EWSDGE National Coordinator Spain

Urb. de los Pajares 7ㆍES-28450

Collado Mediano – Madrid, Spain

P: +34633285180

E: kmiller@ewsdge.eu

EWSDGE Project Office

c/o German Women Lawyers Association (djb)

Brunnenstr. 128ㆍD-13355 Berlin

P: +49 30 467 98 600ㆍF: +49 30 467 98 6020

E: eu-womenshareholders@djb.de

EWSDGE Urb. de los Pajares 7ㆍES-28450 Collado Mediano – Madrid, Spain

INDRA SISTEMAS, SA Attention: Shareholder’s Office Avda. Bruselas, 35 Alcobendas (Madrid) Ms. Katharina Miller Madrid

Madrid, 14 June 2016 Right to Information

Ladies and Gentlemen:

My name is Katharina Miller, I am a shareholder in your company, and I would like to exercise my right to information. My NIF is Y0764846H.

I support both the Paridad en Acción (“Equality in Action”) and Mujeres Accionistas Europeas reclaman igualdad de género (“European Women Shareholders Demand Gender Equality” - EWSDGE) initiatives.

1. The mission of Paridad en Acción is to advocate for a greater presence of

women on Boards of Administration and in senior management posts of listed companies, and participates in Annual Shareholder Meetings of IBEX 35 companies in representation of male and female shareholders.

2. “EWSDGE”: The European Commission has contracted with a group of

organizations in order to implement a project called European Women Shareholders Demand Gender Equality pursuant to the PROGRESS program of

EWSDGE National Coordinator Spain

Urb. de los Pajares 7ㆍES-28450

Collado Mediano – Madrid, Spain

P: +34633285180

E: kmiller@ewsdge.eu

EWSDGE Project Office

c/o German Women Lawyers Association (djb)

Brunnenstr. 128ㆍD-13355 Berlin

P: +49 30 467 98 600ㆍF: +49 30 467 98 6020

E: eu-womenshareholders@djb.de

the European Union. This group of organizations includes the German Women Lawyers Association (“djb,” from its initials in German) as the coordinator of the project, along with the following partner organizations and NGO’S: The European Women Lawyers Association (“EWLA”), the European Women Lawyers Association Bulgaria, the French Women Lawyers Association, and the Hungarian Association of Women Lawyers, as well as the Finnish Chamber of Commerce and the University of Bristol (University of West of England). At project end, the Justice Minister for Equality of Sachsen-Anhalt will direct the closing presentation and the Hochschule Magdeburg-Stendal will be in charge of evaluating and publishing the results.

This Project is co financed by the German Federal Ministry for Family Issues, the Elderly, Women and Children; the Sachsen-Anhalt Ministry of Justice and Equality; and the Finnish Chamber of Commerce. Pursuant to the directives contained in these projects, we will be attending shareholders’ meetings of the IBEX 35 and of the EUROSTOXX, posing the following questions related to compliance with the Unified Good Governance Code for Listed Companies (hereafter “Good Governance Code”) and the presence of women in senior management positions. We note that the percentage of women represented on your board of directors is 15.38%. This fact is without a doubt of special interest to any shareholder, since many studies have found that companies where women play a larger and more active role in administrative bodies achieve better results in economic terms and in general are exposed to fewer risks. This conclusion was also reached in a report from the Credit Suisse Research Institute (found on our website at http://www.paridad.eu/docs /cs_women_in_leading_positions_FINAL.pdf) published in August, 2012. This study demonstrated convincingly that, in the last 4 years, those businesses which have at least one woman on their Boards of Directors or Executive

EWSDGE National Coordinator Spain

Urb. de los Pajares 7ㆍES-28450

Collado Mediano – Madrid, Spain

P: +34633285180

E: kmiller@ewsdge.eu

EWSDGE Project Office

c/o German Women Lawyers Association (djb)

Brunnenstr. 128ㆍD-13355 Berlin

P: +49 30 467 98 600ㆍF: +49 30 467 98 6020

E: eu-womenshareholders@djb.de

Committees were between 33% and 35% more profitable than those which did not have a mixed gender executive management structure. Given demographic evolution and a predictable scarcity of qualified talent pool, it becomes even more imperative to integrate women into positions of responsibility in order to avoid wasting the business talent found in 51% of the population. Additionally, it makes no sense to waste resources invested in training of women and then later deny them access to management positions for which they are qualified. As a shareholder of this great company and a citizen of Europe and of Madrid, it is unacceptable to me that in spite of the guarantee of gender equality contained in Article 14 of the Spanish Constitution and of the measures taken by the government to promote equality between men and women in all areas including employment, that Women should be routinely excluded from participating in administrative bodies, and in particular when such exclusion carries with it the above mentioned loss of profitability. This fact is only partially explained by the current difficulty encountered in balancing family and professional life. However, this lack of balance affects men and women equally, as we strive for social progress and the enrichment of parents which directly affects their children, who are the future of our society and of this company. The sad reality is that 40% of women who are completely qualified to take on upper level management positions do not have children, leading to social and business problems in the future. There are eminently qualified and women prepared to fill management positions; all that remains is to consider them for these posts. I have posed below questions related to

Corporate Strategy

EWSDGE National Coordinator Spain

Urb. de los Pajares 7ㆍES-28450

Collado Mediano – Madrid, Spain

P: +34633285180

E: kmiller@ewsdge.eu

EWSDGE Project Office

c/o German Women Lawyers Association (djb)

Brunnenstr. 128ㆍD-13355 Berlin

P: +49 30 467 98 600ㆍF: +49 30 467 98 6020

E: eu-womenshareholders@djb.de

DIRECTIVE 2014/95/UE1 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL of 22 October 2014, amending Directive 2013/34/UE as regards disclosure of non-financial and diversity information by certain large undertakings and groups -- also known as the Directive on Reporting Corporate Social Responsibility (“CSR”) -- contains the obligation to report on diversity policy and specific gender data as it relates to employees and senior managers in companies.

The non-financial information in the management report is to include topics such as the state of gender equality in the company and the means taken in order to guarantee said equality, which is to include in all cases the following items within the report itself:

In 2007, the Minister of Health, Social Services and Equality2 issued a plan for effective equality between men and women in companies3 as an adjunct to Article 46 of the Ley Orgánica 3/2007 effective 22 March. Businesses with more than 250 workers were then required by law to develop and implement such plans, INDRA among them. This Plan is clearly oriented toward senior managers. Follow-up requires a company audit focused on the following areas:

- Employment access

- Ordering of the workday to facilitate balance between workplace obligations and family and personal lives

- Professional classification, promotion and career development - Continuous training

__________________ 1Official Journal of the European Union, L 330/1, 15 October 2014. 2http://www.msssi.gob.es/ssi/igualdadOportunidades/iEmpleo/planIgualdad.htm, viewed most recently on 7

December 2015.

EWSDGE National Coordinator Spain

Urb. de los Pajares 7ㆍES-28450

Collado Mediano – Madrid, Spain

P: +34633285180

E: kmiller@ewsdge.eu

EWSDGE Project Office

c/o German Women Lawyers Association (djb)

Brunnenstr. 128ㆍD-13355 Berlin

P: +49 30 467 98 600ㆍF: +49 30 467 98 6020

E: eu-womenshareholders@djb.de

- Compensation

- Sexual harassment

- Gender neutral language and communication

- Workplace health and safety

Given that INDRA is already required to produce a gender equality plan, it makes sense to assume that the self-imposed obligations that INDRA has taken on under said plan should also include the above mentioned obligation of communication of information.

Employment access

- INDRA could collaborate with schools and universities or technical

institutes, in accordance with Article 61 c) of the Ley 2/2011 of 4 March regarding a Sustainable Economy4 (“reinforcing ties between universities and business”) and promote professional development of women. Today there exists a shortage of female talent in studies of technical fields which could be corrected through this means.5

- We should also prevent with adequate lead time the tendency of female

students to reduce or limit their studies in order to later balance _________________________________

3Ley Orgánica 3/2007, in: http://www.boe.es/buscar/doc.php?id=BOE-A-2007-6115, visited last on 13 December, 2015. Subsequent edits? Judicial decisions?

4BOE-A-2011-4117.

5Program in place at ArcelorMittal: http://corporate.arcelormittal.com/news-and-media/our-stories/s52-

gender-diversity, visited for the last time on 9 January 2016; in Germany the Consortium of Industry and Higher Education in its learning centre NATIONALER PAKT FÜR FRAUEN IN MINT-BERUFEN, at http://www.komm-mach-mint.de/, reviewed most recently on 9 January 2016.

EWSDGE National Coordinator Spain

Urb. de los Pajares 7ㆍES-28450

Collado Mediano – Madrid, Spain

P: +34633285180

E: kmiller@ewsdge.eu

EWSDGE Project Office

c/o German Women Lawyers Association (djb)

Brunnenstr. 128ㆍD-13355 Berlin

P: +49 30 467 98 600ㆍF: +49 30 467 98 6020

E: eu-womenshareholders@djb.de

workplace and family obligations.6 This could be done with examples of

women executives and entrepreneurs. - Only CV’s which do not contain the names or any other indicia of

gender should be accepted. Many studies in recent years have shown that women are not hired when their gender is known at the beginning of the hiring process. One well known example involves musicians in an

orchestra. Candidates should be placed behind a curtain and enter the audition space without shoes, since female musicians who audition otherwise are often not hired for the orchestra. When auditions are held behind a curtain and without shoes, more women are hired.7

Does your company guarantee employment opportunity in this fashion?

Ordering of the workday to facilitate balance between workplace obligations and family and personal lives

- Flexitime should be available for all positions and for all work categories. It is well known that in Spain very few businesses are inclined to make such accommodations available.8 They consist of

_________________________________________________________________________

6Albert López-Ibor, Rocío/ Escot Mangas, Lorenzo/ Fernández Cornejo, José Andrés: La predisposición de las estudiantes universitarias de la Comunidad de Madrid a auto-limitarse profesionalmente en el futuro por razones de conciliación, 05/2009, (“The tendency of female university students in the Province of Madrid to limit themselves professionally in the future for reasons of work/family balance”) found at: http://pendientedemigracion. ucm.es/info/eue//pagina/cuadernos_trabajo/CT05_2009.pdf, visited most recently on 9 January, 2016.

7 Escot Mangas, Lorenzo/ Fernández Cornejo, José Andrés / Albert López-Ibor, Rocío / Samamed Rodríguez, Mª

Obdulia: Un Experimento de Campo para analizar la Discriminación contra la Mujer en los Procesos de Selección de Personal (“A field study to analyze discrimination against women in the personnel selection process”), December 2008, at: http://pendientedemigracion.ucm.es/centros/cont/descargas/documento10825.pdf, visited most recently on 9 January 2016; Great Britain has already established such an initiative: http://www.personneltoday.com/hr/david- cameron-announces-blind-cv-equality-initiative/ reviewed most recently on 9 January, 2016.

8http://www.horariosenespana.com/, visited most recently on 7 December 2015, IBERDROLA’s Plan de Igualdad

(“Equality Plan”): http://www.iberdrola.es/conocenos/una-gran-empresa/nuestro-equipo/plan-igualdad/, reviewed

EWSDGE National Coordinator Spain

Urb. de los Pajares 7ㆍES-28450

Collado Mediano – Madrid, Spain

P: +34633285180

E: kmiller@ewsdge.eu

EWSDGE Project Office

c/o German Women Lawyers Association (djb)

Brunnenstr. 128ㆍD-13355 Berlin

P: +49 30 467 98 600ㆍF: +49 30 467 98 6020

E: eu-womenshareholders@djb.de

programs which offer flexible work models, such as reduced shifts -- including for executives, telecommuting, home offices, job-sharing, workplace banking, or programs analogous to social programs (day care slots and day care located close to home, as well as emergency attention for children, elderly care, help in reducing family stress, vacation planning). Aside from this, there are policies to help parents during maternity and paternity leave by means of programs through which workers can maintain contact with the company during said leave.9

- Meetings should be held under such conditions that men as well as women do not have trouble attending them at the time they are held.

- Nowadays, child care falls not only on the shoulders of the mother, but

of the father also. Fathers should be expressly encouraged to take advantage of paternity leave or reduced work schedule opportunities.10

This has a very positive effect on the behaviour of men with their children. The advantages are well known by everyone. As a recent

_______________________________________ most recently on 19 January 2016, and Jornada Laboral: flexibilidad horaria y medidas de conciliación de REPSOL (“Work shifts: flexibility in work hours and means for achieving work/life balance at REPSOL”): http://www.repsol.com/es_es/corporacion/responsabilidad-corporativa/ante-quien-respondemos/equipo- repsol/ diversidad-conciliacion/programas-para-llevarlo-a-cabo/flexibilidad-horaria/

9Albert López-Ibor, Rocío/ Escot Mangas, Lorenzo/ Fernández Cornejo, José Andrés / Palomo Vadillo, María Teresa: Las políticas de conciliación de la vida familiar y laboral desde la perspectiva del empleador. Problemas y ventajas para la empresa. (“Policies regarding work-life balance from an employer’s perspective. Challenges and advantages for the business”) March 2010, at http://pendientedemigracion.ucm.es/info/eue//pagina/ cuadernos_trabajo/ct02_2010.pdf, reviewed most recently on 9 January, 2016.

10Escot Mangas, Lorenzo / Fernández Cornejo, José Andrés / Lafuente Ibáñez, Carmen / Poza Lara, Carlos: La disposición entre los hombres españoles a tomarse el permiso por nacimiento. ¿Influyen en ello las estrategias de conciliación de las empresas? (“Willingness of Spanish men to take paternity leave. Do corporate work-life balance policies make a difference?”) 02/2009, at: http://pendientedemigracion.ucm.es/info/eue/pagina/cuadernos_ trabajo/CT02_2009.pdf

EWSDGE National Coordinator Spain

Urb. de los Pajares 7ㆍES-28450

Collado Mediano – Madrid, Spain

P: +34633285180

E: kmiller@ewsdge.eu

EWSDGE Project Office

c/o German Women Lawyers Association (djb)

Brunnenstr. 128ㆍD-13355 Berlin

P: +49 30 467 98 600ㆍF: +49 30 467 98 6020

E: eu-womenshareholders@djb.de

example, we’d like to point out the conclusions of a study done in Spain which has demonstrated that children who enjoy increase paternal presence experience are sick less often.11 This also helps create a better workplace environment, reduced absenteeism and increased retention of talent. In spite of the obvious advantages, an employees’ enthusiasm about taking paternity leave is dependent upon the company’s flexibility in this regard and existing corporate culture.12

Does your company incentivize male employees to take paternity leave? Are meetings organized in such a way that everyone involved is able to attend?

Professional classification, promotion and career development - Existing gender relationships related to business activities as well as

within the various administrative bodies should be transparent, in order to comply with Article 260 (10) of the Ley de Sociedades de Capital (“Spanish Corporations Act” or “LSC”).

- Specific empowerment programs are needed in order to improve gender

underrepresentation (female participation) in management positions (for example, LEAP, or Leadership Excellence Acceleration Program from SAP America: LEAP is an 18 month program directed toward talented women who have demonstrated the potential for executive management, or who have already achieved such posts and want to advance. The program is intended to maximize the abilities of participants and deliver to them knowledge that they need. Training includes: self awareness and reflection, planning and professional career development, mentoring and sponsorship, networking and branding, and management of

_________________ 11http://www.berdingune.euskadi.eus/u89-congizon/es/contenidos/informacion/quees/es_gizonduz/quees.

html, visited most recently on 7 December 2015. 12Escot Mangas, Lorenzo / Fernández Cornejo, José Andrés / Lafuente Ibáñez, Carmen / Poza Lara, Carlos:,

see footnote page 52. One business which grants paternity leave for a year is Virgin Group: http://abcnews.go.com/Business/virgin-group-year-long-maternity-paternity-leave-policy/story?id=31673628, reviewed most recently on 9 January 2016.

EWSDGE National Coordinator Spain

Urb. de los Pajares 7ㆍES-28450

Collado Mediano – Madrid, Spain

P: +34633285180

E: kmiller@ewsdge.eu

EWSDGE Project Office

c/o German Women Lawyers Association (djb)

Brunnenstr. 128ㆍD-13355 Berlin

P: +49 30 467 98 600ㆍF: +49 30 467 98 6020

E: eu-womenshareholders@djb.de

leadership skills.

- Mentoring programs have proven to be an efficient tool for professional

empowerment of women. These programs can help women who are already in management positions or who have shown potential to fill these roles to develop an exchange of experiences and knowledge, improve contact with high level management positions, and strengthen networks. Additionally, the program offers the possibility of expanding management skills and methods.

- In this way, mentoring programs help in the planning of their

professional careers over the long term, taking into account various life stages, as well as programs which support later starting careers, which increase the proportion of the underrepresented gender.

- Generally speaking, programs which contain diversity sensitive

management education and training are effective in changing corporate culture as regards to diversity.13

- Additionally, it is important that the company make the hiring process

more transparent, especially as regards senior management. Often the underrepresented gender lacks access to positions, whether through informal contacts or through transparent, open processes. When such access relies on contacts, many times the filling of those posts by them occurs because of random events.14

Does your business offer this type of mentoring and networking?

______________________________ 13See, for example, the Proyecto Promociona: http://www.proyectopromociona.com/index.php/es

reviewed most recently 9 January 2016. 14One successful project in England is “Board Apprentice”: https://www.boardapprentice.com/, reviewed most

recently 9 January 2016.

EWSDGE National Coordinator Spain

Urb. de los Pajares 7ㆍES-28450

Collado Mediano – Madrid, Spain

P: +34633285180

E: kmiller@ewsdge.eu

EWSDGE Project Office

c/o German Women Lawyers Association (djb)

Brunnenstr. 128ㆍD-13355 Berlin

P: +49 30 467 98 600ㆍF: +49 30 467 98 6020

E: eu-womenshareholders@djb.de

15 ____________________________________________

15https://agenda.weforum.org/wp-content/uploads/2015/12/1512B33-eu-gender-pay-gap-hourly-earnings- estonia-austria.png, reviewed most recently 17 January 2016

EWSDGE National Coordinator Spain

Urb. de los Pajares 7ㆍES-28450

Collado Mediano – Madrid, Spain

P: +34633285180

E: kmiller@ewsdge.eu

EWSDGE Project Office

c/o German Women Lawyers Association (djb)

Brunnenstr. 128ㆍD-13355 Berlin

P: +49 30 467 98 600ㆍF: +49 30 467 98 6020

E: eu-womenshareholders@djb.de

Compensation

This recent graph reflects a reality understood by everyone. In Spain, the fact is that women earn, on the average, about 19.3%16 less than their male colleagues.17 In order to reduce this disparity, which hurts men as well as women, a transparent compensation system should be implemented, under which men and women earn the same for carrying out the duties of same or similar positions at work. As for salary differentials, businesses are already required to present new strategies with the goal of permanently reducing salary inequality as seen, for example, in the “Strategy for equality between women and men (2010-2015).18

Does your company ensure transparent and equitable compensation?

Sexual harassment

Workplace sexual harassment is an ongoing problem, to be countered by eliminating taboos and through continuous training programs.19

________________________________________ 16http://www.expansion.com/economia/2015/10/30/56339c37e2704ef97d8b46af.html, reviewed most recently

on 9 January, 2016 and note 50. 17Escot Mangas, Lorenzo / Fernández Cornejo, José Andrés: Discriminación salarial de género en el mercado

laboral español (“Gender based salary discrimination in the Spanish labour market”), in Revista universitaria de ciencias del trabajo, ISSN 1576-2904, Nº 7, 2006 (Issue devoted to: Immigration, women and the labour market), pp. 321-368

18http://ec.europa.eu/justice/gender-equality/gender-pay-gap/index_es.html, reviewed most recently on 9 January, 2016.

19RENAULT ESPAÑA is a member of the network “Empresas por una sociedad Libre de V iolencia de Género”

(“Companies for a society free of gender based violence”): http://www.elcorreodeburgos.com/noticias/burgos/renault- adhiere-red-empresas-sociedad-libre-violencia- genero_102113.html, reviewed most recently on 9 January 2016; Instituto de la Mujer: Acoso sexual. Acoso por razón de sexo. Mobbing (“Sexual harassment. Harassment based on gender. Mobbing.”) http://www.inmujer.gob.es/conoceDerechos/preguntas/acoso.htm, reviewed most recently on 9 January 2016.

EWSDGE National Coordinator Spain

Urb. de los Pajares 7ㆍES-28450

Collado Mediano – Madrid, Spain

P: +34633285180

E: kmiller@ewsdge.eu

EWSDGE Project Office

c/o German Women Lawyers Association (djb)

Brunnenstr. 128ㆍD-13355 Berlin

P: +49 30 467 98 600ㆍF: +49 30 467 98 6020

E: eu-womenshareholders@djb.de

Has your company joined with “Empresas por una sociedad Libre de Violencia de Género” (“Companies for a society free of gender based violence”)?

Gender neutral language and communication

Communication is an essential aspect of human relationships. Companies should ensure that internal and external communications employ gender neutral language and should extend such practice to every business area. Language reflects our worldview and helps us to construct reality.20 Phrases such as “be a man”21 or “don’t cry like a little girl” cause men as well as women to engage in stereotypes.

Does your company use gender neutral language?

Workplace health and safety

Pregnant workers should be protected during their pregnancy, but not discriminated against. Pregnancy is not an illness, it is simply a state in which women can do their jobs consistent with their physical condition.

Are pregnant women in your company permitted to do their jobs consistent with their physical condition? ___________________________________________

20Bengoechea Bartolomé, Mercedes: Lenguaje y sexismo (“Language and sexism”), in Diversidad de Género e Igualdad de Derechos, Valencia, 2012, pp. 41-52.

21The Mask You Live In, in: https://www.youtube.com/watch?v=hc45-ptHMxo, Miss Representation Trailer, in: https://www.youtube.com/watch?v=8ap2xnMcvpw, reviewed most recently on 9 January 2016.

EWSDGE National Coordinator Spain

Urb. de los Pajares 7ㆍES-28450

Collado Mediano – Madrid, Spain

P: +34633285180

E: kmiller@ewsdge.eu

EWSDGE Project Office

c/o German Women Lawyers Association (djb)

Brunnenstr. 128ㆍD-13355 Berlin

P: +49 30 467 98 600ㆍF: +49 30 467 98 6020

E: eu-womenshareholders@djb.de

Responses to these questions may be sent to the following address: Doña Katharina Miller Urb. de los Pajares, 7 28450 Collado Mediano

Thank you very much. Sincerely yours,

Katharina Miller Madrid, 14 June 2016

Attention: Ms. Katharina Miller

Alcobendas (Madrid), 17 June 2016 Dear shareholder, regarding the questions that you have posed to us by email on 14 June 2016 in anticipation of the call of the Annual Shareholders’ Meeting of Indra Sistemas, S.A., we offer the following responses:

RESPONSE TO QUESTION 1. Employment Access

• Does your company guarantee employment opportunity in this fashion?

Indra has had a diversity policy in place since 2004, in which diversity is stated as a corporate value and a competitive advantage. This policy was revised in 2013, incorporating a specific section regarding gender diversity. In 2009 an equality plan was agreed upon with our employees’ legal representatives, which plan was honoured with Distint ivo de Igualdad presented by the Ministry of Health, Social Services and Equality.

After thorough analysis geared toward a better understanding of the roles played by women in the company, we have seen that the most significant barrier is, as you pointed out, the low interest of women in technical fields and, once decided to pursue such studies, employment in our sector. It is for this reason that we, together with other companies such as Microsoft, HP and Accenture, decided to launch the Start Tech project, which has as a goal the promotion of technology studies amongst children, with a special emphasis on women.

So far as the selection process is concerned, one of our bedrock principles is equality of opportunity, so that gender is never a basis for rejection; neither is it permitted to ask personal questions with a sexist bias. In order to accomplish this, all participants in the selection process receive specific training which includes the topic of gender diversity.

RESPONSE TO QUESTION 2. Ordering of the workday to facilitate balance between workplace obligations and family and personal lives

• Does your company incentivize male employees to take

paternity leave? Are meetings organized in such a way that everyone involved is able to attend?

At Indra we have had a work/life balance program in place since 2005, which contains measures aimed specifically at fathers, with the goal of promoting co-parenting. Permission to attend childbirth as well as paternal leave privileges have been increasing. Additionally, should they decide to take advantage of paternal leave or breastfeeding permission, additional days are given. Furthermore, we allow paid leave in order to accompany children at medical appointments up until the age of 12.

As for meetings, we do not have a specific policy in that regard.

RESPONSE TO QUESTION 3. Professional classification, promotion and career development

• Does your business offer this type of mentoring and networking?

In fact, we do. We have in place at Indra a Women and Leadership program which offers an integrated response to possible barriers that women may encounter in professional advancement: training in management skills, events to increase organizational visibility, face to face as well as virtual networking (by means of the intranet), mentoring . . .

RESPONSE TO QUESTION 4. Compensation

• Does your company ensure transparent and equitable

compensation?

Yes, analyses done of various posts and categories with the goal of designing our equality plans demonstrated clearly that there are no differences in compensation between genders for the same categories and equal conditions.

RESPONSE TO QUESTION 5. Sexual Harassment

• Has your company joined with “Empresas por una sociedad Libre de Violencia de Género” (“Companies for a society free of gender based violence”)?

As a matter of fact we have been part of the network since 2012, with the goal of sensitizing our professionals and the rest of our stakeholders.

RESPONSE TO QUESTION 6. Gender neutral language and communication

• Does your company use gender neutral language? We understand that one of the most effective means for assuring equal opportunity is a change of culture, and that language has an important impact. For this reason, since 2010 we have a guide of gender neutral language in place which contains a specific section made an integral part of employment offers.

RESPONSE TO QUESTION 7. Workplace health and safety

• Are pregnant women in your company permitted to do their jobs consistent with their physical condition?

The majority of the posts at our Company do not have specific physical requirements. Nonetheless, in the event that a special accommodation is required or if the post requires specific conditions, means are always employed to accommodate or minimize activities as appropriate, in the interest of the health and well being of the worker. Additionally, the health of our professionals is very important to us. In the specific case of women we offer, for example, the opportunity for annual gynaecological exams. And, of course, job condition reviews are done when necessary.