MERLIN Properties Annual Report 2024

124 | Annual report | 2024 • 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. In the area of Under-Representation of Women: • Adopt positive action measures so that, under equal conditions, merits, suitability and capacity, women are recruited until the under-representation of women in some positions is reduced. • Adopt positive action measures so that, under equal conditions, merits, suitability and ability, women have access to vacancies in positions where they are under-represented , including management and leadership positions. In the area of Professional Classification: • Maintain an updated job catalogue and job evaluation in relation to functions , responsibility, dependants, professional relations, problem-solving skills, etc. • Have statistical information, disaggregated by sex and professional groups , on the presence of women and men in the different jobs, sections/areas and professional groups. In the area of Working Conditions: • Promote the use of technological means that facilitate flexibility and avoid travel and business trips (video- conferencing and others). In the area of Remuneration: • Maintain the remuneration register, disaggregated by gender, up to date throughout the term of the equality plan. • Reduce at Level 5 of the Pay Audit the difference in annual fixed salary between men and women.