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ESG / Society

Workforce diversity

Our company has always favoured a solutions-oriented attitude that makes decisions considering all three pillars of sustainability — environmental, social and financial. ALTEO is committed to equal treatment, equal opportunity and organisational diversity.

Diversity at ALTEO

Diversity is a cornerstone of our culture

We have traditionally placed strong emphasis on gender equality, smooth coexistence of generations, and employee wellbeing. Alongside safety, excellence and cooperation, diversity is a key cornerstone of our corporate culture.

We summarise how we apply these principles in daily operation along three pillars — from recruitment to long-term commitment.

Principles

What our diversity commitment is built on

Four principles that we apply at every level, from HR processes to leadership development.

Equal treatment
ALTEO is committed to equal treatment and equal opportunity — we select candidates solely based on professional experience and aptitude.
Organisational diversity
Alongside safety, excellence and cooperation, diversity — across genders, generations and life stages — is a key pillar of our corporate culture.
Mentor programmes
Our experienced colleagues also share the inner workings of power plants with high-school students alongside graduates, and the Talent Programme delivers targeted leadership development.
Long-term commitment
We recognise loyal colleagues with long-service awards, lifetime-achievement awards and voluntary pension-fund contributions, supporting later-life wellbeing.

Generational diversity

01
That is why we begin building the talent pipeline already at high-school level: our rural power plants are particularly popular destinations where high-school students get to learn the basics of their future profession during their summer internships.
02
We aim to extend our mentor programme to summer internships so that experienced colleagues can also show high-school students every detail of how power plants operate, alongside graduates.
03
We plan to build new partnerships with high schools and universities alongside existing ones.
04
The long-service awards and Lifetime Achievement awards strengthen loyalty and long-term work relationships by recognising the achievements of our most loyal colleagues.
05
Since financial security includes preparing for later-life wellbeing, we incentivise our colleagues — regardless of age — to build their own provision with individual voluntary pension-fund contributions.

Employee wellbeing, family-friendly operation

01
We aim to contribute to work–life balance by promoting flexible working and hybrid arrangements.
02
We support our colleagues in maintaining their health with a complete health-screening package supplementing the health insurance.
03
We support a healthy lifestyle and mental and physical wellbeing with wellbeing programmes (ALTEO Fit) — sports opportunities, fitness passes and support for home-sports-equipment purchases.
04
During mandatory home-office we supported colleagues with office equipment; we provided laptops for family members for children’s remote schooling and organised online daytime activities during quarantine.
05
At ALTEO it is self-evident that when a newborn arrives, fathers belong at home too. So our male colleagues can not only take the statutory paternity leave but also request additional days off when their child is born.

Gender equality

01
Equal opportunity is already evident in recruitment: we select candidates solely based on their professional experience and aptitude.
02
Part-time options for mothers with small children — 4- and 6-hour roles — have long been an integral offer.
03
We pay particular attention to training female leaders through targeted internal and external initiatives (BCSDH, Future Leader programme). In relation to this we would like, with the company’s financial support, to contribute to founding a self-organising women-leaders group.
04
The competence-based Talent Programme targets the most talented colleagues and future leaders, with assigned mentors providing targeted development for participants.
Training programmes

State-supported competence development

To support workforce diversity and development we participate in several state-funded labour-market programmes. Below are our two most recent, completed or ongoing applications.

Programme 1 — 2026 · GINOP Plusz-3.2.1-21 — Improving the adaptability and productivity of workers and companies. Beneficiary: ALTEO Circular Ltd.

Programme 2 — 2022 · TDIJ-ÉMI-2022-00022 — Improving the adaptability and productivity of workers and companies. Beneficiary: ÉLTEX Trading and Transport Ltd.

Contracted amount

59 819 300 Ft

Planned completion

2026. október 16.

Training delivered

  • Workplace competence development I (20 hours)
  • Digital cooperation and intergenerational communication in the workplace (16 hours)
  • Digital workplace competence development II (16 hours)
  • Digital workplace competence development III (16 hours)
  • NIS 2 information security principles and regulations (28 hours)
  • CEFR B2 upper-intermediate English training (60 hours)
Contracted amount

15 756 784 Ft

Aid intensity

50%

Planned completion

31 December 2023

Training delivered

  • Moderation, presentation and negotiation techniques
  • Leadership development
  • Conflict management and stress management, burnout prevention
  • Time management and efficiency
  • Cooperation development
  • IT skills (Excel beginner and advanced)
  • English language training (beginner and advanced)
  • Operator courses (forklift, hydraulic loader, MEWP)

Our equal-opportunity framework

Documents being uploaded — HR

Policy PDFs pending

The source page does not publish downloadable equal-opportunity policy or code-of-conduct PDFs, so we do not place links here. Documents related to the parent ESG framework are available in ALTEO Plc.’s group-level ESG reports. We port a dedicated equal-opportunity policy and code of conduct subject to HR confirmation, if the client supplies the files.

Related source: the ESG fact base ([/esg/](/esg/)) contains the full group-level ESG report, EcoVadis Silver rating and biodiversity strategy.

Social pillar

Explore the full Social pillar

Alongside diversity, the other areas of social responsibility — health and safety, community engagement, CSR programmes — are available on the pillar hub page.

Social pillar Career
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