CHAPTER 2 A future-proof company

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To achieve these objectives we have a global D&I strategy with more than 30 annual initiatives, many of which aim to strengthen the role of women within the organisation by focusing on development and promotion policies, and strengthening the recruitment of women through our selection processes. We are also developing plans centred on reinforcing the readiness of women to take on leadership positions, such as mentoring, coaching or training programmes in business schools with specific itineraries for high-po- tential women.

D&I PROGRAMME HIGHLIGHTS · Consolidation of Employee Resource Groups (ERGs) such as @nex@, Equal and Capaz that address the gender dimension, LGBTI inclusion, and inclusion of persons with disabilities.

· Listening to employees about diversity and inclusion with a focus on LGBTI and women's perception of careers and disability.

· D&I Workshop: review of progress on D&I objectives and action plans.

· International D&I days.

Cepsa has set itself the target of reaching 30% of women in leadership positions by 2025.