Our sustainability targets express our focus areas and provide information on Wärtsilä’s performance. They are set under three long-term focus themes:
TOWARDS CARBON NEUTRALITY | ||
| TARGET | STATUS 2022 | STATUS 2021 |
OWN OPERATIONS: To become carbon neutral in own operations. Schedule: 2030 | The emission reduction measures and targets for the first phase (2022-2024) of our decarbonisation roadmap were confirmed. The main measures taken to reduce greenhouse gas (GHG) emissions were the purchase of green electricity in Europe, kicking off country-specific CO2 e emissions reduction assessments, and identifying measures to reduce GHG emissions in R&D and factory engine testing. During 2022, we were able to reduce our CO2 emissions (Scope 1 and 2) by 13,400 tCO2e. | The Wärtsilä 'Set for 30' commitment was published in October 2021. It includes the carbon neutrality goal, which is based on a company-initiated analysis that identified the key measures for reaching the goal. The toolbox includes measures such as energy savings, green electricity purchases, switching fuels, the use of more efficient technologies, and the use of offsets for emissions hard to abate. A detailed implementation plan and timeline will be set in 2022. |
OWN OPERATIONS: 100% renewable generated electricity purchases in Finland (relating to the Smart Technology Hub, STH). Schedule: 2022 | 100% renewable generated electricity was purchased in Finland. The target was achieved. | In 2021, alternatives for purchasing green electricity were identified, and appropriate solutions were selected. |
OWN OPERATIONS: Reduce energy consumption by at least 7% from 2015 levels in terms of absolute consumption (GWh). Schedule: 2025 | By the end of 2022, energy savings of 10.2 GWh were achieved, representing 34.1% of the final 2025 target. | By the end of 2021, energy savings of 8.7 GWh were achieved, representing 29.2% of the final 2025 target. |
PRODUCTS AND SOLUTIONS: To provide a product portfolio that will be ready for zero carbon fuels. Schedule: 2030 | The second phase of testing with a demo engine running on pure hydrogen was finalised. The testing validated that the engine can be operated with pure hydrogen. In 2023, we will continue with the third phase of testing. We developed four technology concepts for utilising ammonia as engine fuel. Validation and improvement of selected concepts will continue in 2023. | This target is part of the 'Set for 30' commitment published in October 2021. In 2021, work towards the target started with ammonia and hydrogen testing. The next steps are under development. |
PRODUCTS AND SOLUTIONS: Next DF pilot installation – Reduce methane slip by more than 50%, leading to greenhouse gas emission reductions of 10% from the current Best Available Technology (BAT) level. Schedule: 2022 | The first Next DF pilot installation was in operation on one of the four Wärtsilä 31DF engines onboard the M/S Aurora Botnia. The methane slip reductions are measured by the VTT research institution as part of an EU funded GREEN RAY project. The target was achieved. | Wärtsilä proceeded with the laboratory testing and validation of a new combustion concept, which includes advanced closed loop combustion control, for our dual fuel (DF) engines. The concept achieves a 50% reduction in the amount of unburned fuel in the exhaust gas (methane slip) compared to today's technology, whilst also improving efficiency and load taking capability at part load. The next and final step of the validation process will be field validation of the Wärtsilä 31DF engine installed on the M/S Aurora Botnia. |
PRODUCTS AND SOLUTIONS: Complete the first power-to-X and X-to-power demonstrator project. Schedule: 2023 | Pre-engineering of the Vantaan Energia project was completed. The project will be handed over to the customer in 2023. Wärtsilä also participates in the H-Flex-E project, which aims to demonstrate the complete chain of Power-to-X-to-Power capabilities based on green hydrogen by 2025-2026. | A pre-engineering contract for a project with Vantaan Energia was signed and the project is under execution. |
PRODUCTS AND SOLUTIONS: Enable greater deployment of renewables with an energy storage project capacity totalling 1,000 MWh. Schedule: 2022 | In 2022, the deployed energy storage project capacity totalled 545 MWh, while the order intake was in excess of 2,118 MWh. The target was not achieved. | In 2021, the deployed energy storage project capacity totalled 205 MWh, while the order intake was in excess of 3,000 MWh. |
ENHANCING SAFETY, WELLBEING AND DIVERSITY | ||
| TARGET | STATUS 2022 | STATUS 2022 |
ENHANCING SAFETY: Reach the long-term goal of zero injuries. Schedule: Long-term target | The corporate lost time injury frequency rate (LTIF) was 1.58, and the total recordable injury frequency rate (TRIF) 2.57. 2022 was the final year of implementing the 4-year Xcel Safety 2022 programme, which resulted in a total 37% reduction in LTIF and 47% reduction in TRIF. Wärtsilä also prepared a new safety programme 'Success through safety' for 2023-2026. | The corporate lost-time injury frequency rate (LTIF) was 1.55 (target 1.60), representing a 23% improvement (2020: 2.03). Implementation of the Xcel Safety 2022 programme progressed, including continuation of the front-line Champions in Safety training programme and initiation of the equivalent training for Wärtsilä leaders. The Safehands campaign was delivered resulting in a 50% reduction in hand injuries compared to 2020. The theme of Safety Day 2021 was Every Step Matters, which highlighted the importance of avoiding slips, trips, and falls. A remarkable increase in the reporting of preventive safety measures was recorded: the number of management safety walks increased by 44%, and near miss/hazard reporting by 3% compared to 2020. |
ENHANCING SAFETY: Establish a contractor EHS (environmental, health & safety) compliance programme including requirements, implementation, consultation, auditing, measuring, target setting, and reporting. Schedule: 2022 | A cross-business project team actively co-ordinated the development and initiation of the contractor EHS compliance programme in 2022. Concrete outcomes were an improved contractor EHS assessment process, which will be introduced in 2023, as well as enabling contractors to take the Wärtsilä health and safety online training. In 2023, the EHS compliance programme will be incorporated into Wärtsilä´s 'Success through safety' programme. The target was partially achieved. | Contractor EHS was a focus area within the management system audit during 2021. A cross-business project team was formed to co-ordinate the development and initiation of the contractor EHS compliance programme. |
ENHANCING SAFETY: Implement an enhanced safety philosophy at the Smart Technology Hub. Schedule: 2022 | The STH was inaugurated in 2022. Work station safety has been
continuously developed and further improved together with the
cooperation of the personnel. Manual handling of components has been
minimised and occupational, chemical, and fire safety precautions have
been taken into use. The focus has been on training and the induction of
the personnel, and implementing the 100% Safety concept. The target was partially achieved. | The new facilities are designed to support an optimal flow of materials and safe operations at all times. The production automation level has been increased in all areas, and safety was improved by minimising the manual handling of components. To enable an enhanced safety mindset, the focus has been put on training and the induction of personnel moving to the Smart Technology Hub. The 100% Safety concept is being implemented – we focus on doing work safely all the time and learn from safety success. The leaders' commitment to this is emphasised by increased safety communication during meetings and safety walks. To further improve the adoption of the new safety concept, increased attention will be given to the visualisation of safety in the new facilities. |
WELLBEING AND DIVERSITY: Achieve an employee engagement index above 80%. Schedule: 2023 | The latest Wärtsilä global engagement survey, MyVoice, was conducted in April-May 2022 with an employee engagement index score of 80%. | The latest Wärtsilä global engagement survey, MyVoice, was conducted in October 2020 with an employee engagement index score of 72.7%. |
WELLBEING AND DIVERSITY: Personnel development – reach 100% Development Discussion completion rate. Schedule: 2023 | By the end of 2022, altogether 99% of the company’s employees had completed development discussions. | By the end of 2021, altogether 91% of the company’s employees had completed development discussions. |
WELLBEING AND DIVERSITY: Diversity – increase the share of females in the workforce to 20%. Schedule: 2023 | In 2022, the share of female employees was 17%. | In 2021, the share of female employees was 17.4%. |
WELLBEING AND DIVERSITY: Reach equal pay for males and females as specified (100%). Schedule: 2023 | During 2022, females earned 103% of the average male salary*. *Based on active employees, converted into 1FTE (full-time equivalent, 100% working time), excluding trainees and top management
| During 2021, we achieved 100% equal pay for males and females*. *Based on active employees, converted into 1FTE (full-time equivalent, 100% working time), excluding trainees and top management |
ACTIVE AND RESPONSIBLE MEMBER OF SOCIETY | ||
| TARGET | STATUS 2022 | STATUS 2021 |
Achieve a Code of Conduct training coverage of 100% to ensure commitment to the Code of Conduct throughout the organisation. Schedule: 2022 | As at the end of 2022, the Code of Conduct training
coverage was 96% of all employees. The target was not achieved. | As at the end of 2021, the Code of Conduct training coverage was 94% of all employees. |
Prepare new content for the ethical discussions programme Schedule: 2022 | The new ethical discussions programme was
postponed to 2023. The target was not achieved. | The planning of a new programme started during 2021 with the identification of new themes. |
Launch of an enhanced anti-corruption training programme Schedule: 2022 | Development of the contents of the e-learning
module were completed by the end of 2022. The
launch of the e-learning took place in January 2023. The target was achieved with a slight delay. | In 2021, the anti-corruption policy was reviewed. The enhanced training programme will be planned and launched during 2022. |