March 21, 2021 – 01:46
“Being a benchmark in respect of human rights within one’s own sphere of activities” is one of the pillars of the Eramet Group’s Corporate Social Responsibility Roadmap.
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In Eramine South America, people, community relations and a diverse and inclusive organization constitute the key values of the “Cultural DNA”.
“Being a benchmark in respect of human rights within one’s own sphere of activities” is one of the pillars of the Eramet Group’s Corporate Social Responsibility Roadmap, of which the company is a part.
Therefore, 2020 was a year with several concrete advances, such as the company’s First Diversity and Inclusion Conference, joining the Women in Mining Network, with active participation in the book “Mujeres de Nuestro land, women who inspire ”and the making of the end-of-year video with the NGO Helmets Verdes, which favors the inclusion of people with disabilities through university training in environmental care issues.
2021 began with a concrete action for the internal community of Eramine: the extension of paternity leave, and the introduction of accompanying leave.
Paternity leave has been extended to ten calendar days, with two additional days in the case of childbirth or multiple adoption, or a non-first-time father. The accompanying licenses include up to 5 calendar days for procedures in cases of adoption, assisted fertilization procedures and gender violence.
Without a doubt, there is still a long way to go to achieve an inclusive and diverse culture, both in the mining industry and in society in general. For this reason, at Eramine the commitment is clear and firm: the Human Rights Policy and the Charter of Diversity, aligned with international regulations on the matter, and with the UN’s sustainable development goals, are the guiding light for each one. actions, seeking to generate a work environment where all people feel valued, involved, integrated and committed.
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