This report provides the statutory gender pay gap information for METLEN Energy & Metals’ relevant employees in the UK as of 5 April 2025, in line with the UK Gender Pay Gap Reporting Regulations.
As of 5 April 2025, the Group had 280 relevant employees in the UK, comprising:
Relevant employees were divided into four equally sized quartiles based on hourly pay:
In accordance with UK government Gender Pay Gap reporting guidelines, the bonus figures presented reflect payments made in the 12 months leading up to the snapshot date of 5 April 2025. As a result, the reported bonus data pertains exclusively to bonuses awarded for 2023 performance and does not represent the expanded bonus scheme implemented from 2024 onward. For additional context, if bonuses distributed in May 2025 were included, the proportion of male employees receiving bonuses would increase to 8.9%, while the proportion for female employees would rise to 4.5%.
The gender pay gap within the organisation is a direct consequence of how men and women are distributed across various roles and levels of seniority. Notably, a larger percentage of men hold more senior positions, which significantly influences both the mean and median hourly pay gap figures reported. This imbalance in representation at higher levels is a key factor driving the disparities observed in pay outcomes.
METLEN places a strong emphasis on fostering gender diversity throughout every tier of the organisation. The company acknowledges that achieving balanced representation at varying levels of seniority plays a crucial role in shaping gender pay outcomes. By prioritising the advancement and inclusion of women across all positions, METLEN seeks to address disparities and create a more equitable workplace for everyone.
In 2024, the Group introduced the METLEN grading system—a robust job classification framework designed to enhance transparency and consistency in how roles are evaluated across the organisation. This initiative serves as a cornerstone for supporting career development and shaping pay-related decisions within every department and level. By implementing well-defined criteria and streamlined processes, the grading system actively seeks to reduce gender disparities in both career progression and compensation, paving the way for more equitable outcomes over time.
METLEN continuously reviews its progress and refines its strategies to strengthen gender representation and further advance pay equity. Through regular assessment and improvement, the organization strives to foster a workplace culture where inclusivity and equity are not just aspirations, but realities experienced by all employees.
Moreover, METLEN has established gender equality targets at Group level, to be achieved by 2030:
These commitments are supported by a range of Group-level initiatives aimed at strengthening diversity and improving gender representation across the organisation, as set out in the Sustainability Statement (ESRS S1 section) of the Annual Integrated Report.
The analysis for the purposes of this Gender Pay Gap Report covers 280 employees who were active on the snapshot date and employed in the legal entities MYT_GBR – MYTILINEOS SA Branch Office United Kingdom and EGN_LIM – METKA EGN Limited United Kingdom.
