Equal opportunities

Policies and commitments

  • Provision of equal opportunities without discrimination, in line with the key pillars of MYTILINEOS’ Human Rights Policy.
  • Prioritisation of practices that foster an inclusive working environment, promoting equal opportunities and respect for Human Rights, as stated in Corporate Social Responsibility Policy of MYTILINEOS.
  • Review of the Recruitment Policy and Procedure in 2021, followed by full implementation in 2022 to ensure meritocracy and equal treatment in the selection of employees.
  • Completion of the design and approval flow of the Violence and Harassment at Work Policy, within 2022, to take effect from the beginning of 2023, with the aim of creating a work environment free of violence and harassment, which respects and safeguards human dignity.
  • Commitment to the promotion of Reducing Inequalities in the context of the Company's contribution to the Global Sustainable Development Goals (SDGs 5 & 10).
  • Commitment to the 6th Principle of the UN Global Compact regarding the elimination of all forms of discrimination at work.
  • In this context, educational programmes on preventing and combating violence in the workplace are planned for 2023.

Impacts and major risks


Actual positive impacts

The provision of an equal opportunities working environment is a core practice of MYTILINEOS as set out in the Company's "Human Rights Policy" and is associated with medium and long-term positive effects, such as the absence of recorded incidents of discrimination, the strengthening of corporate culture with elements of diversity and equality and the adoption of meritocracy and equal treatment in the selection of personnel regardless of their specific characteristics.

Potential negative impacts

The Company's potentially limited contribution to the mitigation of inequalities, mainly related to gender equality, equal pay, education, and training, as well as the provision of opportunities for the development and growth of human resources, may have short and medium-term impacts on the morale, productivity, and retention of employees, as well as on the Company's reputation as a responsible employer.

Major risks

The risks include inequalities mainly in the provision of pay, education and training, as well as in the provision of opportunities for the development and growth of human resources. Such risks may have an impact on employee morale and productivity, while inequalities in the provision of remuneration may hinder the retention of talented and skilled employees, burdening the Company with increased costs for their replacement, while it may also jeopardise the Company's reputation as a responsible employer.

Management/Control practices

  • Apart from the Code of Conduct and the Human Rights Policy, in which there are explicit provisions for the prohibition of discrimination at work, MYTILINEOS is also evaluating existing HR policies and will formulate new ones in order to reinforce, among other things, equality at work.
  • The HR Sourcing, Selection and Recruitment Policy and the Training and Development Policy, were completed and posted in 2022 for the information of all employees, to ensure the inclusion of Equal Opportunities within them.
  • Following training on identifying psychosocial risks at work, as part of the actions for the promotion of mental health, further training of management executives by specialised partners on the topic of unconscious bias at work was also planned.
  • In the framework of the continuous training and empowerment of the staff of the Human Resources General Division, a special training action was implemented, which aimed at training staff regarding the use of tools and methodologies necessary for the evaluation and empowerment of the Corporate Culture.
  • The United Nations Women's Empowerment Principles (UN WEPs) are being studied and applied, as MYTILINEOS is planning to participate as a member in this voluntary initiative.
  • An analysis and assessment of salary scales is carried out on an annual basis to identify areas that require corrective action in the short and long term to close the gender pay gap.

Effectiveness of the actions

  • 22% the percentage of women in the Company's Executive Team  In the revenue-generating Divisions (2021: 18,3%).
  • 11% the average pay gap between men and women in the category of executive staff, while in the administrative and technical staff, the gap is 28% and 18% respectively.
  • 23.5% and 20.1% the percentage of women in positions of responsibility and in direct employment respectively.
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