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Sustainable Development Goals: Society
SUSTAINABILITY REPORT
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Society

SDG 5: Gender Equality SDG 6: Clean Water & Sanitation SDG 8: Decent Work & Economic Growth SDG 9: Industry, Innovation & Infrastructure SDG 10: Reduced Inequalities SDG 12: Responsible Consumption & Production SDG 16: Peace, Justice & Strong Institutions
             

This section provides information about how HMBV focuses on being a sustainable company and attractive employer.

Our People
Characteristics of the employees unit FY2022 FY2023 FY2024 FY2025
Total number person 209 222 226 237
Permanent employees person 190 207 212 223
  • male
 person 161 175 176 185
  • female
 person 29 32 36 38
  • domestic
 person 182 201 199 214
  • foreign
 person 8 6 13 9
Temporary employees person 17 13 12 14
  • male
 person 15 13 11 13
  • female
 person 2 0 1 1
  • domestic
 person 15 11 10 10
  • foreign
 person 2 2 2 4
Non-guaranteed hours employees person 2 2 2 3
  • male
 person 2 2 2 3
  • female
 person 0 0 0 0
  • domestic
 person 2 2 2 3
  • foreign
 person 0 0 0 0
Full-time employees person 156 171 156 159
  • male
 person 141 156 147 150
  • female
 person 15 15 9 9
  • domestic
 person 147 146 144 150
  • foreign
 person 9 10 12 9
Part-time employees person 53 51 70 78
  • male
 person 37 34 42 48
  • female
 person 16 17 28 30
  • domestic
 person   49 67 74
  • foreign
 person   2 3 4

 

Leavers, hires and turnover unit FY2022 FY2023 FY2024 FY2025
 Leavers (headcount) person 14 1 11 12
 Retired person 5 0 5 4
 FTE person 190 207 197,7 230
 Hires (headcount) person 26 17 24 32
 Turnover % 92,5 93 92,1 97


* The following has been added and/or changed compared to the 2021 Sustainability Report:

  • Hires include employees on temporary contracts, as these are considered employees and have therefore been added to the figures.
  • 2022 turnover includes solely voluntary leavers. We changed our approach as voluntary turnover is a more meaningful figure to understand employee retention.
  • 2 of the 5 retirees partly returned to employment at HMBV.

Regarding employee retention, HMBV strives for an employee retention rate of 90 percent or higher.

 

Work-life balance
   unit FY2022 FY2023 FY2024 FY2025
Percentage of employees that exceed 48 working hours per week in the applicable reference period   % 0 0 0 0
Number of employees entitled to family-related leave, disaggregated by gender
  • male
 person 161 177 176 185
  • female
 person 29 32 36 38
Number of employees entitled to family-related leave, disaggregated by type of family-related leave
  • parental leave
 person 37 34 27 33
  • care leave
 person 190 209 212 223
Number of employees that took family-related leave, disaggregated by gender
  • male
 person 13 9 6 17
  • female
 person 1 2 3 6
Number of employees that took family-related leave, disaggregated by type of leave
  • parental leave
 person 7 5 10 11
  • care leave
 person 7 8 16 12
Return to work of employees that took parental leave, disaggregated by gender
  • male
 % 100 100 100 100
  • female
 % 100 100 100 100
Retention rates of employees that took parental leave, disaggregated by gender
  • male
 % 0 0 90 100
  • female
 % 0 0 100 100
Number of employees entitled to take advantage of flexible work arrangements for caring purposes, disaggregated by gender
  • male
 person 161 177 176 185
  • female
 person 25 28 36 38

 

Non-employee workers unit FY2022 FY2023 FY2024 FY2025
Number of workers engaged in HMBV's core business who are not employees, i.e. persons who are not in an employment relationship with HMBV, but whose work is controlled by it and perform roles that are the same as or similar to those of its employees or are otherwise engaged in HMBV's core business person 3 6 7 8



Diversity & Equal Opportunity
Discrimination incidents
 unit FY2022 FY2023 FY2024 FY2025
Number of incidents of discrimination, including harassment, during the reporting period Q'ty 0 0 1 0
Number of incidents reviewed by the undertaking Q'ty 0 0 1 0
Total number of remediation plans being implemented Q'ty 0 0 0 0
Total number of remediation plans that have been implemented, with results reviewed through routine internal management review processes Q'ty 0 0 0 0
Total number of incidents no longer subject to action Q'ty 0 0 0 0

 

Employment of persons with disabilities
 unit FY2022 FY2023 FY2024 FY2025
Percentage of employees with disabilities % 0,5 0,5 1 0,4
Total number of own workers with disabilities broken down by gender          
  • male
 person 1 1 1 1
  • female
 person 0 0 0 0

 

Equal opportunities and rights
 unit FY2022 FY2023 FY2024 FY2025
Total amount of fines, penalties, and compensation for damages as a result of violations regarding own workers´ equal opportunities rights as specified under the objectives section € 0 0 0 0
Number of complaints filed through operational-level grievance mechanisms for each of the matters Q'ty 0 0 0 0
Number of complaints resolved through remediation for each of the matter Q'ty 0 0 0 0
Total amount of fines, penalties, and compensation for damages as a result of violations regarding workers' other work-related rights as specified under the objectives section € 0 0 0 0



Training, Education and Skills Development
Training programmes unit FY2022 FY2023 FY2024 FY2025
Percentage of employees covered by training programmes for each employee category          
  • permanent employees
 % 100 100 100 100
  • temporary employees
 % 100 100 100 100
  • non-guaranteed hours employees
 % 0 0 0 0
  • full-time employees
 % 100 100 100 100
  • part-time employees
 % 100 100 100 100

 

Performance and career development reviews
 unit FY2022 FY2023 FY2024 FY2025
Percentage of employees covered by regular performance and career development reviews for each employee category          
  • permanent employees
 % 93 60 25 25
  • temporary employees
 % 0 0 0 0
  • non-guaranteed hours employees
 % 0 0 0 0
  • full-time employees
 % 85 60 25 25
  • part-time employees
 % 85 60 25 25

 

Training hours gender unit FY2022 FY2023 FY2024 FY2025
Average number of training hours per person in own workforce by employee category and gender            
  • permanent employees
 m h     2.212 2.878
  f h     96 395
  • temporary employees
 m h     64 426
  f h     32 52
  • non-guaranteed hours employees
 m h     0 0
  f h     0 0
  • full-time employees
 m h     2.176 2.998
  f h     32 294
  • part-time employees
 m h     164 326
  f h     32 133

Career management and training policy

Proper training and education of staff is of great importance to HMBV. HMBV has therefore set the next goal:
'100% of the employees that required education for their function have followed it by 2030'.

KPIs unit FY2022 FY2023 FY2024 FY2025
Share of employees that receive regular performance and career development reviews % 85 60 25 25
Share of employees that have agreed to our Code of Conduct % 100 100 100 100



Occupational Health & Safety

Occupational health and safety is of utmost importance to HMBV. For this reason, the following target is set: '100% of management and employees must be trained in safety by 2030'.

Health and safety management system
 unit FY2022 FY2023 FY2024 FY2025
Number of fatalities as a result of work-related injuries person 0 0 0 0
Rate of fatalities as a result of work-related injuries % 0 0 0 0
Number of recordable work-related injuries Q'ty 5 6 4 5
Rate of recordable work-related injuries % 4,4 6,1 5,5 3,5
Number of fatalities as a result of work-related ill health person 0 0 0 0
Number of cases of recordable work-related ill health Q'ty 0 0 0 1
Number of days lost to work-related injuries and fatalities from work-related accidents day 5 43 7 13
Number of days lost to work-related ill health day 0 0 0 10
Number of fatalities from ill health person 0 0 0 0
Absentee days for specific categories of own workers day 0 0 0 0
Percentage of own workers that are not eligible for health care benefits either through the undertaking or a government programme % 0 0 0 0

 

KPIs
 
KPI unit FY2020 FY2021 FY2022 FY2023 FY2024 FY2025
Lost Time Injury Frequency Rate (LTIFR) % 3,5 6 6,2 6,1 5,5 3,5
Lost time injury (LTI) (#) Q'ty 1 2 2 2 2 2
Total recordable injuries (TRI) (#) Q'ty 2 6 5 6 4 3
Total Recordable Injury Frequency Rate (TRIFR) % 2,08 5,62 4,37 4,89  2,18 1,75
Minor injuries and accidents (#) Q'ty 0 0 4 4 4 2



Social Security and Collective Bargaining Coverage
Social security and collective bargaining coverage
 unit FY2022 FY2023 FY2024 FY2025
Percentage of employees eligible for social security % 100 100 100 100
Percentage of employees covered by collective bargaining agreements % 100 100 100 100



Annual Total Compensation Ratio
Annual total compensation ratio
 unit FY2022 FY2023 FY2024  FY2025
Ratio of the basic salary and remuneration of women to men for each employee category, by country          
  • permanent employees
 ratio 100:100 100:100 100:100 100:100
  • temporary employees
 ratio 100:101 100:100 100:100 100:100
  • non-guaranteed hours employees
 ratio        
  • full-time employees
 ratio 100:100 100:100 100:100 100:100
  • part-time employees
 ratio 100:100 100:100 100:100 100:100
Ratio of the annual total compensation ratio of the highest paid individual to the median annual total compensation for all employees (excluding the highest-paid individual) ratio 13,49 13,49 1,5 1,5
Ratio of the percentage increase in annual total compensation for the undertaking's highest-paid individual to the median percentage increase in annual total compensation for all employees (excluding the highest-paid individual) % 0 0 0 0



Work Stoppages
Work stoppages
 unit FY2022 FY2023 FY2024 FY2025
Number of major work stoppages Q'ty 0 0 0 0
Number of workers involved person 0 0 0 0
Length in days of each stoppage day 0 0 0 0
Calculation of the total number of idle person-days FTE due to major work stoppages person 0 0 0 0



Forced & Child Labour
Forced & child labour
 unit FY2022 FY2023 FY2024 FY2025
Number of incidents forced labour and/or, the trafficking of persons for the purposes of forced or compulsory labour i.e. human trafficking identified in our workforce Q'ty 0 0 0 0
Number of incidents of child labour identified in our workforce Q'ty 0 0 0 0



Supplier Environment & Social Assessment

HMBV attaches great importance to the sustainability of its suppliers. For this reason, a self-assessment form has been developed to determine the sustainability of its suppliers. This is in order to reach the target of '60% of our purchasing volume, around top 50 suppliers, will be supported by our sustainable policy by 2030'. Currently, 100% of critical suppliers have completed the self-assessment form. Over time, HMBV will support its suppliers to register with EcoVadis as well.

Sustainable procurement

Our current sustainability procurement rate is 74%. HMBV aims to increase the sustainability procurement rate to 100% by 2030.

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Hosokawa Micron develops powder processing systems with a focus on energy efficiency, process optimisation and long-term operational performance.

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