How our workforce adds business value
Our employees drive innovation, execute strategy, maintain operational excellence, ensure regulatory compliance, and build stakeholder trust.
Ensuring employees can enhance their skills keeps our organization agile amid market, technological, and regulatory shifts, supporting our smoke‑free future and building capabilities essential for sustained competitive advantage.
Prioritizing a safe and supportive work environment helps reduce absenteeism and turnover while fostering engagement, teamwork, and creativity. This stability in our workforce translates directly into operational efficiency, institutional knowledge retention, and the ability to execute complex, long-term strategic initiatives.
Promoting fairness and inclusion strengthens our ability to meet evolving labor expectations. Organizations with strong reputations as employers of choice attract higher‑quality talent, reduce recruitment costs, and reinforce trust among investors, regulators, and communities.
Why is “Our workforce” a strategic priority?
Strategic approach
Managing our workforce is a shared responsibility across PMI. People & Culture (P&C) provide strategic direction while leaders and employees actively shape our workplace and align people‑focused initiatives with business objectives to foster an environment where everyone can thrive.
This collective commitment is reflected in our ongoing efforts to assess workforce needs, implement targeted programs, and maintain open, transparent communication—ensuring our initiatives remain relevant, effective, and responsive to both current and future challenges.
Our strategy focuses on proactively developing human capital to meet evolving business needs, attracting and nurturing early‑career talent, and empowering employees to grow their careers with purpose in an inclusive environment. These endeavors are supported by foundational factors such as safety, mental health, fair compensation, inclusive culture, and open social dialogue.
Local P&C teams ensure employees understand their rights, and as a global company, we have the duty to ensure that our entire workforce is treated fairly, respectfully and in line with our principles.
We encourage employees to speak up about employment-related concerns through their supervisors, P&C teams, our Ethics & Compliance function, or our helpline. See our page on upholding business ethics and integrity for more information about our Speaking Up program and Compliance investigations.
Our policies
These publicly available documents are complemented by additional internal policies, including our Talent Management and Development policy, Workplace Integrity policy, and Global Non-discrimination and Anti-Harassment policy, Health, Safety, & Security Policy, global Third-Party Workforce Guidelines, Volunteering policy, as well as internal guidelines and standards to guide operational activities.
2030+ aspirations
Human capital
- Continue to ensure 100 percent of our employees earn at least a living wage.
- Maintain EQUAL-SALARY certification through 2030.
- Maintain less than 5 percent average turnover of senior roles filled through recent hires or promotions within the last two years.*
- Maintain a three-year-average internal development rate for managerial roles at 80-90 percent.*
Wellbeing, health & safety
- Maintain a Wellbeing Index score at 80 percent or above until 2030.*
- Achieve <0.1 integrated total recordable incidents rate (per 200,000 hours worked) to 2030.*
- Ensure 100 percent coverage of ISO 45001 certification of our entities in scope.1
We will begin reporting performance toward newly established targets (marked with an asterisk) in our next annual Value Report and will provide methodological details in our Non-financial KPI Hub1. Scope covers manufacturing facilities producing more than three billion cigarette equivalents or more than 0.5 billion unit equivalents (pieces or pouches).
This online content about our Value Report should be read in conjunction with PMI’s Value Report 2025. 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 2025 or reflect the status as of December 31, 2025. 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 unit, 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 "About this report" on page 3 of the PMI’s Value Report 2025 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 142. In PMI’s Value Report 2025 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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