Investor Presentaiton
BOARD OF DIRECTORS' REPORT
PERSONNEL AND SOCIAL MATTERS
KONE's main goal is to have the most capable and engaged
team of professionals, who succeed in a changing world.
Great employee experience, a diverse and inclusive culture,
continuous learning, flexibility, and wellbeing are the core
elements in our Empowered People Way to Win, one of the
four KONE-wide transformation and development initiatives,
which enable us to succeed in our strategy. KONE's activities
are all guided by ethical principles. Employee rights and
responsibilities include the right to a safe and healthy working
environment, fair and equitable labor conditions, personal
wellbeing, freedom of association, collective bargaining, non-
discrimination, and the right to a working environment in which
harassment and bullying are not tolerated.
Impact of COVID-19 on the way we work
While the COVID-19 pandemic continued globally in 2022, its
impact to how KONE people were able to work lessened in
most parts of the world. In China, lockdowns continued during
the second half of the year but their impact on our operations
was clearly smaller than in the second quarter. At end of the
year, China released all COVID-19 restrictions, which raised
absenteeism levels in our organization. We were, however,
able to continue operations without major disruptions. Our
priority globally has been to serve our customers in the safest
possible manner. We have supported our employees by
offering protective equipment and flexibility where needed, as
well as by ensuring easy access to information on how to
enhance wellbeing.
Diversity, equity and inclusion
We actively encourage diversity at KONE, and our values
guide us in upholding an inclusive culture. We follow diversity
from several perspectives, including industry background,
competence and gender. As one of the Diversity, Equity and
Inclusion (DEI) specific goals, we have committed to making a
step-change in the share of women at director level and
increase it to 35% by 2030. In 2022, the share of women in
director level positions increased to 23.5% (21%). Most of our
employees are men representing 89% (88%) of our people
globally. We continue our efforts towards achieving a more
balanced gender split. During the reporting year, KONE's
workforce included 151 (145) nationalities. To strengthen our
global approach and deepen our customer and market
Number of employees
Number of employees at the end of period
Average number of employees
Jan 1-Dec 31, 2022
63,277
Jan 1-Dec 31, 2021
63,186
62,720
61,698
Geographical distribution of KONE employees
Dec 31, 2022
23,628
Dec 31, 2021
23,669
7,442
7,258
32,208
31,792
63,277
62,720
EMEA
Americas
Asia-Pacific
Total
Personnel voluntary turnover rate was 7.9% (7.8%). Employee costs for the reporting period totaled EUR 3,533 (3,222) million. The geographical distribution of
KONE employees was 37% (December 31,2021: 38%) in EMEA, 12% (12%) in the Americas and 51% (51%) in Asia-Pacific.
insights, we also have goals to increase cultural diversity in
our global teams.
In 2022, we continued to engage our senior leaders in a
DEI learning journey to pave the way for a more inclusive
culture. We also continued to strengthen DEI maturity in our
countries through various actions, from transparent
communication to data driven decision making and more
inclusive talent practices and culture. We launched two global
Employee Resource Groups, the Women's Employee
Resource Group (SPARK) and the LGBTIQ+ Employee
Resource Group, with the aim to continuously improve our
employees' inclusion experience through open discussion and
positive actions. In November, we celebrated Inclusion week
and conducted a global Inclusion survey to understand how
our employees experience their daily work from an inclusion
point of view.
Our focus on driving DEI is visible also in KONE's share-
based long-term incentive plan's sustainability metric, which
includes diversity related targets.
KONE culture & employee engagement
During 2022, we continued developing KONE's culture to
ensure that it supports our strategic targets. We focused on
embedding cultural development into existing processes and
transformational activities - our employee journey, programs,
and leadership development. We also continued raising
awareness of the role each employee plays in contributing to
the success of our strategy with their actions and behaviors. A
key highlight was the launch of the KONE Culture Playbook in
the beginning of 2022. The playbook serves as an invitation
for everyone at KONE to take part in developing our ways of
thinking and working together.
Making KONE a great place to work is KONE's number
one strategic target and it is measured by employee
engagement and a related Pulse employee survey. The
survey offers employees an opportunity to give feedback and
covers topics such as employee engagement, leadership,
learning and growth, sustainability, customer centricity,
innovation as well as diversity, equity and inclusion.
KONE's 14th global Pulse survey was conducted during
the year with 91% of all employees taking part. The results
showed that we provide a positive employee experience and
an inclusive working environment, and that our employees
would recommend KONE as a great place to work. Despite a
slight decline from the previous year, engagement continued
to be on a high level. We also organized Pulse Talks across
all teams at KONE with 94% of employees participating. The
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KONE ANNUAL REVIEW 2022View entire presentation