Company: MT
Filing Date: 2025-03-10
Form Type: 20-F
Source: 0001243429-25-000017
Chunk: 265

Company: ArcelorMittal
Filing Date: 2025-03-10
Form: 20-F
Chunk 265
---
. In 2024, 16 leadership programs were launched engaging 462 employees. A new development program called 'Thrive' was introduced in North America, Brazil, and Europe to help employees accelerate their career growth. The program matches individuals with suitable roles and career opportunities based on their preferences, skills and qualifications. ArcelorMittal's Group Mentoring Program also remained a vital resource, offering employees an opportunity to engage in a structured mentoring relationship with an experienced leader. In 2024, more than 1 ,900 mentorship hours were invested as part of the program with 426 active mentor-mentee pairs a s of December 31, 2024 . In addition, the Company continued refining its employee systems landscape, improving processes in recruitment, performance, career development, learning, and compensation. These enhancements provide a stronger infrastructure for analyzing data and identifying areas for continuous improvement, reinforcing ArcelorMittal's commitment to employee growth and engagement.

149

| Management report |

Speak Up +, the global employee survey For the past few years, ArcelorMittal's Speak Up + survey has been the Group’s flagship employee engagement tool. It gathers insights from professionals and leadership on their experience working at ArcelorMittal, what the Company does well and areas for improvement. In 2024, ArcelorMittal continued to listen to employees' voices through these surveys, which serve as the ongoing vehicle to help the Company’s leaders stay attuned to the organization in a rapidly changing environment. The goal is to track engagement levels across the Group, understand employees' aspirations, and empower leaders to address potential issues proactively. The survey is conducted twice a year. The outcomes from each Speak Up + survey are compared to internal benchmarks over time and external industry peers. This enables leaders to identify strengths, detect risks—such as attrition— and take actions to enhance employee engagement. Based on survey outcomes, concrete actions are continuously developed and implemented to address employee concerns and drive engagement. Equal opportunity and non-discrimination ArcelorMittal values bringing together fresh perspectives and experiences to the business as part of its ambition to be an employer of choice. The Company is present in over 60 countries and aims to have employees which represent all differences. In 2022, the Company defined a clear roadmap to ensure equal opportunity and non-discrimination. Subsequently, a strategic framework was launched in 2024, which includes best practices as a reference guide for all segments and plants to achieve equality for all employees. The Company continuously reviews and benchmarks its policies and HR