UPM-Kymmene

UPM-Kymmene Corporation was established in autumn 1995 when Kymmene Corporation and Repola Ltd with its subsidiary United Paper Mills Ltd announced their merger. The new company, UPM-Kymmene, officially started its operations on 1 May 1996. The history of our company goes back to the origins of the Finnish forest industry. Our family tree’s oldest roots can be found in Finland, in Valkeakoski and Kuusankoski. Our predecessors Aktiebolag Walkiakoski and Kymmene Ab were established in 1871 and 1872, respectively. Many significant Finnish forest industry companies such as Kymi, United Paper Mills, Kaukas, Kajaani, Schauman, Rosenlew, Raf. Haarla and Rauma-Repola have been merged into the current UPM Group along the years. We now deliver renewable and responsible solutions and innovate for a future beyond fossils across six business areas: UPM Biorefining, UPM Energy, UPM Raflatac, UPM Specialty Papers, UPM Communication Papers and UPM Plywood. As the industry leader in responsibility we are committed to the UN Business Ambition for 1.5°C and the science-based targets to mitigate climate change. We employ 18,700 people worldwide and our annual sales are approximately EUR 10.2 billion. Our shares are listed on Nasdaq Helsinki Ltd. UPM Biofore – Beyond fossils. www.upm.com Mission: We are committed to leading the integration of the bio and forest industries on the path to a sustainable, innovation-driven future. Responding to global challenges is never an easy task, but we firmly believe that we can make a meaningful contribution. Our Biofore strategy guides us in this mission, with the UPM Code of Conduct as the cornerstone of everything that we do. Our values — Trust and be trusted, Achieve together and Renew with courage — are important to us. They make up the compass that guides us on our way towards a future beyond fossils. Developing a diverse and inclusive workplace It is important to employ people with different competences, backgrounds and experiences and of different genders, ages and nationalities to bring together multiple views and improve decision-making and business success. UPM regularly reviews its diversity status and defines intent for each business and function. Diversity and inclusion are included in the regular management team self-assessments. Inclusive behaviour is integrated into key UPM leadership development programmes and emphasised in UPM Code of Conduct training. We are also committed to developing a diverse and inclusive workplace through the Finnish Diversity Charter. To further develop inclusive leadership and culture, UPM started a dialogue with management teams in 2019 and this work continues in 2020 and beyond. Workshops have shown that diversity is often simplified as a gender, nationality or age issue, but there are many invisible factors in each individual’s background, such as work history, personal experiences, language and so on. There are stereotypes, prejudices and personal experiences that may be difficult to recognise, but which affect our decisions and behaviour. However, diversity without inclusion will not improve performance in the way that is expected of diverse teams. Discrimination in the workplace can take many forms. We aim to develop our working environment and local conditions to ensure diverse and inclusive working environment.