Employment

Policies and commitments

MYTILINEOS is committed to the development, management and retention of human resources, through the implementation of practices that promote an inclusive working environment, offering equal opportunities and respecting Human Rights, in accordance with the main pillars of MYTILINEOS’ Corporate Social Responsibility Policy and its Human Rights Policy which sets out the basic principles relating to respect for human rights and establishes the framework for the management of employment.

MYTILINEOS also embraces and fully integrates the internationally accepted principles of the UN Global Compact into its practices, within which Working Conditions are highlighted as a specific area of commitment, namely the support of freedom of association and the recognition of the right to collective bargaining, the complete avoidance of all forms of forced or child labour, as well as the elimination of discrimination in employment and labour.

In parallel, in 2021 the Company undertook the revision of its recruitment policy and procedure, which was fully implemented in 2022. Its purpose is to ensure that meritocracy and equal treatment are observed in the selection of personnel, with decisions being based on the candidates' abilities and suitability to the requirements of each position, as well as optimal leverage of employees’ potential with regard to their professional development and career prospects within the Company.

In 2022, the design and approval flow of the Violence and Harassment at Work Policy was completed, in order to take effect from the beginning of 2023. The policy aims to create a work environment free of violence and harassment, which respects and safeguards human dignity. The policy concerns employees, associates, apprentices, trainees, former employees and job seekers, etc. and is fully in line with labour legislation (Law No. 4808 / 2021).

At the same time, the Internal Complaints Management Policy for incidents of violence and harassment has been designed in such a way so that there are secure and easily accessible communication channels for the submission of complaints, to facilitate the immediate, timely and impartial handling of such incidents while at the same time ensuring respect for human dignity, confidentiality and protection of the personal data of the affected and reported persons.

Impacts and major risks

Impacts

Actual positive impacts

The preservation of existing jobs and the orientation towards the creation of new ones is a strategic Company choice in order to achieve its growth in all sectors directly or indirectly related to its activities. As an employer, MYTILINEOS contributes to one of the most widely accepted social goals, namely the improvement of living standards through full and secure employment and decent work. The working practices applied by the Company comply as a minimum with all applicable legislation and respect the fundamental principles as defined in the International Labour Organization's (ILO) Declaration on Fundamental Principles and Rights at Work. In addition, the development, management and retention of human resources, through the application of inclusive practices, characterised by equal opportunities and respect for Human Rights, in accordance with the main pillars of MYTILINEOS’ Human Rights Policy, has direct positive impacts such as: the high rate of retention of full-time employees, the absence of labour rights violations, the Company's proven growth and competitiveness, its contribution to curbing unemployment locally and nationally, the strengthening of the economy of its local communities and the enhancement of employability in the country's industrial sector.

Potential negative impacts

Changes in the Company's human capital, with consequences on employee productivity and satisfaction, loss of knowledge and expertise, increased inequality in the workplace, and direct implications concerning costs, from the perspective of increased costs of replacing qualified personnel, are identified as factors that may cause short and medium-term negative impacts on the Company's potential limited contribution to the creation of long-term employment opportunities, employee development and retention, and the creation of a non-discriminatory working environment.

Major risks

Increasing labour market competitiveness and worker mobility can lead to the loss of valuable knowledge and experience gained by workers through employment, as well as the loss of the financial investment and time required to train them. The Company may also incur increased costs due to the mobility and need to replace qualified personnel.

Management/Control practices

  • Development of programmes to create a uniform corporate culture based on shared values and behaviours amongst employees.
  • Development of programmes to create a uniform corporate culture based on shared values and behaviours amongst employees.
  • Provision of incentives, both in terms of pay and benefits and in terms of development and growth, aimed at increasing employee engagement and retention.
  • Timely and continuous provision of information to employees regarding changes in structures and processes.
  • Provision of incentives, both in terms of pay and benefits and in terms of development and growth, aimed at increasing employee engagement and retention.
  • Promotion of the Code of Business Conduct to all staff ensuring its comprehension.
  • Recognition of the importance of continuous improvement, healthy and safe employment for all staff and partners with a focus on mental health.
  • Focus on localism, giving priority to recruiting employees from local communities and bolstering local employment both domestically and internationally based on its activity. 
  • Ensuring the flow of information and timely communication.
  • Protection of employees' personal data.
  • Ensuring the elimination of any arbitrary or discriminatory practice.

Effectiveness of the actions

  • 11,1% increase of direct employment.
  • The average length of stay of direct employees in the Company is 8.53 years and concerns 3,210 employees.
  • 12,8% increase of total employment.
  • 20,1% share of women in direct employment.
  • 920 total number of new hires 22% of which were women, while almost 37% of these were young workers under 30 years old.
  • 76 quality internships and vocational training positions.
  • 88,3% retention rate of full-time employees.
  • 82,6% of direct employees employed under an open-ended employment contract, while the low part-time employment rates were maintained in 2022 at 0.7%.
  • 4 out of 10 employees (40.2%) are covered by corporate collective bargaining agreements.
  • The rate of return to work after the end of parental leave was 100%, while the corresponding rate of staying in work 12 months after the end of parental leave was also 100%.
  • 338 new jobs were created, covering needs in all the Company's Business Units.
  • 60 jobs were filled by internal candidates.
  • 8.8% the rate of voluntary departures related to employee mobility (2021: 6.1%), while 1.7% the rate of involuntary departures in 2022 remaining stable compared to the 2021 performance (1.7%).
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