MYTILINEOS HOLDINGS | 2014 Sustainability Report - page 64-65

MYTILINEOS Holdings Sustainability Report
2014
60
For MYTILINEOS Group, the provision of an environment of equal oppor-
tunities, where all employees enjoy the exact same rights and are treat-
ed fairly and according to the abilities that they have in order to respond
to their assigned roles, is a core value. The climate of equality in the
Group is founded on the respect for individuality, coupled with the devel-
opment of organisational structures that create an inclusive work envi-
ronment for all employees without exception. With the utmost respect
for the personality of every individual, the Group follows the internation-
ally accepted practices in all geographical regions and countries where
it operates, ensuring that decisions on matters such as recruitment,
compensations, promotions, professional training, retirement as well
as the termination of employment contracts, are based exclusively on
impartial criteria and are not connected to any form of discrimination.
As most of the Group's activities are in the heavy industry sector, the
participation of women in employment and the advancement of young
employees (proportionately and always in accordance with the require-
ments in each activity sector), are key issues in the promotion of equal
opportunities in its work environment.
The efforts to promote equal opportunities are ongoing and are reflect-
ed both in the employment percentages for women, as well as in the
number of young people (under 30 y.o.) hired in 2014.
7.6 Equal Opportunities & Diversity
*Group personnel data (excluding supervised employees)
2013
2014
Group Governance Bodies
Men
89.0%
86.7%
Women
10.3%
13.3%
<30 y.o.
0.0%
0.0%
30-50 y.o.
15.4%
26.7%
>50 y.o.
84.6%
73.3%
Ethnic minorities
0.0%
0.0%
PWD
0.0%
0.0%
Executives
Men
84.0%
84.6%
Women
16.0%
15.4%
<30 y.o.
8.7%
7.9%
30-50 y.o.
68.8%
67.9%
>50 y.o.
22.5%
24.2%
Ethnic minorities
0.0%
0.0%
PWD
0.0%
0.0%
Administrative employees
Men
71.6%
69.3%
Women
28.4%
30.7%
<30 y.o.
11.3%
11.2%
30-50 y.o.
68.0%
67.5%
>50 y.o.
20.7%
21.3%
Ethnic minorities
0.4%
0.0%
PWD
0.4%
0.4%
Technical & Labour personnel
Men
98.1%
97.8%
Women
1.9%
2.2%
<30 y.o.
20.6%
17.7%
30-50 y.o.
67.4%
71.7%
>50 y.o.
12.0%
10.6%
Ethnic minorities
0.4%
0.1%
PWD
0.0%
0.0%
Employment of women in the Group
companies increased by
13,9%*,
while their
corresponding share in the Management of
the Group companies increased by
29%
.
Women
accounted for
18.3%
of total
recruitment.
People <30 y.o.
accounted for
43.2%
of total
recruitment.
Energy
Sector
Women in positions
with extended responsibilities*, by activity sector
23.4%
Corporate
Centre
EPC
Projects
Sector
Metallurgy
& Mining
Sector
6%
16.3%
20%
ομιλος μυτιληναιοσ κοινωνικος απολογισμος
2014
61
From its establishment to this day, the history of MYTILINEOS Group has
been interwoven with the economic growth of Greece and especially of
the Greek periphery.
This has been a constantly evolving effort that takes various forms,
all of which hinge on the Group's commitment to understanding and
responding to the concerns of local communities through the open
dialogue processes it applies, as far as possible. Moreover, fully aware
of the significant work carried out by the Local Authorities, the Group -
through its subsidiaries - is sharing its know-how and expertise with
them and, through collective effort, builds partnerships that bring benefits
withmultiplier effects, create added value and strengthen social cohesion.
In 2014, the Group’s direct and diverse social contribution activities were
founded, once again, on the following five (5) key pillars:
1.
Bolstering local employment
The Group's traditional commitment to recruiting employees
primarily from the local communities, where its subsidiaries,
operate translated into a share of
87.6%
of our total workforce in
2014.
2.
Development of the local economy
A principle shared by all Group subsidiaries in meeting their needs
is to give priority to local suppliers (according to needs and specific
characteristics and irrespective of the corresponding share of their
total purchases budget). During 2014,
43.6%
of the total purchases
budget of the Group's subsidiaries represented outlays to suppli-
ers in Greece.
3.
Creation of adequate income
The employee compensation systems that the Group applies in
all its subsidiaries take into account the market situation and are
combined with benefits over and above the statutory ones and
those provided under agreements based on collective bargaining,
where applicable, enabling our employees to fully cover their
needs and to balance their professional and family obligations.
4.
Annual Sponsoring & Donations plan
The value of the Group's sponsorships plan for 2014
grew by
12.3%
to €852.000 and covered a broad range of social issues.
7.7 Social Contribution
Sponsorships & Donations by activity sector (2014)
Metallurgy & Mining Sector
Arts & Culture
Sports
NGOs, Associations & Societies
EPC Projects Sector
Energy Sector
Corporate Centre
Local Government
Education
Stengthening Entrepreneurship
Metallurgy & Mining Sector
Arts & Culture
Sports
NGOs, Associations & Societies
EPC Projects Sector
Energy Sector
Corporate Centre
Local Government
Education
Stengthening Entrepreneurship
37.8% 49.7%
31.1%
21.6%
16.3%
11.1%
6%
13.9%
9.3%
3.2%
Group personnel breakdown according to special indicators of diversity, by employment category
*Percentages of the total number of
executive staff in each activity sector of
the Group.
Categories of Sponsorships & Donations (2014)
(G4-LA12)
(G4-SO1)
(G4-EC9)
1...,44-45,46-47,48-49,50-51,52-53,54-55,56-57,58-59,60-61,62-63 66-67,68-69,70-71,72-73,74-75,76-77,78-79,80-81,82-83,84-85,...90
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