Nokia 2015 Annual Report Download - page 65

63
Board review
NOKIA IN 2015
The Nokia Code of Conduct also sets the
standard for labor conditions and our
comprehensive human resources policies and
promotes fair employment. Good health and
safety performance is a particular focus for
usbecause we operate in some challenging
environments. To address this, we run
programs to improve our health and safety
performance, and encourage open reporting
of incidents and near misses by contractors
and employees. In our supply chain, trained
Nokia assessors conduct in-depth audits of
suppliers on labor conditions. We prefer using
internal assessors as we believe it’s important
for us to see the factories or facilities ourselves.
This makes it easier to understand possible
challenges and further enables ustowork
directly with suppliers to drive improvements.
To ensure our employees feel valued,
motivated and inspired to reach their full
potential, we provide development and
training opportunities, competitive reward
packages, equal opportunities and exible
working. On average, our employees used
approximately 37 hours for training in 2015.
Additionally, 73% of our employees had
apersonal development plan in place.
To improve our understanding of the markets
where we operate, and to provide a more
inspiring workplace, we believe it is important
to employ a diverse range of people from all
backgrounds, experiences, levels of education,
genders, ages and nationalities. In 2015,
weemployed approximately 143 dierent
nationalities. Approximately 12% of senior
management positions were held by women.
The average age of our employees in 2015
was approximately 38 years.
Employee engagement is needed to achieve
long-term success and is therefore an integral
part of our culture. Each year, we run an
employee engagement survey administered
across the Group. In 2015, our annual
employee engagement survey scored 87%
favorable, which indicates a high level of
engagement across Nokia. We also believe
that organizing activities such as sports
events, mindfulness exercises and change
coaching increases wellbeing of our employees,
and helps us get the very best of them.
Improvements in employee wellbeing and
health can also translate into cost savings for
the Group. In Finland alone, reduced sick leaves
resulted in over EUR 2.5 million of savings
in2015 as compared to the previous year.
Protecting the environment
Our products inevitably aect the
environment because producing, distributing
and operating these require energy and
otherresources.
Reducing energy consumption of our
products is a priority for us, as the major
environmental impact of base stations comes
from electricity consumption in the use
phase. Therefore, we feel that it is essential
that we support our customers in maintaining
energy consumption at a sustainable level.
Wealso help our customers support circular
economies and we promote the use of
renewable energy.
In 2015, we launched the Zero CO2 emission
base station site oering, which includes more
than 20 products and services for our Single
RAN Advanced portfolio. The oering helps
achieve reductions up to 70% in a base
station site’s energy consumption, creating a
signicant driver for modernizing base station
sites. With the signicantly lower energy
consumption, the use of solar, wind and fuel
cell renewable energy sources become a
viable option for powering a base station site,
making it possible to achieve even zero CO2
emissions. Zero CO2 emission base station
sites can now be built for all electricity
grids—from good grid to no grid. The solution
can also reduce an operator’s total cost of
ownership for a base station site by up to 30%.
Zero CO2 emission
base station
Our Zero CO2 emission
base station site oering
can reduce an operator’s
total cost of ownership
for a base station by up
to 30%.