Sustainability targets

TARGET SCHEDULE DEVELOPMENT
GENERAL SUSTAINABILITY
ENERGY SAVINGS:
Reduce energy consumption by at least 7% in terms of absolute consumption (GWh) from 2015 levels by 2025.
2025 By the end of 2020, energy savings of 8.3 GWh were achieved, representing 27.7% of the final 2025 target.
ETHICAL BEHAVIOR:
Ensure commitment to the Code of Conduct throughout the organisation (with a Code of Conduct training coverage of 100%).
2020 At the end of 2020, the Code of Conduct training coverage was 96% of all employees. The average annual training coverage during the target review period was 92.4%, ranging from 89% to 96%.
OCCUPATIONAL SAFETY:
Reach the long-term goal of zero injuries.
2020 In 2020, the corporate lost-time injury frequency rate (LTIF) was 2.03. This was slightly above the annual target of 1.60, but nevertheless represents a 10% improvement compared to 2019 (2.25). 2020 was an exceptional year and our highest priority was to protect our employees against COVID-19. Wärtsilä established global and local crisis management teams to prepare and implement pandemic prevention actions and control plans. Our organisation also continued applying traditional protective safety measures. As a highlight, the number of management safety walks, which were mostly carried out virtually, increased by 4%, and near miss/hazard reporting by 20% compared to 2019. 
ENERGY
SUSTAINABLE POWER SYSTEMS:
Contribute to the development of an affordable, reliable, sustainable and modern power system worldwide. 




2020 In 2020, Wärtsilä launched the Wärtsilä Energy Transition Lab and its Atlas of 100% Renewable Energy, and collaborated with partners in new powerto-gas and Power-to-X research projects. Some 1,170 MW capacity of modern, highly efficient, and flexible gas and liquid fired engine power plants, as well as 375 MW of energy storage solutions, were sold. During the target review period 2017–2020, Wärtsilä has focused strongly on enabling the transition towards flexible and renewable power systems.
SMALL-MEDIUM SCALE LNG SOLUTIONS:
Become a global actor in the LNG value chain by developing opportunities, creating solutions, and building infrastructure for clean-burning LNG to replace liquid fuel. 
2020 During the target review period 2017–2020, Wärtsilä’s LNG competences were focused on being an enabler for flexible, engine power plant projects and providing technology and lifecycle services for the entire gas value chain. In 2020, Wärtsilä had one ongoing LNG terminal project in Hamina, Finland. 
MARINE
CLIMATE CHANGE:
Reduce greenhouse gas (GHG) emissions from gas engines by 15% from 2015 levels by 2020.
2020
GHG emissions from gas engines were reduced by 8.6% from the baseline year. During 2020, the low load methane emissions from Wärtsilä 46DF and 34DF engines were reduced by 27–61% compared to the previous versions of these engines. However, due to the calculation method used, low load improvements are not included in the end result.
DECARBONISATION OF TRANSPORT:
In 2019, Wärtsilä launched the 31SG pure gas engine for marine market applications. Greenhouse gas emissions from gas engines were reduced by 8.6% from the baseline year.
2020
In 2020, Wärtsilä conducted its first ammonia combustion tests and is extending its know-how in handling ammonia as a fuel as part of an EU-funded project. Wärtsilä also announced a partnership with Norwegian Grieg Edge to build the world’s first green ammonia fuelled tanker by 2024, and formed an international coalition together with ten other members to accelerate the energy transition in the transport and logistics industries. During the target review period, the decarbonisation of shipping has been one of the main focus points of Wärtsilä’s strategy.
CLIMATE CHANGE:
Reduce CO2 emissions from vessels by more than 300,000 tons annually with the help of Eniram solutions.
2020
During the target period 2017–2020, on average the estimated annual reduction in CO2 emissions was approximately 191,000 tons. In 2020 the reduction was estimated to 158,000 tons due to lower shipping activity caused by the COVID-19 pandemic.
HR
WELL-BEING AT WORK - CAREER:
Establish a balance between external and internal recruitments, with more than 50% of the open vacancies filled from the internal applicant pool, including promotions and lateral moves.
2020
In 2020, 58% of open vacancies were filled through internal selections for job levels 3 and up, and 42% through external selections. On average, 52% of the open vacancies were filled internally during 2017–2020. The target was achieved in 2019 and 2020.
PERSONNEL DEVELOPMENT:
Reach 100% coverage for development discussions.
2020
By the end of 2020, altogether 91% of the company’s employees had completed development discussions. The annual average coverage during 2017–2020 was 93.6%, ranging from 91% to 96%. 
DIVERSITY:
Increase the share of female employees to 20%.
2020  In 2020, the share of female employees was 17%, which was below the target. Wärtsilä will continue its Diversity and Inclusion programme to drive an inclusive corporate culture.
SUPPLY CHAIN MANAGEMENT
SUPPLIER MONITORING:
Reach the following rating coverage for suppliers:
  • 96% of direct supplier spend rated
  • 70% of indirect supplier spend rated
  • 80% of local supplier spend rated.
2020 In 2020, the rating coverages were:
  • 94% of direct global supplier spend (target achieved in 2018 and 2019)
  • 74% of indirect supplier spend (achieved in 2017–2020)
  • 62% of other sourcing spend (achieved in 2018)
© 2021 Wärtsilä