People

We are strongly committed to respecting the highest standards of human rights in our operations and supply chains, build close, long-term relationships with the communities that host our production sites, and provide safe and healthy work environments free from discrimination and full of opportunity for our team. Ahlstrom-Munksjö’s continued progress in these three priority areas is essential to our long-term success. When people thrive, we thrive.

Human Rights

At Ahlstrom-Munksjö, we are strongly committed to respecting fundamental human rights in our operational activities and we expect the same from our suppliers.

Our company Code of Conduct and Supplier Code of Conduct affirm our dedication to fair and equal treatment in hiring and employment practices, respect for freedom of association and collective bargaining rights, and prohibition of child labor, harassment and abuse, and forced and compulsory labor. We encourage reporting of all potential violations of our codes to a dedicated and confidential mailbox, codeviolation@ahlstrom-munksjo.com.

Human Rights Targets 2019-2020

All employees confirm Code of Conduct awareness

All employees covered by training program on Code of Conduct

All chemical and fiber suppliers have signed the Supplier Code of Conduct or are considered compliant

All chemical and fiber suppliers have undergone evaluation for Supplier Code of Conduct

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Community Engagement

To Ahlstrom-Munksjö, Community Engagement means having a positive impact in the community by supporting local and global initiatives that align with our values. In particular, by building long-term relationships with the communities that host our production sites, we can ensure we are a good neighbor and create possibilities for productive collaborations and partnerships.

Our production sites have undertaken a diverse range of community engagement activities, such as hosting open houses and plant tours, providing educational or professional development opportunities for young people, contributing charitable donations and in-kind support to community enrichment activities, and quickly responding to any concerns related to regular plant activities.

Find out about other community engagement activities on the Making a Better World page.

Community Engagement Target 2019-2020

All production sites have an annually updated community engagement plan that considers how plant activities can improve company image, attract potential employees, and contribute to healthier living

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Employee Well-being 

At Ahlstrom-Munksjö, we believe in creating safe and inclusive work environments where our over 8,000 employees can thrive. We are focused on three dimensions of Employee Well-Being: Health & Safety, Employee Development, and Gender Equality.

Health & Safety

Safety is our mindset throughout our operations at Ahlstrom-Munksjö. We work towards a zero accident workplace by setting ambitious targets for continuous improvement, developing consistent safety practices and competencies at every level, and creating a culture of responsibility and accountability for all employees, contractors, and visitors at our production sites. Achieving results in this area is a fundamental value for Ahlstrom-Munksjö and ensures we are supporting a healthy, productive team whose contributions are essential to company success.

Employee Development

Ahlstrom-Munksjö values diversity, empowering our people, and encouraging personal growth and opportunities. We are committed to be an organization that never stops learning and supports all the competencies, knowledge, skills, experiences and behaviors embodied in our team that are critical to our future success.

Gender Equality

In addition to preventing discrimination based on gender in accordance with our Human Capital Policy, Ahlstrom-Munksjö is working to proactively ensure we are providing equal opportunities and drawing on talent across the organization.

Employee Well-Being Targets 2019-2020

We beleive zero accidents is possible and we are committed to pursuing a TRI rate of zero

NMR higher than 2.9

On average, at least 15 hours of tailored safety training per employee each year

All employees have had an annual performance and development discussion with their manager by end of year 2020

Employee Engagement Index and Leadership Index baseline defined by end of year 2019 through a common Employee Engagement Survey

By end of year 2019, short- and long-term gender targets defined and implementation of action plan for closing the gender gap begun

Achieve gender representation in managerial roles at least proportional to the ratio of the total workforce by end of year

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Learn more about our work in each of these areas in our Annual and Sustainability Report. 

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