Diversity, inclusion and belonging

Diversity in Hydro includes our unique identities, such as age, culture, ethnicity, gender, sexual orientation, mental, cognitive and physical abilities, education, and professional background. By bringing together and leading diverse perspectives, we create a culture where every contribution matters, helping us make better decisions and achieve stronger, lasting success. 

Why diversity, inclusion and belonging?

Hydro’s approach to diversity, inclusion and belonging (DIB) is deeply rooted in our values of Care, Courage and Collaboration. We believe in people and the impact every individual can have on our company’s success. Our goal is to make Hydro a place where the best talent wants to work and where people choose to stay.

Talent markets in our key regions are tightening. To succeed in our ambitious strategy, we need access to the best and brightest minds regardless of their background because limiting our talent pool would inhibit our efforts to stay competitive in a global economy.

We are committed to making employment decisions based on qualifications and the needs of the company. We believe that fostering an inclusive culture is essential for attracting and retaining the best talent. We aim to create an environment where all employees can be their authentic selves, be respected, can thrive and contribute.

As a global aluminium and renewable energy company operating in more than 40 countries, we recognize that our legal obligations vary based on location. We take our core values seriously and are committed to upholding our DIB approach while complying with applicable laws wherever we operate. As such, we diligently apply our DIB strategy as required by local laws and regulations.

We are committed to creating a sense of belonging and business value by embracing different experiences and perspectives, and unlocking individual potential everywhere we operate.

Our 2030 strategy

Hydro is a diverse company with a global presence. We want to create a sense of belonging and business value by embracing differences and unlocking individual potential. We will do this by closing any inclusion gaps between employee groups, as per our Inclusion Index measured every two years in our employee survey, and by fostering inclusive leadership throughout our organization.

Our workforce consists of:

• 100+ nationalities
• 42 countries
• 24% women
• 40% of employees under 40 years old
• 30% of employees above 50 years old

Three key levers have also been identified:

• Providing inclusive workplaces in all our sites
• Empowering underrepresented groups, especially through employee networks and resource groups
• Being considered an inclusive employer and brand by promoting inclusive communication and recruitment processes

Our DIB strategy focuses on all diversity aspects

Some examples of how we empower and include these demographic groups: 

• Global parental leave policy, regardless of gender and family constellation)
• DIB trainings and workshops for leadership teams and employees
• DIB Celebration Days: globally celebrated awareness campaigns on March 8 (International Women’s Day), April (Inclusion of Cultural, Racial and Ethnic Diversity), June (Pride Month), October 10 (World Mental Health Day) and December 3 (International Day for the Inclusion of Persons with Disabilities)
• Inclusive language guides
• Women’s networks, i.e. Women in Operations Network (WON)
• Mental Health Allies program
• Increasing representation of women in our workforce

For further details, the latest Hydro Annual Report can provide additional data.