Group targets 2022-2024
Explore our targets for the current business cycle.
Group targets 2025-2027
Explore our targets for the upcoming business cycle.
View our targets for the current business cycle and our progress during the last three years. Some targets include our long-term commitments for 2030.
FINANCIAL |
Target | |||
| Revenue growth measured over a business cycle | 8% per annum | |||
| Sustained high return on capital employed by constantly striving for operational excellence and generating growth | ||||
| Earnings as dividends to shareholders | About 50% | |||
CLIMATE AND ENVIRONMENT |
2023 | 2022 | 2021 | Target |
| Reduction in line with the 1.5 degree warming trajectory in CO2e1) emissions (tonnes) from scopes 1 & 2, compared to the baseline 2019 | -38% | -35%2) | -21%2) | -46% by 2030 |
| Reduction in line with the well-below 2 degrees warming trajectory in CO2e1) emissions (tonnes) from scope 3, compared to the baseline 2019 | +28% | +19%2) | +3%2) | -28% by 2030 |
| Significant direct suppliers with an approved environmental management system | 31% | 31% | 31% | Continuous increase |
| Water consumption (m3) in relation to cost of sales3) | 7.5 | 8.4 | _ | Continuous decrease |
| Reused, recycled or recovered waste from internal operations3) | 91% | 92% | _ | 100% by 2030 |
| Projects for new and redesigned products with targets for reduced carbon impact | 95% | 97% | 98% | 100% |
| Group-common methodology for assessing the circulatiry of new or redesigned products | _ | _ | _ | In place by 2024 |
EMPLOYEES |
2023 | 2022 | 2021 | Target |
| Female employees, at year end | 22.0% | 21.6% | 20.9% | 30% by 2030 |
| Employees agree that they feel a sense of belonging at the company 4) 5) | 77 | _ | _ | Above the global benchmark (73, 76 and 72) and a continuous increase |
| Employees agree we have a work culture of respect, fairness and openness 4) | 76 | _ | 76 | |
| Employees agree there is opportunity to learn and grow in the company 4) | 75 | _ | 73 | |
| Employees agree that the company takes a genuine interest in their wellbeing 4) | 74 | _ |
73 | Continuous increase |
| Balanced safety pyramid = more reports of risk observations than near misses, more reports of near misses than minor injuries, and more or equal reports of minor injuries relative to recordable injuries | Yes | Yes | Yes | A balanced safety pyramid |
BUSINESS CONDUCT |
2023 | 2022 | 2021 | Target |
| Employees sign the Group’s Code of Conduct compliance statement annually | 99% | 99% | 98% | 100% |
| New employees participate in the Group's ethics training within 12 months of joining the company, starting 2023 5) | 94% | _ | _ | 100% |
| Employees participate in the Group's biennial ethics training, starting 2023 5) | 99% | _ | _ | 100% |
| Significant suppliers confirm compliance with the Group's Code of Conduct | 90% | 93% | 93% | 100% |
| Significant distributors confirm compliance with the Group's Code of Conduct | 94% | 92% | 87% | 100% |
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View our targets for the upcoming business cycle, including our long-term commitments for 2030 and beyond.
Atlas Copco Group target areas
Finance
Guided by our mission to achieve sustainable, profitable growth, we create lasting value for all stakeholders.
Environment
Guided by a climate transition plan and circular principles, our technology enables the transformation to a low-carbon society.
Social
Guided by our commitment to diversity and inclusion, we cultivate an environment where all employees can thrive, grow and feel a sense of belonging.
Governance
Guided by a strong corporate culture that encourages us to act, we collaborate with business partners to have a positive impact on society.
Guided by our mission to achieve sustainable, profitable growth, we create lasting value for all stakeholders.
Topic |
Key Performance Indicators (KPI) |
Target |
| Financial value creation | Revenue growth measured over a business cycle | 8% per annum |
| Sustained high return on capital employed by constantly striving for operational excellence and generating growth | ||
| Earnings as dividends to shareholders | About 50% |
Guided by a climate transition plan and circular principles, our technology enables the transformation to a low-carbon society.
Topic |
Key Performance Indicators (KPI) |
Target |
Target year |
| Climate | Reduce CO2e emissions (tonnes) from scopes 1 and 2, compared to the base year 2019* | -46% | 2030 |
| Reduce CO2e emissions (tonnes) from scope 3, compared to the base year 2019* | -28% | 2030 | |
| Develop a climate transition plan and set long-term climate targets beyond 2030 for scope 1, 2 and 3 | Plan in place by end of 2026 | 2026 | |
| Projects for new and redesigned products with targets for reduced carbon impact | 100% | Annually | |
| Circularity | Projects for new and redesigned products with applied circularity principles according to internal guidelines | 100% | 2027 |
| Reuse, recycle or recover waste from internal operations | 100% | 2030 | |
| Resource efficiency in sourcing | Increase share of significant direct suppliers with an approved environmental management system | Continuous increase | Annually |
Guided by our commitment to diversity and inclusion, we cultivate an environment where all employees can thrive, grow and feel a sense of belonging.
Topic |
Key Performance Indicators (KPI) |
Target |
Target year |
| Diversity and inclusion | Increase share of women employees* | 30% | 2030 |
| Increase share of women in leadership positions* | 25% | 2030 | |
| Employees agree that they feel a sense of belonging in the company | Above the global benchmark and a continuous increase | Bi-annually | |
| Employees agree we have a work culture of respect, fairness and openness | Above the global benchmark and a continuous increase | Bi-annually | |
| Learning and development | Employees agree there is opportunity to learn and grow in the company | Above the global benchmark and a continuous increase | Bi-annually |
| Safety, health and well-being | Employees agree that the company takes a genuine interest in their well-being | Continuous increase | Bi-annually |
| Decrease number of recordable injuries per million working hours | Continuous decrease | Annually | |
| Community engagement | Enable the continued successful implementation of our employee-driven community engagement initiative Water for All and continue to double-match employee donations | Not applicable | Continuously |
Guided by a strong corporate culture that encourages us to act, we collaborate with business partners to have a positive impact on society.
Topic |
Key Performance Indicators (KPI) |
Target |
Target year |
| Employee commitment | Employees have signed the Group’s Code of Conduct compliance statement | 100% | Annually |
| Employees have participated in the Group’s Code of Conduct classroom training | 100% | Bi-annually | |
| Employees in selected target groups have participated in training in trade compliance and fair-competition | 100% | Alternating years | |
| Business partner commitment | Significant suppliers have confirmed compliance with the Group’s Code of Conduct by signing our Business Partner Criteria | 100% | Annually |
| Significant distributors have confirmed compliance with the Group’s Code of Conduct by signing our Business Partner Criteria | 100% | Annually | |
| Significant direct material suppliers engaged in assessment on environmental, social and governance aspects | Targets (%) to be defined as part of three-year plan target setting | 2027 |
