Hydro had 18,894 employees at the end of 2010, a decrease from 19,249 in 2009. The reduction was primarily a result of restructuring processes initiated in 2008 and 2009 as well as the NOK 300 per metric ton aluminium cost-saving program in our primary metal business.
We see the importance of maintaining our position as an attractive employer. New employees are offered essential training, to better understand the organization and their work tasks, and to gain the required competence within health, security, safety and environment.
After the closing of the Vale transaction in February 2011 Hydro has about 23,000 employees. We have more than 4000 employees in each of Germany, Brazil and Norway. Sixty seven percent of our employees are in Western Europe. In the U.S. we have 1500 employees and about as many in Asia and Australia combined. We emphasize diversity with regard to nationality, culture, gender and educational background, when recruiting and forming management teams and other working groups. Women are represented in most business area and sector management teams, and we are aiming at further diversity at all levels.
An example is our extrusion business. The business area has 9,500 employees, and its top management consists of 54 leaders. This includes all members of sector management teams as well as the managing directors of strategic units. These 54 leaders represent 16 nationalities. Nine - or 17 percent - are women. Women comprise 50 percent of Extrusion Eurasia's sector management team and one-third of sector management in Extrusion North America. It is our ambition to increase the total proportion of female leaders even more.
In 2010, around 100 new employees were recruited to the Norwegian part of the organization, compared to 70 in 2009 and 450 in 2008. Of these, 20 percent were women in 2010, compared to 21 percent in 2009. Fifteen percent of Hydro's employees globally, but excluding the U.S., are women, compared to 19 percent in our Norwegian part of the organization.
We are continually adjusting working conditions so that all employees, regardless of their operability, have the same opportunities. The principle of equal terms is prioritized in recruitment, job promotions and individual development. An example is our rolling mill in Grevenbroich, Germany. Some positions are reserved for disabled employees, and accessible work places are adapted for both employees and apprentices.
All employees shall be secured a total salary that is fair, competitive, and in accordance with the local industry standard. Only relevant qualifications such as performance, education, experience and other professional criteria shall be taken into account when making appointments, or when providing training, settling remuneration and awarding promotion. There are no significant gender-pay differentials for employees earning collectively negotiated wages in Norway. Salary conditions in the Norwegian business are reviewed on a regular basis. No significant general gender-related differences have been found. See also Note 11 for further information on our compensation system.
After two tough years for Hydro's employees, we acknowledge their efforts to strengthen the company's performance in a new economic setting. We are also glad to welcome nearly 4000 competent Brazilian employees.
