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Diversity, inclusion and anti-discrimination


Nokia cultivates a globally diverse workplace culture of respect across six continents. We believe that a diverse workforce is our platform for greater innovation, superior organizational performance, and delivering excellent service to our customer. We believe in the power of global sharing of ideas and culture.

We do not tolerate discrimination in any way, shape, or form. We prohibit discrimination based on any personal attribute such as race, ethnic origin, color, nationality, disability, religion, age, gender, sexual orientation, gender identity, characteristics, or expression, in all employment practices, including recruitment, promotions, training, and pay levels. Nokia has a strong focus on developing diverse talent across the organization. This includes pay practices which are regularly reviewed to align pay with performance, experience, and skills required for every position. In 2016, awareness raising on diversity which we included in training material to HR and managers during the annual salary review process, created a foundation for renewed success in this focus area.

Diversity within Nokia Board of Directors and Group Leadership team

At Nokia, Board diversity consists of a number of individual elements, including gender, age, nationality, cultural and educational backgrounds, skills, and experience. For Nokia, diversity is not a static concept, but rather a relevant mix of required elements for the Board as a whole that evolves with time based on, among other things, the relevant business objectives and future needs of Nokia. Board diversity is treated as a means of improvement and development rather than an end in itself. At the end of 2016, the gender balance of the Board was 75% male and 25% female. We aim to have representation of 40% of both genders in our Board by January 1, 2020.

Gender Balance

In 2016, Nokia’s President and CEO Rajeev Suri shared Nokia’s ambition to have a gender balance that reflects the world around us and a workplace where both men and women have an equal opportunity to succeed in every function and at every level. The Gender Balance Steering committee headed by Mr. Barry French, Executive Vice President, Marketing, Communications and Corporate Affairs, is driving an holistic action plan starting with awareness, and over 1900 leaders and managers were trained on gender balance topics in 2016.

Integration of people with disabilities / disabled people

It is Nokia policy to provide a reasonable accommodation to qualified persons with disabilities to enable them to perform the essential functions of their job. We run a number of programs to ensure equal opportunities for disabled persons.

Commitment to broader nondiscrimination

We are partnering with our Employee Resource Groups in their engagement to raise awareness and contribute to Nokia’s culture of Diversity, Inclusion, and non-discrimination. Nokia employees hosted the Veterans Day Observance, celebrated the Asian-Americans Heritage Month, Hispanic Heritage Month, and African-America History Month. These celebrations gathered speaker panels, and diverse activities.