Own workforce

METLEN prioritizes the creation of a safe, fair and supportive working environment, constantly investing in its people. Through a strong framework of targeted policies for equality, diversity and workers' rights, the absence of violations, child or forced labor is ensured. At the same time, training, health protection and work balance are strengthened based on the needs of each group of employees. According to the assessment of the double materiality 2024, the following emerged as significant impacts related to the above challenge:

• Managing and monitoring working conditions
• Development of measures for fair treatment and equal opportunities
• Secure Employment
• Continuous investment in human resources
• Safety incidents at work and their consequences
• Occupational health & safety incidents and their consequences

See more in the  Company's Annual Report 2024.

METLEN has established a comprehensive governance framework for the management of sustainability issues, which is integrated into the Company's core decision-making and oversight processes. The role of the Management is clearly defined and ensures continuous supervision and strategic guidance on sustainability issues.

In particular, the Sustainable Development Committee, as a committee of the Board of Directors, is responsible for monitoring the implementation of the sustainable development strategy, approving relevant policies and monitoring the Company's ESG performance. The Committee meets regularly and cooperates with the Directorate-General for Corporate Governance and Sustainable Development, which plays a crucial role in coordinating all sustainability issues within the Company. The governance of sustainability issues is supported by specially defined organisational structures, which include teams and sustainability officers in each Business Sector and a key subsidiary. ESG thematic pillar managers work with central and local management teams, ensuring coordination, monitoring progress and providing technical guidance, with the aim of systematically integrating the principles of sustainable development across the Company's range of activities.

At the same time, METLEN applies a systematic due diligence approach to manage actual and potential significant sustainability impacts, risks and opportunities. This approach is based on the international guidelines for responsible business conduct and includes: identification and impact assessment processes, setting targets, action plans, monitoring mechanisms, taking corrective actions, consulting stakeholders and promoting value chain partnerships.

Through these mechanisms, METLEN ensures that sustainability issues are integrated into its business strategy and day-to-day operation, enhancing long-term value creation for all stakeholders.

METLEN promotes an equal opportunities working environment, with respect for human and labour rights, through an extensive framework of policies and practices that enhance the inclusion, transparency, safety and development of its human resources. It focuses on continuously upgrading working conditions, preventing discrimination and harassment, and ensuring health and safety for all workers,  based on international standards and certified systems.

METLEN applies an integrated and systematic approach to managing the impacts and risks related to its human resources. Focusing on enhancing work experience, promoting diversity, and ensuring equal pay, the Company uses tools such as Employee Engagement Surveys and satisfaction questionnaires to identify and prioritize the needs of its human resources.

Examples of actions:

• Job Model (MJM): Promotes gender equality and equal pay for work of equal value
• Hierarchy Workshops: Identify and prioritize issues related to working conditions and skills development
• LeadME Leadership Academy: Offers a comprehensive educational experience that combines an eLearning approach from the Harvard Manage Mentor, interactive discussion circles, and training workshops aimed at empowering the Company's future executives
• Enterprise Leadership Development: Design of a specialized program "Operational Leadership Development" for the highest levels of the Company with the participation of senior executives
• The "Women in Industry" workshop: Dialogue and feedback on specific issues through the perspective of women employed in a male-dominated sector of heavy industry

See more in the  Company's Annual Report 2024.

METLEN's HR strategy has two main objectives:

1. a) the creation of a harmonised approach and understanding of management practices to build common leadership capacities, and
2. b) the cultivation of a culture of continuous learning and development throughout the Company.

Specifically:

1. Strengthening gender equality at all hierarchical levels
2. Retention of full-time employees at least 90%
3. zero accidents, serious accidents, and occupational diseases

In 2024, METLEN made significant initiatives in the field of human resources, strengthening education, equity and safety. Through the new job categorization model "METLEN Job Model", greater transparency in remuneration was ensured, while the implementation of training programs and leadership actions strengthened the skills of 4,766 employees. The company's commitment to health and safety is confirmed by zero accidents, increased inspections, as well as man-hours of training. At the same time, it proceeded to an intensive performance evaluation with universal coverage of staff grades and systematically monitored pay equality. Finally, it strengthened its transparency and reporting mechanisms, maintaining its commitment to the defence of human rights and organisational integrity.

Indicatively, the main results of the implementation of the actions and initiatives include:

• 1,338 total new hires.
• 25% of women in the relevant workforce.
• 84.9% retention rate of full-time employees.
• 474 new jobs in all Branches of Business Activity of the Company and 67 quality internship and vocational training positions.
• 98.9% of employees covered by a Health & Safety Management System (ISO 45001-2018).
• Zero accidents and serious injuries directly to employees for another year.
• Implementation of an extensive range of audits with 577 internal and 310 external audits on Occupational Health and Safety issues.
• Investment of 95,999 man-hours in training programs, in which 87.4% of employees participated, while increasing the relevant expenditure by 71%.
• Significant increase (88%) in man-hours of training on Occupational Health and Safety issues (32,061 hours), strengthening the preventive framework in the overall global activity.
• Training on cybersecurity and information security with the participation of more than 4,000 employees, with a success rate of up to 95%.
• Universal participation in the performance evaluation (4,674 people) with full coverage of all levels.
• Zero human rights violations according to the registration systems maintained.

See more in the  Company's Annual Report 2024.