MERLIN Properties Annual Report 2023

MERLIN Properties | 127 MERLIN is complying with the Objectives of the Equality Plan: In the area of Selection and Recruitment: • Review the selection criteria and avoid the generalisation of criteria that could be an additional obstacle for women, such as availability to travel, requiring it only for positions where it is necessary, but not in general. • Review of all documents related to the selection and recruitment procedure (applications, forms, website, job offers, etc.) to ensure that they contain inclusive and non-sexist language in content and images. • Adopt positive action measures for recruitment , so that, under equal conditions, merits, suitability and capacity, the candidate from the least represented group in the corresponding group or category is recruited. In the area of Training : • Implement a register of workers’ requests for training , disaggregated by sex, detailing those granted and those rejected. • Promote the participation of women in training actions that foster their leadership or their insertion in male- dominated areas of work. In the area of Professional Promotion: • Provide up-to-date information on internal vacancies , with the necessary requirements and competences, using means and channels that ensure that the information is available to the whole workforce. • Have statistical information , disaggregated by sex and professional groups, on promotion processes (number of candidates) and their outcome (number of people promoted). • Analyse the interconnection between training and promotion to check whether the promoted individuals have actively participated in the training courses offered by the Company, and if so, in which ones. • Implement specific training on equality for the people in charge of HR in the Company and for managers who have decision-making powers in the recruitment and promotion processes. In the area of Co-responsible Exercise of the Rights of Personal, Family and Work Life: • Ensure that, when an individual returns from long-term sick leave, parental leave, etc., the Company provides training in any new procedures that may have been implemented during their absence. • Disseminate the existing work-life balance measures in the company among the workforce, whether they are established in statutes, collective bargaining agreements or company policies. • Continue to supplement the benefit received by workers during leave due to childbirth, adoption, foster care, common illness or occupational accident up to 100% of their fixed salary . In the area of Prevention of Sexual and Gender-Based Harassment : • Implement the anti-sexual and/or gender-based harassment protocol , including specific processing of complaints and guaranteeing privacy, confidentiality and dignity. • Establish measures to disseminate the anti-sexual and/or gender-based harassment protocol and awareness campaigns against such harassment.