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.
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.
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.
