Equal opportunities

Providing equal opportunities without discrimination, in accordance with the main axes of the MYTILINEOS Human Rights Policy.

These risks include inequalities that mainly concern education and training, the provision of remuneration, as well as the provision of opportunities for employee development. Such risks can affect employee morale and productivity, while pay inequalities can hinder the retention of skilled employees and may jeopardize the Company's reputation as a responsible employer.

The MYTILINEOS Human Rights Policy includes the Company’s commitment to equal opportunities, zero tolerance of abusive or inappropriate behavior, fair treatment, gender equality and respect for the confidentiality of personal data (GDPR). In 2021, priority was given to the collection and analysis of data from the different Business Units to deepen the understanding of these issues, with the aim to formulate an action plan with the primary purpose of informing and training the MYTILINEOS Executives. Indicative initial studies and ongoing actions are mentioned below:

• Apart from the Code of Business Conduct and the Human Rights Policy in which there are explicit references to non-discrimination at work, MYTILINEOS evaluates existing human resources policies and will develop new ones, with the aim to promote, among others, equality at work.

• MYTILINEOS reviews the policies of Human Resources, such as the Human Resources Search, Selection and Recruitment Policy and the Training and Development Policy in order to ensure the provision of Equal Opportunities.

• In 2021, the scope and framework for the development of the Diversity, Equal Opportunities & Inclusion Policy, which is under development, was reviewed.

• Upon completion of the training on psychosocial risks at work, in the context of actions to promote mental health, Executive training is planned to be conducted by specialized associates on unconscious bias at work.

• The United Nations Women's Empowerment Principles (UN WEPs) are being studied and implemented and MYTILINEOS is scheduled to register as a member.

• On an annual basis, analysis and evaluation of salary grades is carried out in order to identify areas where we may need to intervene in the short and long term to reduce the pay gap between men and women. The goal is for the analysis and the creation of an action plan to be completed by the end of 2023.

• GRI Standards
• SASB Standards
• UN Global Compact