We want to be a good and reliable employer

We believe in the market’s long‑term growth, and to meet future demand, we have invested heavily in capacity expansion. The fab expansion, commissioned in the first half of 2025, is expected to create significant employment opportunities in Vantaa, enabling us to offer a wide range of career and development opportunities in the future as well.

We want to be a reliable and stable employer. Although demand for our end products and the market situation fluctuates, thanks to long-term contracts and flexibility in our forecasting and operations, we have been able to offer a stable workplace. We have avoided measures to reduce the workforce for more than 15 years.

Our goal is to provide our personnel with good development opportunities. We pay special attention to onboarding and actively encourage on-the-job learning. All our personnel groups receive encouraging pay, which is always based on the complexity of the work tasks.

We have defined a set of objectives for promoting occupational wellbeing, which we have strived to improve over a longer period of time. We focus on maintaining a great team spirit through various means. This can be seen through, for example, long employment periods.

We regularly collaborate with personnel representatives and develop new collaboration models as our working environment improves. The employees have the right to join and form trade unions.

In 2025, the average number of personnel was 689 (658). At the end of the year, we had 687 (673) employees. Majority of the personnel works in Finland and we also have personnel in the US, Japan, Germany, France and Singapore.

Read more about current developments related to our people in our Sustainability Report.

We are committed to promoting Equality and Non-Discrimination

We welcome everyone in our work community as they are and promote equality and diversity. We all play an active role in creating an environment where diverse backgrounds and viewpoints are considered and valued. Together, we create an inclusive culture where individual differences, experiences, and capabilities contribute to our business success. We offer equal opportunities for everyone, regardless of ethnic background, color, age, gender, sexual orientation, gender identity or its external expression, country of origin, disability, pregnancy, religion, political affiliation, union membership, military service history, genetic characteristics, marital status, or any other personal characteristic. We pay equal wages for equal roles, performance, and competence, and we support employees in various life situations. We comply with the equality and non-discrimination policy, which includes measures to promote equality and non-discrimination, and we agree on their implementation, responsible persons, resources, information, and monitoring.

What this means in practice:

• We cherish the potential of diversity for greater innovation and problem-solving.
• We promote equality, non-discrimination, transparency, and fairness within the organization.
• We provide sincere and constructive feedback to foster development and address grievances.
• We break down prejudices and work together to build a stronger Okmetic.
• We resolve conflicts openly and honestly, and if necessary, seek help from supervisors or HR.

We have prepared an equality and non-discrimination plan in accordance with the obligations set out in the Equality Act and the Non-Discrimination Act. Human Resources prepares the equality and non-discrimination plan. The plan is discussed by the equality and non-discrimination working group every two years, together with shop stewards, occupational safety representatives, and employers. Okmetic’s Executive Management Group has approved the Equality and Non-Discrimination Plan and is committed to its implementation and to the equal treatment of all personnel and personnel groups. We do not tolerate any kind of inappropriate or unequal behavior, discrimination, or treatment contrary to human values. We have set policies and processes to intervene whenever we detect violations.

What objectives we have:

• Career advancement and diversification of work tasks: We will ensure that everyone has a fair and equal opportunity to apply for and be selected for more demanding or diverse positions. Everyone at Okmetic is notified of open positions equally when the decision is made to hire. When possible, career aspirations expressed in development discussions are taken into account during the selection for new positions.
• Equal pay for work of equal value: We monitor the total pay ratio between different genders, the distribution of job requirements, and the distribution of personal salary shares.
• Elimination and prevention of harassment and discrimination: We have guidelines for anti-harassment and instructions for employees on how to act if they notice inappropriate behavior. Supervisors have been trained on how to intervene and resolve cases of inappropriate behavior, harassment, and discrimination.