Foster an empowered and inclusive workplace

Our employees are drivers of innovation and the ambassadors of our purpose. We aspire to provide meaningful and fair employment, opportunities to grow, and a workplace that champions well-being and inclusion.

 

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Our 2025 Roadmap goal

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FOSTER AN EMPOWERED AND INCLUSIVE WORKPLACE

Nurture a fair and inclusive culture that promotes the continuous development of our employees.

Key performance indicators to track our progress

Nurture a fair and inclusive culture that promotes the continuous development of our employees
In 2024, 33.8 percent of senior roles were held by women and we continued to harness the variety of nationalities in our workforce to drive our success. In addition we sustained our efforts to offer learning and development opportunities: by the end of 2024, 75 percent percent of our global workforce had access to structured lifelong learning offers.
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See full performance metrics

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Learn more about PMI’s Sustainability Index in our Integrated Report 2024. See the full performance metrics and related footnotes here.

The right thing to do

Equitable and fair employment conditions are beneficial to societal harmony and well-being and are central to a sustainable and prosperous future.

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The right thing to do

Equitable and fair employment conditions are beneficial to societal harmony and well-being and are central to a sustainable and prosperous future. Effective professional development opportunities ensure that employees can pursue professional opportunities and contribute meaningfully to our business and society.

By ensuring that all people who work with us enjoy a safe and healthy work environment, and by attending to their physical and mental well-being, we can positively impact their lives beyond the workplace.

Moreover, by ensuring an equitable and fair workplace—essential to unlocking social and economic development—we instill in our people a sense of belonging and purpose. This can have positive spillover effects outside of our organization and sets an example for corporate best practice.

The business case

Our long-term business success relies on our people - on the dedication, talent, and passion they bring to work.

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The business case

Our long-term business success relies on our people—on the dedication, talent, and passion they bring to work. Accordingly, it is essential for us to provide a fair and inclusive workplace that upholds good working conditions and labor rights, protects the health and safety of employees, promotes well-being, and offers opportunities to grow, upskill, and improve their employability. As a global company, we harness the value that varied nationalities in our workforce bring to our business, contributing to our success, reflecting our diverse consumers’ evolving expectations.

As our company continues to rapidly transform, appreciating the value of human capital becomes key. Investing in our people and enhancing their skills, knowledge, and experience by providing meaningful opportunities helps us to attract, onboard, develop, and retain talented individuals who can contribute fully to our company’s smoke-free vision. Furthermore, we strongly believe that an inclusive culture improves decision-making, innovation, customer orientation, and employee satisfaction.

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Our progress in 2024

Read more in our Integrated Report
Related articles, case studies, and videos
Work colleagues talking in an open-plan office

Culture & Diversity at PMI

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Driving change in Greece through Open+

My name is Yiorgos Kostarelis

and I am OPEN+ Manager at Papastratos.

To understand what OPEN+ is,

let's imagine we are sitting in the kitchen of a very expensive restaurant.

Let's imagine we have very good materials, the best chefs,

the best machinery and the best recipes.

The question is if this is enough to make the best food.

The obvious answer is no.

We need a method. How exactly are we going to implement a recipe?

We need certain instructions on how we clean a machine at the end of a shift

or how we maintain that machine.

Or how we onboard a new chef in our restaurant, how we train them.

The tools, the processes, the settings,

the ways in which we need to maintain our machinery,

they are many.

We have people who can make structured decisions, autonomously.

And not only that, they know how to integrate these decisions

in the entire production process and how their colleagues will benefit from that.

We call this entire system in PMI OPEN+

and I am responsible for its development at the factory in Greece.

 

Related reports, policies, and documents

Code of Conduct

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Human Rights Commitment

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Environmental, Health, and Safety (EHS) Manufacturing Commitment

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Sustainability KPI protocol 2024

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Looking ahead

In 2025, we are building upon the foundations of the PMI DNA—a commitment of our shared values and the culture we aspire to—to embrace growth as a mindset. By embodying our DNA, we aim to create an environment where individuals can unlock their full potential every day—empowering them to shape the future together while also ensuring we have the talent and leadership readiness required to drive our smoke-free vision forward.


This includes fostering a culture of continuous feedback, encouraging employees to co-pilot their development, driving individual growth, and equipping our people managers with the leadership and business acumen they need to inspire and support their teams effectively. In parallel, we are placing a further emphasis on building critical capabilities in the U.S. business to meet unique market needs and opportunities.


By continuously listening to our employees’ voices and prioritizing these actions, we aim to increase the time our employees dedicate to learning—strengthening their skills and enhancing their employability. Growth at PMI is more than career advancement—it is a shared commitment to unlocking our individual and collective potential, ensuring long-term success for our people and business.


In 2025, we also plan to finalize the roll out of our third-party workforce guideline, and to continue to increase the coverage of the third-party worker population in our management system.

Safety is not a task, but a mindset to be embraced across our organization. We have embedded clear methodologies, procedures, and robust controls in our factories, offices, and fleet aimed at ensuring that our employees and others onsite stay safe. These measures are comprehensive and multifaceted, designed to address a wide range of potential hazards and risks associated with our operations. We are committed to creating a safe and secure environment for our employees and all individuals on-site. Our dedication to safety is unwavering, and we continuously strive to enhance our practices to ensure the well-being of everyone involved in our operations.

This online content about our Integrated Report should be read in conjunction with PMI’s Integrated Report 2024. This report includes metrics that are subject to uncertainties due to inherent limitations in the nature and methods for data collection and measurement. The precision of different collection and measurement techniques may also vary. This report includes data or information obtained from external sources or third parties. Unless otherwise indicated, the data contained herein cover our operations worldwide for the full calendar year 2024 or reflect the status as of December 31, 2024. Where not specified, data comes from PMI financials, nonfinancials, or estimates.

Unless explicitly stated, the data, information, and aspirations in this report do not incorporate PMI’s wellness and healthcare business, Aspeya. Regarding the Swedish Match acquisition, completed late 2022, unless otherwise indicated, this report includes information pertaining to its sustainability performance. Please also refer to "This report at a glance" on page 2 of the PMI’s Integrated Report 2024 for more information. Aspirational targets and goals do not constitute financial projections, and achievement of future results is subject to risks, uncertainties and inaccurate assumptions, as outlined in our forward-looking and cautionary statements on page 206. In PMI’s Integrated Report 2024 and in related communications, the terms “materiality,” “material,” and similar terms are defined in the referenced sustainability standards and are not meant to correspond to the concept of materiality under the U.S. securities laws and/or disclosures required by the U.S. Securities and Exchange Commission.

 

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