2030 | In 2023, the development of concepts for pure hydrogen continued throughout the year. A concept will be selected for further industrialisation in 2024, aligned with requirements from the Energy business. Also during 2023, the development and validation of ammonia concepts continued. One of these concepts was industrialised for the Wärtsilä 25 Ammonia marine engine, which was released for sales at the end of 2023. Moreover, Wärtsilä launched four additional methanol marine engines. | The second phase of testing with a demo engine running on pure hydrogen was finalised. The testing validated that the engine can be operated with pure hydrogen. In 2023, we will continue with the third phase of testing. We developed four technology concepts for utilising ammonia as engine fuel. Validation and improvement of selected concepts will continue in 2023.
| This target is part of the 'Set for 30' commitment published in October 2021. In 2021, work towards the target started with ammonia and hydrogen testing. The next steps are under development. |
SOLUTIONS Schedule: 2026 | Wärtsilä participates in the H-Flex-E project, which aims to build a Power-to-X-to-Power system in Vaasa, Finland. The system will use renewable energy to produce green hydrogen to be stored and reprocessed. In 2023, pre-engineering work was conducted to support the environmental permitting process. | Pre-engineering of the Vantaan Energia project was completed. The project will be handed over to the customer in 2023. Wärtsilä also participates in the H-Flex-E project, which aims to demonstrate the complete chain of Power-to-X-to-Power capabilities based on green hydrogen by 2025-2026. | A pre-engineering contract for a project with Vantaan Energia was signed and the project is under execution. |
ENHANCING SAFETY, WELLBEING AND DIVERSITY | |||
TARGET | STATUS 2023 | STATUS 2022 | STATUS 2021 |
ENHANCING SAFETY Schedule: Long-term target | The corporate lost time injury frequency rate (LTIF) was 1.59, and the total recordable injury frequency rate (TRIF) 2.62 We recorded a 40% increase in the number of management safety walks compared to 2022. 'Success through safety' programme was kicked off with a safety culture survey. Contractor EHS assessment process was reviewed, and improvements implemented. Heat stress management guidelines were introduced to reduce the number of heat related illnesses. | The corporate lost time injury frequency rate (LTIF) was 1.58, and the total recordable injury frequency rate (TRIF) 2.57 2022 was the final year of implementing the 4-year Xcel Safety 2022 programme, which resulted in a total 37% reduction in LTIF and 47% reduction in TRIF. Wärtsilä also prepared a new safety programme 'Success through safety' for 2023-2026. | The corporate lost-time injury frequency rate (LTIF) was 1.55. Implementation of the Xcel Safety 2022 programme progressed, including continuation of the front-line Champions in Safety training programme and initiation of the equivalent training for Wärtsilä leaders. The Safehands campaign was delivered resulting in a 50% reduction in hand injuries compared to 2020. The number of management safety walks increased by 44%, and near miss/hazard reporting by 3% compared to 2020. |
WELLBEING AND DIVERSITY Achieve an employee engagement index above 80%. Schedule: 2023 | The latest Wärtsilä global engagement survey, MyVoice, was conducted in 2022 with an employee engagement index score of 80%. The next survey will be conducted in autumn 2024. | The latest Wärtsilä global engagement survey, MyVoice, was conducted in spring 2022 with an employee engagement index score of 80%. | The latest Wärtsilä global engagement survey, MyVoice, was conducted in October 2020 with an employee engagement index score of 72.7%. |
WELLBEING AND DIVERSITY Personnel development – reach 100% Development Discussion completion rate. Schedule: 2023 | Development Discussion completion rate by the end of 2023: 100% of the company’s employees. | Development Discussion completion rate by the end of 2022: 99% of the company’s employees. | Development Discussion completion rate by the end of 2021: 91% of the company’s employees. |
DIVERSITY Schedule: 2023 | Share of female employees: 17.6%. | Share of female employees: 17.0%. | Share of female employees: 17.4%. |
WELLBEING AND DIVERSITY Schedule: 2023 | During 2023, we achieved 100% equal pay for males and females*. *Based on active employees, converted into 1FTE (full-time equivalent, 100% working time), excluding trainees and top management | During 2022, females earned 103% of the average male salary*. *Based on active employees, converted into 1FTE (full-time equivalent, 100% working time), excluding trainees and top management
| During 2021, we achieved 100% equal pay for males and females*. *Based on active employees, converted into 1FTE (full-time equivalent, 100% working time), excluding trainees and top management |
ACTIVE AND RESPONSIBLE MEMBER OF SOCIETY | |||
| TARGET | STATUS 2023 | STATUS 2022 | STATUS 2021 |
Achieve a Code of Conduct training coverage of 100% to ensure commitment to the Code of Conduct throughout the organisation. Schedule: Continuous target | As at the end of 2023, the Code of Conduct training coverage was 93% of all employees. | As at the end of 2022, the Code of Conduct training
coverage was 96% of all employees. | As at the end of 2021, the Code of Conduct training coverage was 94% of all employees. |