Human Rights & Equal Opportunities

Metlen operates on the basis of its long-standing commitment to zero tolerance of the violation of Human Rights that materializes both by the non-participation (direct, passive or silent) of the Company in relevant violations, and by avoiding any transaction and contact with third parties, in the countries in which it operates, that may have caused or there are reasonable grounds to suspect that they may participate in the creation of conditions that may cause violations of Human Rights; in accordance with the main pillars of Metlen' Human Rights Policy, the “Code of Professional Ethics” and the “Code of Conduct for Suppliers/Partners”.

Metlen is committed to the first 6 Principles of the UN Global Compact, based, inter alia, on the internationally recognized principles of the protection of Human Rights as set out in the International Declaration of Human Rights (UDHR). The specific commitment of Metlen regarding the control and publication of the impact in this field, as well as the Codes of Professional Conduct and Suppliers/Partners addressed to all hierarchical levels of the Company and to suppliers/partners, promote the respect and protection of Human Rights and working conditions, reducing the likelihood of incidents in its work environment.

Effects

Existing positive effects

The Company, based on its control mechanisms, to date does not record incidents of violation of the rights of its employees, nor the rights of its local communities, while at the same time it does not participate in any form of child or forced labor (including modern slavery). The relevant policy of the Company enhances the promotion of respect and protection of Human Rights, both within its internal environment and in its sphere of influence. The provision of a working environment of equal opportunities is a basic practice of Metlen, as formulated in the Company's "Human Rights Policy" and is associated with medium and long-term positive effects such as the strengthening of corporate culture with the elements of diversity and equality, the observance of meritocracy and equal treatment in the selection of personnel regardless of special characteristics.

Potential negative impacts

Due to the size of Metlen, its different business activities, its international presence in countries with developing economies, a potential negative impact on human rights, including equal opportunities and diversity, is identified, which may arise under certain circumstances, within the large number of its business partners and suppliers, due to possible shortages, incomplete or ongoing procedures, policies, codes of conduct or due to a different culture, as well as other parameters such as (stereotypical perception, mentality, beliefs, customs) depending on the country of activity, etc.), so the control of the faithful implementation of the protective and preventive framework of the Company against violation phenomena, becomes of primary importance and a constant goal to be achieved.

Human rights

• Metlen monitors relevant labour legislation, including reports on respect for human rights, working conditions and child labour, and is in full compliance with collective and relevant international conventions.
• The Company's direct employees are covered by business or collective labor agreements where applicable, and participate through their representatives in health and safety committees.
• The Company, through the basic mechanism for reporting violations of the Code of Professional Conduct and the Code of Conduct for Suppliers / Partners that it implements, enables its employees and its suppliers / partners to express any concerns and incidents of violation of Human Rights.
• Regarding its activity in developing countries, Metlen takes all necessary measures to uphold legality.
• Regarding its activity in developing countries, Metlen takes all necessary measures to uphold legality.
• The first round of formal evaluation, launched in 2022, of key suppliers on sustainability issues, including the protection of Human Rights, continued.

Equal opportunities

• Metlen constantly evaluates existing HR policies in order to formulate new ones where necessary in order to enhance equality at work.
• A training program was implemented for a total of 18 Metlen executives on issues of unconscious bias, as well as ways of cooperation and interaction in order to create a culture of open communication.
• In the Metallurgy Sector, awareness programs were carried out to avoid sexual harassment and violence at work, as well as any other form of discrimination.
• Metlen hosted the 1st meeting of the Peer Learning Group held in September 2023, at the Company's headquarters, which was also attended by executives from other companies, during which the relevant initiatives of the Company regarding the empowerment of women and their development to positions of responsibility were presented.
• On an annual basis, salary brackets are analysed and evaluated in order to identify areas that need corrective action in the short and long term to eliminate the pay gap between men and women.
• An interactive workshop entitled "Women in Industry" was also implemented, with the participation of 92 women from different departments of the Society, aiming both at networking and exchanging ideas between them on topics.

• Special training for its executives, through the e-learning process, on the topic of Human Rights, where 322 employees follow the 211 employees in 2022, for the respect of freedom of association, the elimination of any form of forced or compulsory labor, the recognition and elimination of child labor and the elimination of any discrimination related to the workplace and employment.
• Continuous monitoring and recording of any discrepancies, but also taking immediate measures in case of incidents that could challenge it. Through the extension of this approach, in 2023, 15 cases of organizational behavior were recorded in the Group's companies outside Europe, which were immediately investigated with seriousness and dedication and appropriate corrective actions were taken.
• In 2023, the employment of employees with disabilities in METLEN is recorded.
• The process of a comprehensive evaluation of the Company's organizational structure has begun, with the main finding being the need to change the existing job classification in order to lead to a new classification, adequately reflecting the details of their responsibilities and responsibilities, thus ensuring fairness and equal pay.
• In revenue-generating divisions, the percentage of women in the Company's Executive Staff increased by 1% to 23%.
• No areas were recorded where deficiencies were observed that could jeopardize the protection of Human Rights in the Company's activities.