2018 Highlights
LTIFR across Severstal reduced to 0.95
billion roubles
Invested in occupational health and safety initiatives
49 462
Severstal’s average headcount
Employee engagement across Severstal (increased 3% from 75% in 2017)
Of training undertook employees undertook in average

2018-2025 Health and Safety Objectives

  • By 2025, reduce LTIFR by 50% compared with 2017 and eliminate all work-related fatalities with our personnel1
  • By 2025, ensure all businesses achieve ISO 45001 certification

[1] Though the stated target of zero fatalities refers to our own staff, Severstal also requires all its business partners to respect the highest standards of health & safety and environmental sustainability in their work with our company. Please view the Code of Business Conduct of the Severstal Group of Companies.


Annual remuneration of executives, including CEO, consists of the following two parts: a fixed salary and a variable part known as a bonus. The bonus is based on performance against individual targets and the Company’s financial and operational KPIs among which there are safety results.


8 enterprises of Severstal are certified with OHSAS 18001 (Cherepovets Steel Mill, Karelsky Okatysh, Olcon,  Izhora Pipe Mill, Severstal-SMC–Vsevolozhsk, Severstal Distribution, SPB-Giproshakht, Severstal-Proekt) that covers c. 76% of employees.

Social Activities Implemented in 2018

  • Health and Safety

    • A positive trend in APS audits reached
    • Ensured 100% reach of our corporate knowledge assessment and training system among line managers— at least 3,700 people and extend these practices to suppliers
    • Severstal Russian Steel: rolled out corporate certification of contractors
    • Severstal Russian Steel: increased engagement of OHS coordinators
    • Vorkutaugol: installed Strata comprehensive safety system (air and gas monitoring, dust and gas explosion protection, miner location, etc.)
  • Human Resources

    • Completed specified mandatory Top 100–4000 management training programmes per schedule. Design and a launch of a support programme for the launch of Severstal’s new business strategy and new corporate culture, Achieve More Together 2.0
    • Completed the Efficient Department Management Programme
    • Researched and deployed new training formats and forms: simulators, video training courses, complex skill development simulators, training bot
    • Supportted further development of marketing and sales professionals: develop a training catalogue for online sales department, establish a new School of Experienced Sales Managers programme
    • Continued HR development: design and launch the new HR Academy development programme. Continue the Best Practices webinar series
    • Support for Severstal’s innovative culture through the development of competence models for the Technical Development Centre and other functions / employees involved in the innovations process
    • Support, training and development of Top 100–4,000 managers in Vorkutaugol, Karelsky Okatysh and Olcon business units
    • Training Yakovlevskiy Mine managers and employees in the basics of Severstal’s corporate culture and work standards
    • Development and pilot launch of support systems for high potential employees
    • Deployment of new feedback format across the whole company (360 Degrees, Quick Feedback)

Videos on Social Activities

Diversity Programmes

Severstal Leadership Programme

Our unique Severstal Leadership Programme trains new graduates and young professionals to become Severstal’s future leaders. Participants gain practical experience working with Severstal’s Business System, in operations, finance, and purchasing or sales for two years, with the goal of becoming one of Severstal’s TOP 100 executives within five to seven years. In 2018, we received 2,200 applications for the second and third streams of the programme from more than 100 universities worldwide. We selected 20 young professionals with high leadership potential. At the end of 2018, we assessed participants from the first and second streams of the Leadership Program, who presented projects that demonstrated their own development and had made a positive contribution to Severstal.

Learn more


Severstal prohibits discrimination based on nationality, race, ethnicity, gender, age, sexual preference, marital or social status, religious views, disability and other characteristics in recruitment and career development, including job postings, during the selection processes, promotion, remuneration, training and benefits. We respect diversity and inclusion and promote them at all our workplaces.

Severstal Women’s Club

In September 2017, we established Severstal Women’s Club. This offers our female employees advice, training and development opportunities to help overcome legacy gender inequality issues in the industry. 

In 2018, there took place several meetings of the Club, at which participants discussed issues of building a successful career without damaging the family, spoke on role models of a successful woman, learnt personal stories of women who achieved a lot in the company. The Club is headed by Agnes Ritter, a Technical Director of PAO 'Severstal' and a member of the Board of Directors. She particiapted in a conference of a business community Women’s Leadership Forum 'Gender Diversity' and presented the company's experience in a panel discussion 'Women's Clubs Resources in Corporations'.

Prohibition of forced and child labour

Use of child and forced labor and human ttrafficing is strictly prohibited in Severstal and among its suppliers. We expect our contractors and their employees to act in accordance with our Code of Business Conduct, Human Rights Policy and our expectations of suppliers.

Support to people living with disabilities

Severstal actively facilitates integration and enforcement of social potential of people living with disabilities. Strating 2016, Severstal has supported the professional competition for people living with disabilities - 'New profession, new victory'. Its primary objective is professional rehabilitation and social adaptation of people with disabilities. It is run by the 'Quality of Life' fund and supported by the Government of Moscow. In 2018, 96 people took part in the programme, 61 of whom got employed. Severstal has become one of 18 enterprises providing employment opportunities under the framework of the project. Three of participants following the project were employed by Severstal. Severstal also became the laureate of the competition due to our mentoring programmes. Severstal will continue cooperation with funds, employment services, and educational facilities to find the most motivated and ambitious employees among people living with disabilities.