MERLIN Properties Annual Report 2024

| 101 • Established partnerships with 13 universities and vocational schools to attract young talent. • Reduced staff turnover in those jobs with a higher turnover rate. • Digitalised onboarding processes. • Improved internal communication through the corporate Intranet. • Created a committee to monitor compliance with the Group’s Equality Plans. • Encouraged teamwork and sense of belonging through different social activities among employees. • Increased actions aimed at employees’ children to facilitate work-life balance. • Extended volunteer programmes to Portugal. • Increased training hours. 2024 MILESTONES FUTURE OBJECTIVES • Creation of a feedback channel to improve communication between employees and the company. • Digitalise the management of employee training through new digital platforms with a focus on employee feedback on the training received. • Collaborate with new foundations to carry out new volunteer actions in Spain. • Extend social benefits for employees. • Develop a new Equality Plan for another group company. • Conduct the biannual employee satisfaction survey. • Organise activities among employees to foster camaraderie and teamwork. (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 48% (47% - 48%) % OF EMPLOYEES WITH A PERMANENT CONTRACT 99% (99.25% - 99.32%) NUMBER OF EMPLOYEES 2024 CHANGE 2023-2024 (266 - 293) 293