59

We strive to ensure equal opportuni- ties among candidates in the selection process. In 2015 there was an increase in the number of women in the Com- pany s workforce. It should be noted that this increase was also reflected in the number of women in management positions and as department heads, a rise of 3.5% and 2.75% respectively over 2014.

With regard to the presence of women in the various business areas, the lea- der is the Distribution and Marketing area, with women comprising 45.47% of personnel, followed by Techno- logy (40.16%), Trading and Bunker (37.08%), Gas and Electricity (23.91%), Exploration and Production (23.10%), Petrochemicals (13.59%) and Refining (8.16%).

EQUAL OPPORTUNITIES

Percentage of women and men by category

89.09%MANAGEMENT 10.91%

72.64%MID-LEVEL TECHNICIANS 27.36%

77.85%HEADS OF DEPARTMENT 22.15%

60.95%SPECIALISTS 39.05%

73.00%SENIOR TECHNICIANS 27.00%

76.10%ASSISTANTS 23.90%

26.35%ADMINISTRATIVE STAFF 73.65%

We are in a process of cultural trans- formation that affects, among other things, the way we work, making highly relevant changes focused on develo- ping new methodologies and more flexible systems for our employees.

Our latest achievement has been to become the first energy sector com- pany to join the Mashumano Foun- dation business network thanks to the implementation of different and

flexible work models based on produc- tivity and on human factors.

Our work-life balance initiatives, cu- rrently numbering over 100, have been well received in the business sector and among experts in human capital. Company professionals also enjoy social benefits and specific offers for Cepsa products and services, and take part in events derived from Company sponsorships.

WORK-LIFE BALANCE AND BENEFITS

ANNUAL AND CORPORATE RESPONSIBILITY REPORT 2015