Responsible operations & social responsibility
Our employees are the driving force behind our company. We look to attract the best talent and provide fulfilling careers so that our employees stay and develop with us. Training, development, employee engagement, and an inclusive workplace are all essential to the employee experience.
Our HR Department, under the direct leadership of the Chief Human Resources Officer, is responsible for the implementation of our employee-related policies, targets, goals, strategies, and activities. The department sets internal and external employee-related targets, and develop or revise INNIO’s Diversity, Equity & Inclusion Policy, WOW Policy, and Labor & Human Rights Policy, and engages with employees from all departments, helping them thrive and advance in their jobs and careers. Through regular and clearly structured employee practices (including hiring, retention, compensation, and promotion practices), we aim to ensure a working environment of inclusion and constantly enhanced employee engagement.
INNIO offers employees diverse benefits, including health insurance, life and disability insurance, various location specific retirement or pension plans, financial assistance for emergencies, compensation of overtime, and discounts in designated shops (location specific). Some of our facilities, such as our Jenbacher headquarters, are equipped with health centers, where appointed onsite physicians provide medical assistance to our employees and a selection of regular or specific vaccinations (e.g., for international travelers). Since the beginning of COVID-19 pandemic, at our largest site in Jenbach, we also have provided to our employees and their relatives the option of onsite testing & vaccination for COVID-19.
Furthermore, INNIO provides our employees with sufficient support in their personal and work lives. We offer parental leaves in accordance with local laws and regulations as well as other type of leaves, including educational or caring leaves, sabbaticals, and early/partial retirement, through a comprehensive leave management system. In addition, we respect employees’ rights to freedom of association and collective bargaining in support of their mutual interests without fear of punitive actions such as intimidation, harassment, or termination of employment. Employee representatives are not discriminated against and will be given the opportunity to carry out their representative functions in the workplace.
Our goal is to provide competitive compensation and reward schemes for each employee at all levels. For this reason, we regularly review remuneration programs, market salary scales, and economic indices in the locations in which we operate. We also survey markets and rely on industry leading compensation and benefits benchmarking organizations and market salary scales to ensure alignment. INNIO’s compensation decisions for every employee are based on the role and responsibility, performance, skillset, and demonstrated proficiency, excluding biases such as gender, age, ethnicity, race or color, sexual orientation, disability status, protected veteran status, or any other characteristic, including regulations of international or local standards and laws. Our annual Performance Management Program (PMP) helps us promote transparency in our compensation and promotion decisions, improve our employees’ job understanding, promote more effective job performance, and establish future goals for career growth.
Employee training & development
Learning and development are vital to our employees and to INNIO. They ensure employee skillsets can grow and evolve to support the employee’s personal path as well as the organization’s long-term strategy and growth. Thus, INNIO promotes lifelong learning in a variety of ways, through goal setting, regular performance feedback, and promotion of internal rotational opportunities.
INNIO training has two major pillars:
- “INNIO Development Academy,” offering eTrainings, workshops, and other programs that help in the development of employees
- “Technical Product Training” for the Waukesha and Jenbacher product portfolios for internal employees as well as distributor and customer operations and maintenance personnel
Training hours-related numbers are communicated annually on our Sustainability Report.
Diversity, Equity & Inclusion
Diversity and inclusion in all our people processes is critical to ensuring we create a workplace culture where individuals can flourish and contribute to the shared success of the business. When we refer to diversity, we recognize not only large societal value but also rich creative opportunity in which various cultures, backgrounds, genders, and age groups contribute with their perspectives, values and experiences. Together, these foster new and better thought processes and ideas and often innovative solutions that can help our customers succeed and build long-term value. Diversity & Inclusion is embedded in our core values, which define what we stand for and how we conduct business with our customers, partners, and each other.
Our DEI program is led by the Vice President Diversity & Inclusion, a dedicated person responsible for expanding diversity culture inside the organization. This role collaborates closely with INNIO’s CEO and President as well as the Group’s CHRO. It is responsible for engaging with employees and stakeholders and setting meaningful goals directed to building a workforce that represents the views and values of INNIO and our stakeholders, while ensuring that every employee feels truly valued and included within the global INNIO family.
The VP Diversity & Inclusion also chairs the Diversity, Equity & Inclusion (DEI) Committee. This committee is responsible for outlining INNIO’s key diversity and inclusion goals, establishing our DEI Policy, and setting our DEI strategy. The DEI Committee reports directly to the members of the Executive Board who are responsible for overseeing INNIO’s ongoing DEI efforts and evaluating their effectiveness.
We pay close attention at every step of our hiring process, ensuring that we transparently communicate recruitment process is every step in a way to all candidates.
The first step we follow to ensure the promotion of equal opportunities to everyone is to reduce bias in our job descriptions. For every new job opening, we make sure we check the description for biased language. We use gender neutral pronouns, we avoid gender-charged words, and we keep the number of job requirements concise because that could bias a candidate against applying. Finally, we make sure we advertise our job openings in a broad range of platforms, easily accessible to everyone. Additionally, we have the option to use the Bias Blocker tool. When we receive a curriculum vitae (CV), the tool can redact from the resume information such as gender, race/nationality, name of the university, and others, while only keeping the most relevant information. We also train our HR recruiting team and hiring managers against unconscious bias.
Employee retention and promotion
In our organization, employee development opportunities and succession processes are based exclusively on merit. This means that we have a clear structured promotion path as well as a pipeline of promotion-eligible candidates, and this process is communicated to all employees. In this way, we increase transparency, create continuity, increase morale, and offer motivation to people looking to move up in the organization.
Through our semi-annual Performance Management System (PMS), formal discussions between managers and employees are being conducted and progress toward goals and future plans are being discussed.
Furthermore, we follow a “connection opportunities” strategy through which we connect people from different hierarchy levels and various departments and team them together for various projects. We also offer rotational possibilities, allowing individuals to gravitate toward the right positions and stipulate high engagement.
Employee and contractors’ health & safety
INNIO has created a strong corporate culture where employees are fully engaged and committed to making INNIO a healthier and safer place to work. Our health & safety goal of zero serious injuries and zero fatalities for all our employees and contractors is embedded in our group-wide Health & Safety Policy. To achieve this goal, a strong governance system as well as proactive risk management are needed.
Leadership responsibility for health & safety is assigned to the Executive Board and the functional executive leaders of the organization. The Environment, Health & Safety (EHS) Committee, chaired by INNIO’s site leaders and VP Operations, reports to the Executive Board on a quarterly basis.
INNIO’s VP Operations and our dedicated EHS department is responsible for supporting the implementation, maintenance, and continuous improvement of the EHS management system through policies, targets, continuous EHS performance reviews, and improvement actions. The EHS staff ensures that the Health & Safety policy and EHS guidelines are shared with all employees, workers, contractors, and external stakeholders.
Our EHS management system is certified with ISO 45001 and is comprised by regular detailed HS risk assessments, dedicated internal audits, annual mandatory trainings and emergency preparedness simulations, provision of protective equipment and detailed trainings for employees regarding procedures for handling equipment and hazardous substances communicated in several local languages. Furthermore, our production sites are equipped with health centers, where appointed onsite physicians provide medical assistance and health checkups to our employees and contractors.
Finally, our dedicated Health & Safety committee acts as an advisory body whose function is to promote the maintenance of a safe work environment that enhances the health, safety, and well-being of all employees. Some of the objectives of the committee are to evaluate and recommend strategies that will prevent or resolve workplace health & safety concerns as well as to provide ongoing dialogue between senior management and employees on health & safety issues. Every worker member is chosen through an election process, annually, within their own team. Committee members meet on a monthly basis and occasionally at other times as recommended by the committee.
Information about our progress can be found in our annual Sustainability Report.
1 monetary remuneration for employees beyond base salary