MERLIN Properties Annual Report 2022

| 107 • Registration of the Equality Plan. Communication of the Equality Plan to employees. • Development of a specific Human Capital Policy and a Protocol Against Sexual Harassment. • Improvements with regard to selection through the implementation of a new digital tool and the formalisation of the internal vacancies process. • Expansion of work-life balance measures. • Encouragement of employee relationships through sport with the participation of employees in inter- company sports leagues. • 37% increase in training hours compared to the previous year. • Reduction of the wage gap compared to 2021. . MILESTONES 2022 FUTURE OBJECTIVES • Create an Employee Portal on the corporate website linked to the new digital selection tool. • Promote women’s empowerment in business through training and inclusion in associations for this purpose. • Improve the flexible remuneration portal so that employees can access new benefits or discounts. • Encourage employees to volunteer. • Resume employee visits to the Company’s assets to enhance ownership. • Decrease staff turnover in those jobs with a higher turnover rate. • Introduce new functionalities to the payroll software that allow for more automated analysis of employee data. (1) See MERLIN’s Human Capital Management risks and action plans in Section 3.2. Risk Management. KEY INDICATORS FOR THE YEAR % OF WOMEN EMPLOYEES 45% (45% - 45%) % OF EMPLOYEES WITH A PERMANENT CONTRACT 98% (98% - 98%) NUMBER OF EMPLOYEES 2022 CHANGES 2021-2022 (239 - 260) 260