The behaviour of MRG employees is governed by its code of ethics, which is available for consultation in the digital document management repository, with universal access for all employees. This code of ethics is inspired by MRG’s Mission, Vision and Values, which it complements, and constitutes the model of action to ensure appropriate behaviour in professional performance.

6.1 Human Capital in figures

MRG currently has 124 workers (not partial retirees). 65% of the workforce are men. However, recent years have shown an increase in the number of women.

Virtually the entire MRG workforce has a permanent contract: in 2020 this figure represents 96% of the workforce (33% women, 67% men). Of the permanent contracts, 99.2% of the workforce has a full-time contract; only 0.8% has a non-full-time contract (corresponding to a woman).

4% of the workforce is made up of employees on temporary contracts (20% men and 80% women).

At MRG we are committed to gender equality and talent. With the aim of making our professionals natural agents of change, in recent years we have carried out innovation and change management programmes, training courses and surveys to find out the needs of our team, which has been renewed once again this year with new incorporations.

6.2 Human resources practices

Industrial relations

At MRG we try to negotiate and adapt working conditions to the needs of our employees.

MRG has a Collective Bargaining Agreement covering 32.3% of the workforce, excluding partial retirees. The remaining 67.7% are governed by the Statute of Workers’ Rights. In 2017, the Second Collective Bargaining Agreement 2017-2021 was approved and is available for consultation in the digital document management repository.

Employees’ rights are respected, there is total freedom of association and a culture of dialogue and negotiation is guaranteed. The workers’ representatives, who make up the works council, represent all the company’s workers, with the exception of the General Manager. The collective agreements reached with social representation can cover up to 99.26% of the workforce.

In the event of any operational change, notice is usually given at least two weeks in advance, and in any case, in compliance with any requirements established by law.

In the event that they are the result of collective bargaining, these changes are specified in the collective bargaining agreement negotiation, including the established notice periods.

Work-life balance

There is a policy to balance the work and personal environment, which allows, when necessary and justified, the redistribution of working hours, remote working and the approval of adaptations to the working day, for both men and women, within the framework of the provisions contained in the social regulations. In this way, our workers can request the adaptation of their working day, in order to achieve a better balance between their work and family life.

In accordance with the provisions of the Statute of Workers’ Rights, the company has negotiated with the workers who have requested it, ways to achieve work-life balance, taking into account the needs raised by the persons concerned and the organizational possibilities of the Unit to which they are assigned.

So far, all negotiations have been concluded with agreement.

Currently, with the exception of the personnel who work in the field, the rest of the staff provide their services from their homes, following government regulations and precautions to avoid contagion by COVID-19 during the state of emergency. The current situation is exceptional, stemming from the COVID-19 pandemic. When the state of emergency ends, and the measures and/or recommendations of the competent authorities are lifted, the company considers the possibility of analysing and, where appropriate, applying the provisions contained in Royal Decree-Law 28/2020, of 22 September, on remote working, after assessing their appropriateness and possible application in MRG, as well as the specific cases in which, where appropriate, the RDL could be applied.

In 2020, 3 MRG employees have taken parental leave, of which 2 are men.

All employees who have taken some form of leave have returned to work under the same conditions once the period has ended, with return to work and retention rates of 100% in recent years.

3,2% of the workforce is on reduced working hours, all of whom are women, as this is the group that requests this measure.

Employee benefits

MRG offers initiatives to promote the wellbeing of its employees, adapted to their needs and resources. The main benefits offered are:

• Health Insurance
• Insurance premiums for savings and retirement
• Restaurant voucher or meal allowance for split-shift employees
• College tuition assistance for employees

In addition to the aid received through the Plan Mus or Plan Movalt, workers receive financial support for the purchase of vehicles that run on CNG.

With regard to savings instruments for private pension schemes, MRG has a Pension Plan or a Provident Plan, as well as a life insurance policy for the entire workforce. Their operation is defined in the regulations of the specifications of each of them.

As this is a defined contribution (pension or provident) system, no separate fund is required to pay the obligations, which are limited to the amount of the defined contributions made by the Company.

6.3 Equality and Diversity

At MRG we are committed to equality and diversity in our work environment. We promote gender equality through internal promotions, selection and training, offering equal opportunities and implementing equality plans.

In 2020, the negotiation of the equality plan has begun. Training is planned for 2021.

The Management Committee is made up of 29% women and 71% men. The only Senior Management employment relationship is with the General Manager of MRG.

In 2020, 43% of the members of the Management Committee will be between 30 and 50 years of age and 57% will be over 50 years of age. 2.42% of the total workforce comes from another country. By category: in the Top Management and Management category, 9.5% come from another country; in the other categories, altogether, 0.9% come from another country.

Remuneration

With regard to the salary policies established by the Company, special focus is placed on remuneration based on competencies and objectives and associated with years of experience and job category.

In order to analyse equal pay for men and women, the ratio of remuneration of women versus men is calculated, established by taking into account the fixed salary on the one hand and the company cost on the other, without considering additional remuneration, and the average for women versus men is compared by job category.

In 2020, the annual total compensation of the highest paid person is 1.47 times the median of all other employees.

The ratio of the percentage increase in annual total compensation of the highest paid versus the median for other employees was 0.22.

As the highest paid person, the management has not been taken into account. For this calculation, the company cost of each employee has been considered, excluding overtime and mileage, and calculating for employees with reduced working hours or partial retirement their full-time equivalent.

Actions in the field of disability

At the end of 2020, MRG’s workforce had 2 employees with disabilities, thus complying with the General Law on Disability (LGD).

In addition, we work with Foundations and Companies that work in labour inclusion and job creation in favour of people with disabilities.

Selection process

Every day we work to carry out fair and equitable selection and promotion processes. When analysing the suitability of candidates, the criteria are based strictly on the professional profile.

In addition, female talent is promoted through training and mentoring programmes aimed at giving women greater responsibilities and functions to facilitate their access to positions of greater responsibility and remuneration. Thus, in recent years, women have benefited from multiple promotions.

6.4Talent management

Talent management is a fundamental pillar at MRG. Our strategy to achieve greater efficiency and productivity by our professionals has focused on two lines: organizational humanization, which is based on prioritizing the welfare of people, and collective leadership, focused on obtaining results through motivation and team commitment to the challenges set.

It is important in MRG to properly manage the generational replacement of the workforce and the rejuvenation of its employees. Therefore, it is done progressively, considering the importance of establishing a balance between the experience provided by the veterans and the levels of competitiveness and innovation of young people.

The average age of the workforce is 43.4 years, without considering partial retirees and 45.2 considering partial retirees.

Training plan and training programmes

One of the fundamental pillars is the continuous training of our employees. In 2020, 5,961.5 hours of training were provided, which represents an average of 48 hours per employee.

• Training in Prevention, Environment and Quality: In addition to the annual programs aimed at regular topics such as risks in the office or road safety, in 2020 we have also incorporated training in prevention against COVID-19, prevention for risks associated with remote working and special emphasis on the subject of PPE for staff who have had to continue to carry out their work on the street, including information and training on their correct use and management as controlled waste.

  In addition, as a complement to these training units, employees have been assisted with access to exercise videos to prevent injuries.

  Specific actions in this respect are detailed in section 6.6 Health and Safety.

• Office automation training: In addition to language training, advanced office skills are essential in an increasingly technological world. That is why we work with programs such as Power BI or tools such as Hangouts and others derived from AGILE Methodology. Knowing how to handle this kind of programs nowadays opens doors in the labour market and therefore increases the employability of our professionals.
• Language Training: At MRG we know how important it is for our professionals to have a good level of English and that is why we offer training in a variety of scenarios from telephone to face-to-face and all types of courses such as intensive masters or blended courses. Precisely because nowadays the command of English is an essential skill in the labour market, it improves their employment chances. It should be noted that, due to the current situation, face-to-face classes have by necessity become virtual.
• Business Training: Renewable Energies stand out as the main focus.
• Skills Training: In a highly technological future, skills become a key asset to differentiate some professionals from others. Knowing how to lead change, work in teams as well as manage teams, and also have initiative and know how to innovate, all this added to good presentational skills, will undoubtedly ensure our professionals have attractive profiles for the market. In 2020, training in skills has been designed to work mainly on aspects such as Innovation, leading change, Initiative and Proactivity, Cooperation and Teamwork and Team Management.

  In addition, as part of skills training, employees have been trained in Individual Development Plans (IDP), aimed at working on the Development Plans of each employee. They are taught to prepare a development plan based on the goals they want to achieve. This allows them, through the Plan, to work on those competencies that have the greatest room for improvement and to grow professionally and consequently have a better employability.

• Corporate Training: This training has covered training actions in Cybersecurity and Money Laundering.

In order to foster a culture of innovation at MRG, the Innovation Experiences, your start-up program was launched in 2019. Through this programme, we show our commitment to training people in knowledge based on innovation, process improvement and personal development. Presentations and seminars have been organized on various topics such as “Digital Marketing” and “Creative Spaces”.

In 2020, 5,961.5 hours of training were provided, which represents an average of 48 hours per employee.

Performance evaluation

100% of MRG employees receive a personalized performance evaluation through personal interviews with their managers.

Likewise, in the case of employee additions, during the first year, the HR department carries out a personalized follow-up, through telephone conversations or video calls, both with the newly initiated person and with the direct manager, where the following aspects are analysed:

• New employee: Analysis of whether they have all the resources they need to do their job, their relationship with their colleagues and their manager and their adaptation to the company and the unit.
• Line Manager: New employee’s adaptation to the position, relationship with colleagues, aspects related to punctuality, learning ability and level of responsibility.

After the probationary period of the new employee, which varies from 2 to 6 months depending on the profile, the direct manager completes a test to assess whether the candidate has passed the probationary period. In addition, a form has recently been implemented to evaluate the performance of new recruits on a weekly, monthly and three-monthly basis, which provides continuous feedback from the person in charge.

A pilot project, Conecta, is currently underway, aimed at aligning performance evaluation with the detection of training needs and the Individual Development Plan.

6.5 Dialogue with employees

In order to assess the current situation of the Company and seek solutions to possible shortcomings in the work environment, a work climate survey is carried out. The results of the latest survey, conducted in 2019, show a 26.6% improvement in employee perception.

On the other hand, and thanks to this initiative, we have detected that our professionals miss having a greater insight into the activities undertaken in other areas of the company, as well as greater feedback from their line managers.

In response to this demand, the human resources department, with the collaboration of the Management Committee, has launched two projects:

• Evoluciona: sessions aimed at bringing the staff closer to the different business areas, with the 3 business area directors as speakers.

  Three sessions were organized at different times to facilitate the attendance of a larger number of employees.

• Conecta: project to connect people and processes based on the alignment of performance assessment with the detection of training needs and the Individual Development Plan.

In April a voluntary survey on working conditions at home was sent to all workers, with a participation of 64 workers.

Following the results, the conditions for remote working have been improved.

Camaraderie and teamwork stand out as the most valued aspects of MRG’s culture.

6.6 Health and Safety

The year 2020 has been marked by a clear focus on COVID-19 management:

• All workers in the field have been provided with hygiene material, as well as new and specific Personal Protective Equipment (PPE).
• Protocols have been defined to guarantee protection measures for customers, employees and collaborators, including protocols for home visits.
• New health and safety measures have been implemented in all processes.
• The management of contractors potentially exposed has been adapted.
• In the works executed, annexes to the health and safety plans have been developed with specific preventive measures for COVID-19.
• • A plan for the management of close contacts and quarantines has been developed and remote working has been implemented in all those activities that allow it.

MRG’s priority objective is to reduce the accident rate in order to reach the objective of 0 accidents for its own personnel by 2021.

In order to achieve this, MRG has defined an Industrial Safety and Occupational Risk Prevention Policy. In addition, we are in the process of certifying our management system in accordance with the ISO 45001 Standard.

MRG has opted for an agreement with an External Prevention Service as an organizational method for the prevention of occupational risks, as it carries out activities listed in Annex I of RD 39/97 considered to be especially dangerous and as it has a workforce of less than 250 workers.

Throughout 2020, 286 operational control visits were made, ranging over all relevant activities and carried out by operational control inspectors and health and safety coordinators, detecting 95 reports with incidents of a preventive nature. These incidents correspond to a lack of information in the Suppliers’ Documentary Supervision Service related to training, PPE or certificates of aptitude.

Although the company’s philosophy involves emergency drills, in 2020, due to the limitations imposed by the COVID-19 pandemic, it was not possible to carry them out.

It should be noted that no cases of occupational disease have been reported.

Health care for our employees

Throughout 2020, 86 medical examinations have been carried out. Medical examinations are carried out on an individual basis according to the risks associated with each position.

In 2020, information was collected from workers in order to identify workers vulnerable to COVID-19, in accordance with the “Procedure for Occupational Risk Prevention Services in the event of exposure to SARS – CoV-2”. As a result of the collection of information among the group, the Medical Health Surveillance Service processed and analysed 11 cases.

All workers were qualified as fit to perform their usual work.

During 2020 and since the start of the pandemic, a total of 118 COVID-19 diagnostic and screening tests have been performed on 111 MRG workers. After the general campaign carried out in May/June, these tests have been offered personally to workers, depending on the circumstances.

Promoting employee health

• Specialist Service
  In addition to the medical check-up, additional health monitoring services are offered to workers every year, which are widely taken up by the workers:
  • Private appointment with Ophthalmology service.
  • Colon cancer screening, for those over 50 years old.
  • Possibility of including specific parameters in the blood analysis.
• Influenza vaccination campaign
  In September, as every year, the flu vaccination campaign began, but had to be cancelled due to the lack of vaccines from external prevention services and private entities, since almost all the doses were purchased by the Health Authority for use by the main risk groups (vulnerable people and health personnel).

  In recent years, the average number of staff involved in this measure has been 15 workers

• Private Insurance
  MRG offers its employees the option of private insurance with Adeslas, as mentioned in the chapter on Social Benefits.

Pandemic specific actions

Throughout 2020, special attention has been paid to the care of workers due to risks arising from the health crisis.

Since the beginning of the pandemic, information and awareness campaigns have been mailed to all workers with the aim of adopting the necessary preventive measures to help protect their health against COVID-19 and to raise awareness about the management of waste generated by the use of specific PPE.

For the information campaigns, infographics or videos provided by the Ministry of Health, the Madrid Regional Department of Health, Fremap and other mutual insurance companies and external prevention services were sent out on the following subjects:

• Emotional Management: A Self-Help Guide to the Psychological Impact of the Pandemic.
• COVID information: close contacts and quarantine, outbreaks, types of tests.
• COVID preventive measures: ventilation, safety distance, use of masks.
• PPE: putting on and taking off masks, gloves, goggles, coveralls.
• Teleworking: tips and recommendations.
• Healthy exercise and eating habits.

An average of 1 or 2 weekly information campaigns have been carried out, adapting them to the different groups.

Training on Health and Safety aspects

In order to ensure maximum safety for our em ployees during the pandemic, a significant increase in online training has been implemented.

Classroom training has been limited to emergency personnel, whose training included practical lessons on the use of PPE in the pandemic situation.

In 2020, courses were held on aspects related to health and safety, with a total of 233 attendees:

• Course for office staff. Trainer Previlabor, on-line.
• Course on road safety in the workplace. Trainer Previlabor, on-line.
• Course on prevention and protection measures for post-COVID-19 work activity. Trainer Prevencion, online.
• Course on Coronavirus and use of PPE. Trainer Previlabor, face-to-face.
• Teleworking course. Trainer Previlabor, online.
• E-learning course for the prevention of musculoskeletal disorders in the use of data display screens (Fremap).

Delivery of PPE and COVID protection material

Since the beginning of the pandemic, masks (surgical, hygienic reusable, FFP2), gloves, goggles, coveralls and overshoes have been purchased. This material is given to Network Operations and Expansion department staff. Delivery and stock count criteria have been established to keep track of inventory.

An informative note on the use of PPE has been drawn up and sent to the departments involved, and is available for consultation in the digital document management repository.
In addition, a process has been defined for the selection and approval of PPE.

Telework resulting from the COVID-19 crisis

In compliance with RDL 8/2020, 80% of MRG’s staff is currently teleworking.

Additional health services

MRG carries out actions aimed at providing professionals with a healthy work environment and practices.

• Physiotherapy service
  For years MRG has had a physiotherapy service, 50% of which is subsidised by the company. The service is performed at MRG’s facilities by appointment.

  During 2020 and due to the pandemic crisis, the service was suspended for some time and was re-established in November, providing the service in patients’ homes.

• Psychological sessions
  Since the beginning of the pandemic, all MRG workers have been offered psychological support consisting of telephone sessions with a professional for counselling, resolving doubts or concerns that they may have in this exceptional situation that we are experiencing. This service has been active throughout the year.
• Enrolment in Pilates classes
  Since 2018 the company has made Pilates classes available to workers interested in participating in an arranged school near the Pozuelo offices, with the company paying 50% of the monthly cost. The number of places is limited and will be allocated on a first-come, first-served basis. This activity has been well received, however it had to be suspended at the beginning of the pandemic.
• Running club
  As an initiative to encourage the practice of sport, a running club was created in 2019 with the aim of providing employees with the necessary motivation to exercise. One-hour sessions were organized with a trainer subsidised by the company. With the abandonment of the offices due to COVID-19, this activity has been temporarily suspended. During this time, the trainer has sent messages with videos and information for exercising while teleworking.