Sustainability targets

Our sustainability targets express our focus areas and provide information on Wärtsilä’s performance. They are set under three long-term focus themes:

  1. Towards carbon neutrality: Decarbonisation in our operations, and the products and solutions we deliver.
  2. Enhancing safety, diversity and wellbeing: Driving safety as a top priority and creating wellbeing for our employees, business partners, and the societies we engage with.
  3. An active and responsible member of society: Being a responsible company with high ethical standards, and engaging with key stakeholders to enhance sustainability.

TOWARDS CARBON NEUTRALITY

TARGET

STATUS 2023

STATUS 2022

STATUS 2021

OWN OPERATIONS
To become carbon neutral in own operations.

Schedule: 2030

During 2023, we were able to reduce our CO2 emissions by 21,300  tCO2e compared to the previous year, which is in line with our target.

The main contributors to reducing our greenhouse gas (GHG) emissions were purchasing green electricity and reducing emissions from R&D and factory engine testing.

The main measures taken to reduce greenhouse gas (GHG) emissions were the purchase of green electricity in Europe, kicking off country-specific CO2e 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 including a carbon neutrality goal, which is based on a company-initiated analysis that identified the key measures for reaching the goal.

A detailed implementation plan and timeline will be set in 2022.

OWN OPERATIONS
Reduce energy consumption by at least 7% from 2015 levels in terms of absolute consumption (GWh). 

Schedule: 2025

By the end of 2023, energy savings of 14.0 GWh were achieved, representing 47% of the final 2025 target.

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

In 2023, the development of concepts for pure hydrogen continued throughout the year. A concept will be selected for further industrialisation in 2024, aligned with requirements from the Energy business.

Also during 2023, the development and validation of ammonia concepts continued. One of these concepts was industrialised for the Wärtsilä 25 Ammonia marine engine, which was released for sales at the end of 2023.

Moreover, Wärtsilä launched four additional methanol marine engines.

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.

 SOLUTIONS
Complete the first power-to-X and X-to-power demonstrator project.

Schedule: ​2026

Wärtsilä participates in the H-Flex-E project, which aims to build a Power-to-X-to-Power system in Vaasa, Finland.

The system will use renewable energy to produce green hydrogen to be stored and reprocessed.

In 2023, pre-engineering work was conducted to support the environmental permitting process. 

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.

ENHANCING SAFETY, WELLBEING AND DIVERSITY

TARGET

STATUS 2023

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 1.59, and the total recordable injury frequency rate (TRIF) 2.62

We recorded a 40% increase in the number of management safety walks compared to 2022.

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. 

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 number of management safety walks increased by 44%, and near miss/hazard reporting by 3% compared to 2020.

WELLBEING AND DIVERSITY Achieve an employee engagement index above 80%.

Schedule: 2023

The latest Wärtsilä global engagement survey, MyVoice, was conducted in 2022 with an employee engagement index score of 80%. The next survey will be conducted in autumn 2024. 

The latest Wärtsilä global engagement survey, MyVoice, was conducted in spring 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

Development Discussion completion rate by the end of 2023: 100% of the company’s employees.

Development Discussion completion rate by the end of 2022: 99% of the company’s employees.

Development Discussion completion rate by the end of 2021: 91% of the company’s employees.

DIVERSITY
Diversity – increase the share of females in the workforce to 20%.

Schedule: 2023

Share of female employees: 17.6%.

Share of female employees: 17.0%.

Share of female employees: 17.4%.

WELLBEING AND DIVERSITY
Reach equal pay for males and females as specified (100%).

Schedule: 2023

During 2023, 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

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

TARGETSTATUS 2023STATUS 2022STATUS 2021

Achieve a Code of Conduct training coverage of 100% to ensure commitment to the Code of Conduct throughout the organisation.

Schedule: Continuous target

As at the end of 2023, the Code of Conduct training coverage was 93% of all employees.

As at the end of 2022, the Code of Conduct training coverage was 96% of all employees.

As at the end of 2021, the Code of Conduct training coverage was 94% of all employees.