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 labor balance are strengthened based on the needs of each group of employees. With the assessment of the Double Materiality 2025, the following emerged as significant impacts related to the above challenge:

• Workplace safety incidents
• Managing and monitoring of working conditions
• Fair treatment and equal opportunities in the workplace
• Secure employment
• Continuous investment in human capital

See more in the  Company's Annual Report 2025.

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 collaborates with the General Division of 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 organizational structures, which include teams and sustainability officers in each Business Unit and core subsidiary. Those responsible for each ESG thematic pillar work with central and local management teams, ensuring coordination, monitoring of progress and providing technical guidance, with the aim of systematically integrating the principles of sustainable development across the Company's full range of activities.

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

Through these mechanisms, METLEN ensures the integration of sustainability considerations into its operational strategy and day-to-day operations, enhancing long-term value creation for all stakeholders.

See more in the  Company's Annual Report 2025.

METLEN promotes a work environment of equal opportunities, with respect for human and labor rights, through an extensive framework of policies and practices that enhance the inclusion, transparency, safety and development of its human resources. It focuses on the continuous upgrading of working conditions, the prevention of discrimination and harassment, as well as ensuring health and safety for all employees,  based on international standards and certified systems.

METLEN applies an integrated and systematic approach to managing the impacts and risks associated with its human resources. Focusing on enhancing the work experience, promoting diversity, and ensuring equal pay, the Company utilizes 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): supports the implementation of consistent job evaluation principles and enhances equal treatment and equal pay for work of equal value.
• Employee engagement and dialogue actions: these are used to identify and prioritize issues related to working conditions, skill development, and the overall employee experience.
• Leadership and skills development programs: targeted initiatives for the development of executives and the strengthening of leadership competencies are implemented through training pathways and development programs.
• Initiatives to enhance diversity and inclusion: structured spaces for dialogue and exchange of experience are created with the aim of enhancing the participation and representation of different groups of workers.
• Continuous training and development of human resources: professional development and employee empowerment actions are implemented, with the aim of enhancing skills and creating long-term development opportunities.

See more in the  Company's Annual Report 2025.

METLEN's human resources strategy focuses on creating a modern, safe and inclusive work environment, with a focus on developing skills, enhancing organizational culture, and maintaining high health and safety standards.

The key objectives of the strategy include:

• The development of a common approach to human resource management practices and the strengthening of leadership skills at Group level.
• The cultivation of a culture of continuous learning, development and professional development.
• The promotion of diversity, equal opportunities and a participatory culture.
• Maintaining high levels of health, safety and well-being of employees.
• Enhancing employee engagement and experience through systematic monitoring of relevant indicators.

Indicative results of the implementation of actions and initiatives in 2025 include:

• 8,537 employees in total in the Group at the end of 2025 (2024: 7,627).
• 90.9% of the total workforce is full-time employees.
• Implementation of the new METLEN Job Model (MJM) job categorization framework in all Sectors and Central Services, creating a common human resources management framework and linking to employee development policies.
• 135,416 total hours of training for direct employees, with continuous investment in skills development, safety culture and enhancement of professional development.
• Implementation of actions for diversity and inclusion, including the Employee Pulse Survey with the participation of 517 employees, as well as specialized training and leadership development programs.
• Achieved 87% participation in the Employee Engagement Survey, exceeding the 75% participation target.
• Maintain zero fatalities and continue to implement proactive risk management and incident analysis mechanisms to continuously improve health and safety.

See more in the  Company's Annual Report 2025.