CHAPTER 2 A future-proof company

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Cepsa has renewed and improved its EFR certification (B+ rating).

Flexibility and work-life balance

Our 'Human Resources Policy' promotes the implementation of flexibility and work-life balance measures as a distinctive aspect of our employment proposal. We also adapt working conditions to the needs of our professionals, the particularities of the activity and the social reality in each area.

This commitment translates into the design of flexiworking programmes or initiatives (spatial and temporal flexibility), home wor- king and other labour flexibility measures aligned with each speciality. We are also aware of the growing importance of new tech- nologies in terms of flexibility and work-life balance, which is why we are developing a policy of disconnection from work and good practices, including respect for rest time, leave and holidays, as well as the right to personal and family privacy. We have prepared guidelines on over 100 work-life balance measures applicable to each professional depending on his or her working conditions.

Employee engagement

Our people engagement management process is based on 'Listening to employees' to find out their concerns, in order to define the necessary improvement plans. To do so we use several active listening tools, in 2021 we included an Organizational Health Survey . This survey is a comprehensive tool diagnosing organizational effectiveness in areas of management, leadership, innovation & learn- ing, work environment, capabilities, motivation, coordination & control, accountability, external orientation.

Organizational Health Survey provides a holistic picture of the organization, asking questions about the level of agreement/frequen- cy in relation to certain areas and behaviors instead of asking about personal attitude and feelings that are typical for engagement and satisfaction surveys, and presents tangible results and improvement points as a baseline for action planning.

This survey will be carried out every 18 months, allowing us to set a course of action in line with the concerns of our professionals.

In addition to the Organizational Health Survey, we conducted several listening initiatives to receive feedback from employees and enhance our management approach:

· Change management: driven by the company's transformation process. · Ethics: we launched the third ethics pulse survey to gather employee s point of view on how our company has progressed to

build a solid ethical culture. · Work-life balance: assessing knowledge of and satisfaction, providing orientation to develop new programs and measures.