We respect and uphold human rights across our operations and we monitor compliance within our supply chains. We seek to ensure that we do not infringe, directly or indirectly, on the rights of our employees, contractors, supply chain workers, Indigenous Peoples, and the communities where we operate. Our expectation is clear: all individuals must be able to work safely, with dignity and respect.
We have zero tolerance for abusive, inhumane, or exploitative practices, including child labour, forced labour, human trafficking, slavery, servitude, discrimination, or harassment. We maintain policies, procedures, and oversight mechanisms designed to uphold these standards and promote a safe, inclusive, and respectful working environment throughout our operations and value chain.
We seek to align our actions with relevant international conventions and guidelines including, but not limited to, the Universal Declaration of Human Rights, International Covenant on Civil and Political Rights, and the International Covenant on Economic, Social and Cultural Rights, the International Labour Organization’s Declaration (ILO) on Fundamental Rights at Work and other relevant Conventions, the Voluntary Principles on Security and Human Rights (VPSHR) and international humanitarian law, where applicable.
We are committed to respecting the rights of indigenous people, their history, culture, connection to the land, and traditional livelihoods. We will not tolerate nor contribute to threats, intimidation, violence, surveillance, and attacks (both physical and legal) against human rights defenders in relation to our operations.
We continue to implement an ongoing human rights due diligence process, acknowledging that effective human rights due diligence must be tailored to the nature of our industry, operating footprint business structures, and operational circumstances. Due diligence is embedded into our core business processes across our operations and value chain, underpinned by monitoring and measurement that ensures we continually learn and improve.
Full detail on Human Rights can be viewed on the Human Rights page, access via the link below.
Communities are central to our business and to the environments in which we operate. They are home to our employees, a source of local talent and skills, and reflect the social, cultural, and economic contexts that shape our operations. We make our best efforts to be responsible and trusted partners, working to understand community needs, manage impacts carefully, and contribute positively to sustainable local development.
We seek to maintain predictable, ongoing, and trust-based dialogue with our local communities. Through meaningful and inclusive engagement, we seek to understand community perspectives, identify actual and potential impacts, and integrate this insight into our decision-making processes. This approach supports our human rights due diligence efforts and helps prevent and mitigate adverse impacts, while identifying opportunities to create shared value in the areas where we operate.
Our sites are expected to maintain clear channels of communication, record key engagement activities, and manage grievances in a transparent and timely manner, including enabling access to remedy where appropriate. This two-way dialogue strengthens accountability, supports informed decision-making, and helps safeguard our reputation, license to operate, and long-term sustainability.
Our ability to operate responsibly depends on how well we manage our impacts on people and communities. . Our approach is grounded in the UN Guiding Principles on Business and Human Rights and informed by an independent human rights saliency assessment conducted in 2023, which identified priority areas directly affecting communities, including grievance mechanisms, community engagement, land-related impacts, and Indigenous Peoples’ rights.
In response, we have strengthened our governance framework by updating policies and procedures and developing new guidance to improve the management of social and community-related risks across our operations. These measures are supported by clearer processes, improved monitoring systems, and targeted capacity building to help ensure that impacts are identified, assessed, and managed effectively throughout the project lifecycle.
We aim to create lasting, positive value in the communities where we operate by combining responsible operational practices with strategic community investment and support for local economies. Our contribution extends beyond our core business activities: we support local and national economies through taxes and royalties, local employment, and procurement, while strengthening local skills and capabilities. Our community investment approach is increasingly evidence-informed, drawing on socio-economic assessments, community surveys, and stakeholder dialogue to guide decision-making and prioritise activities. This helps focus efforts on areas such as education, skills development, economic inclusion, and social infrastructure, that aim to be rights-sensitive and aligned with local development priorities.
Where possible, programmes are implemented in collaboration with local authorities, civil society, and other partners to help strengthen their impact. By combining careful planning with ongoing engagement, we aim to deliver community initiatives that are relevant, responsible, and supportive of long-term community wellbeing.
At ArcelorMittal, our approach to people is rooted in a simple belief: when individuals are safe, respected, and able to contribute their full potential, our business becomes stronger. We aim to create an environment where every colleague can thrive, supported by fair access to opportunity, constructive working relationships, and a culture built on trust.
We want our people to feel confident to speak up, proud of the work they do, and supported in their personal wellbeing. We strive for a workplace where perspectives from across our global operations are valued, where merit guides opportunities, and where everyone has the conditions they need to succeed. Safety is the foundation of this ambition—it shapes our behaviours and underpins the way we work together.
This mindset informs every aspect of how we look after our people, forming the basis for the People Strategy that guides our long term development as a responsible global steel and mining company.
Our People Strategy sets the direction for how we attract, develop and support the talented individuals who drive our business forward. It focuses on building a workforce equipped for the future, with the right capabilities, leadership and environment to achieve sustainable success.
The strategy is built on three core pillars:
We invest in strengthening leadership that motivates teams, improves collaboration and supports high performance. Effective leadership is essential to shaping the behaviours and decision making that keep our business safe and resilient. We focus on building interpersonal leadership skills, developing future leaders, and equipping them with the capabilities needed to navigate an increasingly complex and technologically advanced industry—including growing readiness in AI and digital technologies.
We want to attract people who are motivated by meaningful work and the opportunity to grow. We support ongoing development through structured learning, growth opportunities and broadening experiences across roles, functions and countries. Our Global Employee Development Programme supports continuous improvement in employee performance and learning, strengthening objective-setting and enabling personal and professional growth.
The ArcelorMittal University (AMU) provides our main internal learning and development platform with a broad and comprehensive online offering of courses and subjects. This is complemented by Thrive, our development programme aimed at enabling employees to gain experience from moving between roles, locations and functions, and our Group Mentoring Programme. Talent mobility, mentoring and continuous development are central to creating a workforce prepared for the future.
We are committed to ensuring that every person at ArcelorMittal is treated fairly and has access to opportunities based on merit. We work to remove barriers that may limit an individual’s ability to contribute, while fostering a working environment shaped by respect, accountability and constructive collaboration. Fair treatment, open communication and strong safety values are essential to this pillar.
Safety sits at the heart of how we manage, support and develop our people. It is integral to the employee experience—from recruitment and performance management to leadership expectations and everyday decision making. Safety is not a standalone activity, but a defining feature of our culture—reinforced at every stage of employment and essential to long term operational performance.
Strong governance underpins our approach to people. We regularly review and strengthen our policies, standards and processes to ensure they remain effective, relevant and aligned with our responsibilities as a global business.
Key elements of our governance framework include:
Ensuring our people related policies remain compliant across all regions
Maintaining clear, consistent expectations for behaviour, fairness and safety
Supporting transparent decision making and reducing risk
Reinforcing trust by setting high standards for how we treat our employees
Building a future-ready workforce for long-term success
Our governance is supported by structured oversight and guidance on key people topics, helping to support consistent approaches across the group. A Just and Fair Culture framework reinforces this by setting clear expectations, recognising positive behaviours and applying consequences in a fair and structured way when needed.
Together, these governance mechanisms help protect our people, strengthen performance, and sustain a working environment built on clarity, responsibility and respect.