Sustainable Development Report 2019

Employee Training & Evaluation The activity of MYTILINEOS in different sectors gives rise to different training needs, while offering to employees a wide range of knowledge and affording them the opportunity to develop management and problem resolution skills, as they are daily confronted with new local and international challenges. The Company's vocational training and development program continued in 2019, aimed at improving the employees' profes- sional skills and capabilities required to cope with the current and future business challenges as well as their personal life. In particular, €406,322 was invested for the implementation of 59,794 trainingman-hours (2018: 43,950) increased by 30.4% , compared to the respective number of hours in 2018. The Company's training program, which was attended by 80.5%of its direct employees , focused primarily on the fol- lowing six key areas, which absorbed nearly 96%of the total number of training hours : 1. Occupational Health & Safety 2. Job training within the department (In-business training) 3. Technical training 4. Development of skills and personal capabilities (increase by 338% from2018) 5. IT training and 6. Training in internal procedures and management systems. As regards the skills management programs, 8 in-house pro- grams (accounting for 668 training man-hours) and 52 external 5. Percentage on the total number of direct employees. The corresponding percentage for employees who met the conditions to be included in the annual performance appraisal process (ie those working in the Company for less than 6 months, as well as special categories of employees based on role / object) reaches 93% increased by 13% from 2018. Moreover, the employee performance evaluation procedure was continued in 2019, in accordance with the Company's uniform evaluation system, with almost 56%5 of employees fromall categories of personnel participating in this procedure . The Performance Management System is under review, with the aim of achieving, in 2020, its optimized and differentiated imple- mentation with regard to a number of key points. The objectives of the Performance Management System are the following: • To support the implementation of the strategy through individ- ual, measurable goals, • to enhance the employees' understanding of the Company's expectations (quantitative results) and of the skills required of them, • to provide the framework for productive discussions on perfor- mance and developmental feedback, • to empower Team Leaders to reward high performance, reinforce the people's engagement and contribute to the corporate results. Workforce data (Direct employees) Average trainingman-hours per employee [GRI 404-1] Percentage of employees who received a performance evaluation review [GRI 404-3] 2017 2018 2019 2017 2018 2019 Analysis / gender Total 22.7 21.6 24.55 80.8% 72.9% 56.0% Men 24.4 22.6 26.14 80.6% 76.6% 59.3% Women 13.1 13.5 17.32 82.3% 55.6% 40.9% Diversity & Equal opportunities The provision of an environment of equal opportunities, where all employees enjoy the same rights and are treated fairly and according to the abilities that they have in order to respond to their assigned roles, is a core value of MYTILINEOS. In addition, the Company, faithful to its commitment to apply best practices Diversity of MYTILINEOS' Governance bodies and personnel categories [GRI 405-1] 2017 2018 2019 Board of Directors Men 87.5% 81.8% 80.0% Women 12.5% 18.2% 20.0% <30 years old 0.0% 0% 0.0% 30 – 50 years old 0.0% 27.3% 20.0% >50 years old 100.0% 72.7% 80.0% Executive Committee Men 83.3% 83.3% 83.3% Women 16.7% 16.7% 16.7% <30 years old 0.0% 0.0% 0.0% 30 – 50 years old 33.3% 33.3% 33.3% >50 years old 66.7% 66.7% 66.7% Executives Men 77.3% 81.2% 82.2% Women 22.7% 18.8% 17.8% <30 years old 4.3% 2.4% 0.0% 30 – 50 years old 75.7% 68.2% 70.6% >50 years old 19.2% 28.8% 29.4% Employees of nationality other than Greek - 9.4% 2.5% Administrative employees Men 68.4% 64.6% 65.8% Women 31.6% 35.4% 34.2% <30 years old 10.1% 11.5% 15.9% 30 – 50 years old 66.4% 67.7% 65.4% >50 years old 23.4% 20.7% 18.7% Employees of nationality other than Greek - 6.6% 2.7% Workers and technical staff Men 98.0% 97.5% 98.4% Women 2.0% 2.5% 1.6% <30 years old 13.5% 11.8% 10.3% 30 – 50 years old 74.2% 74.7% 73.8% >50 years old 12.3% 13.5% 15.9% Employees of nationality other than Greek - 5.3% 4.0% Other significant Social issues Analysis/ employee category Executives 23.7 32.6 24.45 80.1% 78.8% 48.2% Administrative employees 15.8 14.5 16.70 91.5% 62.4% 48.8% Workers and technical staff 27.0 24.5 29.05 82.8% 80.5% 64.0% programs (accounting for 6,910 training man-hours), were imple- mented with the participation of 626 employees. The individual objectives of these programs were to develop and improve skills in specific areas such as: Training of trainers, Effective Coaching, Best Negotiation Techniques, Human Resources Management, Change Management, Effective Meeting Techniques, improving customer service team leadership, skills and knowledge improvement, and reminding employees of Safety Instructions. [GRI 404-2] of Corporate Governance, intends to apply the Diversity principle (the basic parameters being, inter alia, gender, age, experience, skills and knowledge) in the composition of its Board of Directors, its senior executives force and in its direct employees, where feasible. With the main part of the company's activity involving a heavy industry, the participation of women and young employees in employment (proportionally and in accordance with the speci- fications of each activity sector) are the main issues in promoting equal opportunities and diversity at the workplace. 131 130

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