49
T
he provision of an environment of equal op-
portunities, where all employees enjoy ex-
actly the same rights and are treated fairly and
according to the abilities that they have in or-
der to respond to the roles they have been as-
signed, is a core value for our Group. At the
same time, the climate of equality is founded
on the respect for individuality, coupled with
the development of organisational structures
and procedures that embrace and build on di-
versity, creating an inclusive work environment
for all employees without exception.
With the utmost respect for the personality of
every individual, we follow the internationally
accepted practices in all the regions and
countries where we operate, ensuring that de-
cisions on matters such as recruitment, pro-
motions, professional training, retirement
but also the termination of contracts, are tak-
en based only on unbiased criteria and are not
connected to any type of discrimination,
such as on grounds of gender, age, national-
ity, race, colour, religion, language, mental or
physical disability, opinion, health status,
sexual orientation, family status, social status
or political affiliation of employees. As the
greatest part of our activities are in the heavy
industries sector, the participation of women
in employment and the advancement of
young employees (proportionately and always
in accordance with the requirements in each
one of our activity sectors), are key to the pro-
motion of equal opportunities in our work en-
vironment.
It should be mentioned that since the estab-
lishment of our Group, no incidents of dis-
crimination have been reported in the plant fa-
cilities or in the administrative premises of our
subsidiaries to this day. Moreover, in 2013:
We doubled the participation of women in
the Management of the Group’s companies
to 10.3% currently.
We increased to 16% the women's share
of our total Executives.
The Group's training programmes in 2013
were attended by employees of all age
groups and by women employees.
We increased the average training hours for
women to 18 hours per year, up from 10.5
in 2012.
6.10 EQUAL OPPORTUNITIES & DIVERSITY
6.11 FREEDOM OF ASSOCIATION
GROUP PERSONNEL BREAKDOWN
ACCORDING TO SPECIAL INDICATORS OF
DIVERSITY, BY EMPLOYMENT POSITION
Men
Women
<30 y.o.
30-50 y.o.
>50 y.o.
Employees from ethnic minorities
Employees with a Disability (PWD)
TOTAL
PERSONNEL
88.0%
12.0%
16.9%
67.8%
15.4%
0.3%
0.1%
GROUP
GOVERNANCE
BODIES
89.0%
10.3%
0.0%
15.4%
84.6%
0.0%
0.0%
EXECUTIVES
84.0%
16.0%
8.7%
68.8%
22.5%
0.0%
0.0%
ADMINISTRATIVE
EMPLOYEES
71.6%
28.4%
11.3%
68.0%
20.7%
0.4%
0.4%
TECHNICAL
& LABOUR
PERSONNEL
98.1%
1.9%
20.6%
67.4%
12.0%
0.4%
0.0%
GROUP PERSONNEL BREAKDOWN
ACCORDING TO SPECIAL INDICATORS
OF DIVERSITY, BY GENDER
Men
Women
EMPLOYEES
<30 Y.O.
14.2%
2.6%
EMPLOYEES
30 - 50 Y.O.
58.4%
9.4%
EMPLOYEES
>50 Y.O.
13.7%
1.7%
EMPLOYEES
FROM ETHNIC
MINORITIES
0.3%
0.1%
EMPLOYEES WITH
A DISABILITY
(PWD)
0.1%
0.0%
I
n the current adverse economic climate, a
key prerequisite for the stability of our
Group’s business units is the protection of
labour rights and especially the respect for
the freedom of association and for the right
of our employees to participate in strikes. Fur-
thermore, all Group Companies recognise the
employees' right to trade-unionism, i.e. the
right to establish unions, to participate in
them and to enter into collective negotia-
tions. During 2013, no areas were identified
and no incidents were reported involving a
threat to or a violation of these rights. This
is the result of the application of a specific
social negotiation process, whose funda-
mental prerequisite is the commitment of our
subsidiaries’ Management and employees to
the detailed arrangements on social and
labour issues, taking into consideration the
rights and interests of both sides.
In the Metallurgy & Mining sector and the
Construction & EPC Projects sector, the in-
stitution and functioning of Employees’
Unions and their close collaboration with the
representatives of the Management help
safeguard the interests (financial, work-related
and insurance-related) of employees and
guarantee the continuation of their acquired
rights and their improvement in terms of qual-
ity and quantity.
In particular, the Management of ALUMINIUM
S.A. holds consultations with the official Em-
ployees’ Union within the framework de-
fined by the following: (a) Equality and respect
for the interests of both parties, (b) compli-
ance by both parties and by their representa-
tives with the statutory provisions and with
