CHAPTER 5 Our responsible management in 2018 People and talent

66

INVOLUNTARY TURNOVER IN 2018 BY AGE GROUP, GENDER AND JOB CATEGORY

Under 30 years Between 30 and 50 years Over 50 years 2018 total

2017 total

2016 total

Women Men Women Men Women Men

Manager - - - - - - - - 6

Head of Department - - 1 2 - 5 8 10 13

Senior Technicians - - 1 3 1 2 7 13 26

Intermediate Technicians - 1 1 2 4 7 15 10 42

Specialists 4 6 11 13 7 22 63 69 93

Administrative Staff - - - - 1 - 1 6 2

Assistants - - - 1 - - 1 3 2

Total 4 7 14 21 13 36 95 111 184

We make every effort to ensure a good working environment and to improve our working conditions. Reflecting the new social, work and business culture based on flexibility, respect, trust and mutual commitment, we have developed a work- life balance management programme based on the family-friendly business (EFR) model developed by the MasFamil- iar Foundation, recognised by the UN as Good Practice in the field of work-life balance. The framework for our work- ing conditions is established through col-

lective bargaining agreements, whose principle aim is to ensure that the work respects our employees needs while ful- filling the requirements of the job. This means our labour relations system is re- sponsive and integrated, fully involving the trade unions and workers legal rep- resentatives and with high levels of com- munication and coordination with them.

Parental leave Women Men Total

Number of employees entitled to maternity/paternity leave in the year 56 162 218

Number of employees who used their entitlement to maternity/ paternity leave in the year 54 147 201

Number of employees returning to work in the year after the end of their maternity/paternity leave 35 133 168

Return to work rate 65% 90% 84%

Retention rate1 87% 97% 94%

1 It is calculated considering the total number of employees who took the paternity leave and stayed on the Company as from 12 months after their return.

MAN 97%

WOMEN 87%RETENTION

RATE

AF_CEPSA_IARC19_ENG_V9.indd 66 17/5/19 11:44