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CHAPTER 4 Responsible management

To measure our employees satisfaction, we conduct Climate and Commitment Surveys on a half-yearly basis which ana- lyse issues such as professional develop- ment and training, the remuneration and benefit systems, organisation-related aspects, communication, reconciliation and health and wellbeing, among others. In 2020 we intend to conduct the 5th Cli- mate and Commitment Survey following the deployment in 2019 of a new liste- ning and engagement tool called Pulse to measure the evolution of the initiatives taken as a result of past editions of the survey or specific employee-focused areas of interest, such as the pulse sur- veys taken of employee experience and ethics in 2019. We also developed a co- mmitment management procedure that

combines all the elements made avai- lable to actively listen to employees and a governance model intended to develop a plan of action that enhances commit- ment and, ultimately, the value proposi- tion for our employees.

We launched a Diversity and Inclusion Programme aimed at promoting inclusive environments where individuals can de- velop their potential, irrespective of their origin, culture, physical condition or gen- der. This programme addresses diversity based on four dimensions: gender, func- tion, generation and culture, developing specific action plans defined with their individual objectives in each case and based on the following principles:

Attract, develop and retain exceptional talent, respecting their uniqueness and valuing their experiential diversity and approach to tasks.

Identify and develop the inclusive leadership skills required to operate in a diverse, global environment. Train our leaders to be drivers of change, creating challenging environments and developing their teams.

Step outside our comfort zone, actively seeking different points

of view as a source of enrichment, thus creating value for Cepsa and

the communities in which we are present.

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