MERLIN Properties Annual Report 2017 / English

ı 88 ı Diversity and equal opportunities As reflected in the Company’s Code of Conduct, MERLIN promotes equal opportunity and non-discrimination in all phases of the working relationship with employees, regarding access to employment, training, promotion and working conditions. The Company also promotes the integration of people with functional diversity. In 2017, MERLIN hired three people with an intellectual disability as part of its collaboration with the Prodis Foundation. These professionals are guided by an internal tutor who, together with all their colleagues, provides them with support during their daily work. Following these hirings, there are currently five employees with a disability, all under indefinite part-time contracts. They are fully integrated and carry out functions that are necessary and valued in the Company. Talent attraction and retention When hiring employees, MERLIN guarantees equal opportunity and transparency, selecting new professionals based on their skills, knowledge and alignment with corporate values and objectives. In 2017, the Company hired 40 professionals, 14 of whom are the result of the integration of MERLIN and Centros Comerciales Metropolitanos, the management company of the shopping malls from Metrovacesa’s merge. Additionally, 5 external employees from Marineda’s management team have joined the workforce together with 5 external employees in charge of the management of Las Arenas mall, after MERLIN became the sole owner. In order to attract new talent, the Company signs collaboration agreements with top educational institutions to both favour the integration of new job seekers and identify the highest academic achievers. MERLIN currently has agreements with the following institutions: Universidad Autónoma de Madrid, Universidad Carlos III, Universidad Pontificia de Comillas and Universidad de Navarra. In the framework of these agreements, MERLIN has been supported by two interns in 2017, one of whom has become part of the workforce. For talent retention purposes, MERLIN’s human resources analyses ways to motivate and reward its professionals for their involvement and commitment. Four key mechanisms are now used for this purpose: remuneration, professional development, communication and flexible remuneration and social benefits. 10% <30 años 82% 30-50 años 8% >50 años 47% Hombres 53% Mujeres Profile of MERLIN’s hirings in 2017