At Madrileña Red de Gas, it’s their workforce that makes it possible to keep generating value as a company year after year, all within the framework of excellent people management. Their greatest and most valuable asset is the talent of their staff, without whom they wouldn’t be able to meet their organizational goals.

With these principles guiding them, Madrileña Red de Gas guarantees work that allows for professional development in a work environment where pride and commitment are strengthened. They offer and ensure their employees autonomous work, with optimal social protection for families and decent incomes, within an organization that strives daily to ensure equal opportunities for all, with respect and non-discrimination.

The human team at Madrileña Red de Gas, through their work, motivation, effort, and commitment, maintains a virtuous cycle where they continuously achieve more challenging levels of performance and results across all areas of the company. Image 128 shows the main different factors in people management.

10.1Human capital

Charts shows the evolution of Madrileña Red de Gas workforce from year 2022 to 2024.

The preceding chart clearly illustrates that over recent years, the proportional representation of women and men within the workforce has remained consistent. By the end of 2024, the total number of employees was 117, excluding three male partial retirees at year-end.

In general, the workforce has shown stability over the past three years. However, a slight reduction in the number of male employees was observed at the close of 2024. This isn’t seen as an indicator of any significant negative or unusual variables affecting the job stability Madrileña Red de Gas offers its team.

10.2Labor relations

For Madrileña Red de Gas, promoting job stability for its human capital is a priority, alongside a strong commitment to providing opportunities for professional development. As the results at the close of 2024 clearly show, 100% of the workforce holds permanent contracts.

Furthermore, the proportion of senior executives in Madrileña Red de Gas’s significant operating locations is 0.88% of the total full-time employees. This percentage corresponds to the General Manager (CEO), who is the company’s sole senior executive, permanently residing in the Community of Madrid.

Negotiation and consensus are fundamental to maintaining optimal working conditions and labor relations, while fully respecting the workers’ right to freedom of association

As a fundamental part of its commitment to people, Madrileña Red de Gas respects the labor rights of its workers, fully guaranteeing their protection, in line with its values and in strict adherence to the current legal framework and other commitments made between the organization and its human capital.

For the organization, negotiation and consensus are fundamental to maintaining optimal working conditions and labor relations, while fully respecting the workers’ right to freedom of association.

In line with the above, 26.5% of Madrileña Red de Gas’s workforce (excluding partial retirees) is covered by a Collective Bargaining Agreement. The remaining 73.5% is governed by the Workers’ Statute, also adhering to specific conditions agreed upon with the employee when joining the company.

Likewise, for any relevant operational change, employees and their representatives are generally notified at least two weeks in advance, always within the legal framework established by the pertinent regulatory bodies. When these changes result from collective bargaining, they are detailed in the corresponding agreement, including the agreed notification periods

10.3Work climate and well-being

Employee climate survey

During 2024, Madrileña Red de Gas conducted an Employee Climate Survey specifically designed to gather key evidence and information about employee well-being and commitment. Through this study and the actions derived from it, the company aims to strengthen employee engagement, their sense of belonging, and autonomy. The focus is on delivering excellent service and fostering a positive, fluid relationship between employees and their managers.

As shown, the participation rate in 2024 was 74%. While this was a slight reduction of 6 points compared to 2023, it remains within the average participation levels observed in studies conducted between 2019 and 2023. This consistently high participation ensures the coherence, representativeness, and robustness of the data obtained.

Coupled with very good participation levels, the overall satisfaction index reached its highest historical level in 2024 at 86%, coupled with very good participation levels, the overall satisfaction index reached its highest historical level in 2024 at 86%.

Another strategically important element regarding the work environment at Madrileña Red de Gas is the Employee Net Promoter Score (eNPS). This metric helps determine how likely employees are to recommend the company as a good place to work.

In 2024, Madrileña Red de Gas achieved an excellent eNPS result of over 58%, surpassing the 2023 result by a remarkable 36 points. It’s worth noting that, based on general benchmarks for workplace climate, an eNPS above 50% is considered an excellent result across most sectors and industries. This indicates a high level of employee loyalty and satisfaction within Madrileña Red de Gas.

Finally, it’s worth highlighting that between both years, there was a significant reduction in the proportion of detractors (from 13.3% to 7.9%) and a very significant increase in the number of promoters (from 56.1% to 66.3%).

Madrileña Red de Gas structured its recent Employee Climate Study to gather crucial data on the organization’s strengths and opportunities, as well as the most pressing needs and expectations of its human capital both currently and for the future. To gain even deeper, more detailed insights, the results were analyzed by relevant demographic biases, including areas, gender, age, and tenure. This comprehensive approach enables the company to make informed and well-supported decisions.

The study itself was conducted using a 42-question online questionnaire, with questions grouped into various dimensions to capture a holistic view of the employee experience.

In the 2024 study, Madrileña Red de Gas’s employees most value three key aspects: work-life balance, work environment, and the quality of their colleagues. This trend holds consistent with the results recorded in 2023.

A comparison between the 2023 and 2024 climate study results clearly shows that in most aspects evaluated (over 70% of them), 2024 results surpassed those of the previous year.

Only slight decreases were noted in work-life balance and the quality of professionals, though in both cases, the results remained well above average. This indicates a general improvement in most areas, with the highly valued aspects maintaining strong scores.

In any case, existing opportunities are met with specific actions that allow Madrileña Red de Gas to act proactively, ensuring continued positive evolution, as demonstrated since 2023.

Some of the improvement actions already underway include the transition to a data-driven digital organizational model and the promotion of smart working, which fosters individual responsibility and objective achievement. For 2025, plans include developing dialogue and active listening spaces between the CEO/Managers and employees, as well as organizing corporate workshops and events to strengthen inter-departmental integration.

All these aforementioned actions are framed within three fundamental challenges that guide Madrileña Red de Gas regarding its workplace climate

Welfare measures

Madrileña Red de Gas keeps driving initiatives to boost the well-being of its workforce. The goal is to build a healthy work environment that promotes satisfaction and a good quality of life for everyone.

Madrileña Red de Gas has established retirement savings plans for all its employees, to which it makes financial contributions. In 2024, these contributions ranged from €40,000 to €81,000. This represents an increase in the maximum range compared to 2023, which was between €40,000 and €78,000. The specific amount of these contributions depends on both the employee’s salary and their negotiations with the financial institution.

10.4Work-life balance

Madrileña Red de Gas actively promotes measures that favor rest after the workday, recognizing the right to digital disconnection as an essential pillar for proper organization of working hours. This initiative aims to respect personal and family life, facilitate work-life balance, and strengthen the occupational health of its workforce.

In this regard, in 2023, Madrileña Red de Gas approved its Digital Disconnection Policy, which establishes the necessary measures for all employees to exercise their right to digital disconnection. This guarantees respect for their rest time, as well as their personal and family privacy.

Furthermore, Madrileña Red de Gas continues to champion teleworking as one of its main measures for work-life balance and talent retention, a fact confirmed by its employee climate survey.

Madrileña Red de Gas continues to champion teleworking as one of its main measures for work-life balance and talent retention, a fact confirmed by its employee climate survey

Regarding leave requests for children care, it’s notable that for the first time in the last three years, no women requested maternity leave. In fact, historical records for birth leave consistently show that every year, without exception, more men have taken paternity leave. Furthermore, all employees who took this type of leave returned to their positions with the same conditions once the period ended, achieving a 100% reincorporation and retention rate.

10.5Commitment to Diversity, Equity, and Inclusion

Madrileña Red de Gas firmly believes in and champions the convergence of diversity, equity, equal opportunities, and inclusion. This approach guarantees workplace unity and strengthens the organization’s capacity and resilience to face the challenges and changes of today, always considering its people as its most valuable resource.

To guarantee the fulfillment of its values, Madrileña Red de Gas relies on an Ethical Code and an Equality Plan. These are complemented by a Protocol for the prevention of workplace, sexual, and gender-based harassment, a Gender Violence Guide, and an Inclusive Language Guide. Actions directly supporting the aforementioned pillars stem from these documents.

More specifically, Madrileña Red de Gas is committed to continuous improvement in equality, diversity, and work-life balance through its 2022-2026 Equality Plan.

Since 2023, and with equal emphasis throughout 2024, the Equality Plan Monitoring Committee has been responsible for establishing and coordinating the implementation of a wide spectrum of measures. Key among these are:

• Promoting transparency and communication, supported by the internal publication of job vacancies.
• In the specific area of training, awareness, and sensitization, this year included training focused on inclusive language, violence prevention, and workplace harassment prevention.
• Transparency in information regarding promotion, selection, training, and leave ratios.
• Continuous reinforcement and dissemination of the Gender Violence Guide and an Inclusive Language Guide.
• Measures promoting gender equality through internal promotions, selection, and training, offering the same opportunities.
• Inclusion of individuals from underrepresented groups in the workforce (people over 50 years old and young people for internships).
• Driving diversity through the incorporation of workers from other countries.

Finally, it’s important to mention that, during 2024, as in previous years, no cases of discrimination occurred at Madrileña Red de Gas.

Diversity in governing bodies and among employees

Madrileña Red de Gas, fully aware of the ongoing need to advance equality while acknowledging the historical male dominance in its sector, consistently and decisively strives to support women’s representation in its workforce over time. As a result, the company’s staff clearly reflects a strengthening in diversity, not just in its governing bodies, but also across gender and age demographics.

Over the past four years, the company has consistently included individuals over 50 years old in its workforce without exception. They also continue to invest in new talent by bringing in young people for internships

Regarding the total workkforce, charts displays the different proportions corresponding to sex and age group in 2024.

Madrileña Red de Gas clearly shows the results of its ongoing efforts to boost diversity at all levels and from every angle, as evidenced by the data presented in previous sections. Over the past four years, the company has consistently included individuals over 50 years old in its workforce without exception. They also continue to invest in new talent by bringing in young people for internships.

A closer look at the three new hires in 2024 (two women and one man) reveals:One is under 30 and came from a previous company internship. One is between 30 and 50 years old. One is over 50 years old.

Regarding the proportion of women in the workforce, the company now has 45 women (38% of the staff). This is a very significant step forward compared to 2012, when women made up only 18% of the workforce.

Finally, 2.5% of the workforce consists of people from other countries (three individuals: two men and one woman). Breaking this down by category, 9.1% of those in Director-level positions are from other countries, while in all other combined categories, 1.0% are of a nationality other than Spanish.

Remuneration

As mentioned in Chapter 3, “Good Governance, Ethics, and Transparency,” Madrileña Red de Gas’s remuneration policies for its entire staff align with good corporate governance practices, in accordance with Article 7 of Royal Decree 902/2020. This includes conducting a remuneration audit in conjunction with the Equality Plan (2022-2026). Consequently, a corresponding action plan has been established within the “Remuneration” block, and its implementation is actively monitored through the Equality Plan’s tracking.

Madrileña Red de Gas’s salary policies place a special focus on compensation based on competencies and objectives, as well as years of experience and job category

Furthermore, it’s important to note that Madrileña Red de Gas’s salary policies place a special focus on compensation based on competencies and objectives, as well as years of experience and job category.

To analyze pay equity between men and women, Madrileña Red de Gas calculates the remuneration ratio of women versus men, this calculation considers fixed salary on one hand, and company cost on the other, without including complementary remuneration (like overtime, mileage, or per diems). The average for women is then compared to the average for men within each job category.

For employees on reduced hours or partial retirement, their remuneration is calculated as the equivalent of a full-time position.

As an illustrative data point supporting the previously detailed information, the ratio representing the percentage increase in total annual compensation for the highest-paid individual on staff compared to the median of all other employees (including the Management category) was 0.67.

Additionally, in 2024, the total annual compensation of the highest-paid individual was 5.7 times the median of the rest of the employees.

For this calculation, the total annual compensation (excluding supplementary pay) of each employee was considered, with adjustments made to calculate the full-time equivalent for employees on reduced/part-time hours or partial retirement.

Finally, no employee at Madrileña Red de Gas receives their salary based on minimum wage rules.

10.6Talent management

Atracción y retención del talento

The ongoing challenges and changes within Madrileña Red de Gas’s operational environment, coupled with the increasingly demanding skills and knowledge required, have made talent attraction, selection, and onboarding processes exceptionally important in recent years.

The company’s ability to adapt and respond is solely thanks to the very high level of professionalism, agility, proactivity, and versatility of its human capital. This, in turn, builds an ever-expanding and robust knowledge base. This base, combined with new and better market opportunities, also means a greater growth horizon for the individuals who make up Madrileña Red de Gas’s team.

For 2024, the hiring rate was 2.56%, with three new hires (two women and one man). Notably, one of these new hires (a woman) came from a previous internship within the company.

Madrileña Red de Gas’s strong talent attraction, selection, and promotion policies are clearly reflected in its low turnover rates. In 2024, voluntary turnover was just 1.6%, with an average of 1.2% over the last five years. Remarkably, the undesired turnover rate has remained at 0% throughout the 2020-2024 period. This, coupled with a company retention rate of 92.7%, demonstrates the success of their continuous efforts to maintain and improve the workplace climate and their people management and development processes.

In 2024, Madrileña Red de Gas expanded the number of universities with which it maintains active agreements

In 2024, Madrileña Red de Gas expanded the number of universities with which it maintains active agreements. It currently has collaboration agreements with the Complutense University of Madrid, the Polytechnic University of Madrid, CEU San Pablo University, and Francisco de Vitoria University.

In 2024, six young students (four men and two women) completed internships at the company, with one female intern successfully joining the permanent staff afterward.

To prevent the loss of valuable talent, Madrileña Red de Gas plans partial retirements well in advance. This proactive approach ensures a gradual transfer of knowledge, not only through formal training sessions where the retiring employee shares their expertise and best practices on specific topics, but also through day-to-day mentoring and teaching of their colleagues or successors.

Talent development

In the current context of constant market changes and challenges, Madrileña Red de Gas recognizes the importance of talent management as a key element for its success. The emergence of data in the business landscape, combined with AI, has been nothing short of transformative, not only in terms of productivity and efficiency, but also in creating new business opportunities and improving the customer experience. For these and other reasons, Madrileña Red de Gas is committed to the proper handling of data and the ethical use of AI so that these technologies add value, not only in decision-making but also in process optimization.

Also aware of the importance of articulating various initiatives and creating workspaces to guarantee the growth of all its professionals, Madrileña Red de Gas launched a new development project in 2024 called “Anatomy of the Manager.” This project is aimed at department heads, focusing on self-knowledge and the skills of a good leader to improve their professional profile and, in this way, to be able to recreate actions with which to continue growing as professionals within their individual development plan.

Finally, if there is one thing to highlight this year, it is that Madrileña Red de Gas has maintained the good practice of fostering interdepartmental relationships, not only through training, by continuing the EVOLUCIONA initiative—which notably featured an original format presented by the Systems and Customer Operations Department to detail their activities to the rest of the staff—but also through company events, where this year’s activities aimed to promote teamwork by highlighting the qualities of each individual.

Training

Madrileña Red de Gas approaches talent management with significant support from its annual Training Plan. Through this plan, the company effectively addresses all training needs that arise from the constant evolution of its processes and technologies, as well as the diverse development challenges faced by each individual employee.

In 2024, Madrileña Red de Gas particularly boosted data-related training, focusing on big data access and analysis capabilities, and data quality through data governance. These training activities accounted for 20% of all training hours delivered during this period. This wasn’t just limited to courses; it also included webinar sessions accessible to the entire workforce.

This year, Madrileña Red de Gas also continued its commitment to specialized business training. They maintained initiatives and discussions from previous years’ debate panels, such as H2 courses, and provided training for polyethylene welders and emergency and home operations technicians. All this specialized business training represented 30% of the total hours delivered.

In the realm of diversity, Madrileña Red de Gas has always been committed to this fundamental principle, particularly equality, due to its profound impact on people’s rights. Consequently, they continued equality-related training, not only through “inclusive language” and “workplace harassment prevention” webinars offered to all staff but also through a prevention and awareness course on violence and workplace harassment. This specific course held the most weight among all those delivered under Occupational Risk Prevention (PRL).

In 2024, a total of 6,496 training hours were delivered across 44 training actions. This resulted in a training hour ratio of 55.50 hours per employee, a slight decrease from 56.89 hours in the previous year.

As highlighted earlier, the training hours invested by Madrileña Red de Gas in 2024 were primarily concentrated in specific knowledge areas. These included data management, core business-related training, and all aspects concerning Occupational Risk Prevention (PRL), with a strong emphasis on topics like diversity, equality, and the prevention of workplace harassment.

Notably, the majority of average training hours were concentrated within the Administration and Management departments. The total of 44 training initiatives carried out during 2024 are distributed by area of specialization.

Regarding periodic performance and professional development evaluations, all employees at Madrileña Red de Gas receive an individualized assessment at least once a year. These are conducted through personal interviews with their direct managers. This process fosters the personal growth of each worker and contributes to competency management and the strengthening of the organization’s human capital.

Additionally, for new hires, the Human Resources department conducts personalized follow-up during their first year, engaging with both the newly incorporated individual and their manager. These reviews assess aspects such as their adaptation, learning ability, and team integration. Once the probationary period, which can range from 2 to 6 months depending on the profile, is completed, the direct manager evaluates whether it has been satisfactorily passed.

10.7Occupational health and safety

Madrileña Red de Gas recognizes the importance of ensuring a safe and healthy work environment for its entire staff. Aware that safety is an essential pillar for the well-being of its people and the company’s sustainability, Madrileña Red de Gas adopts a proactive approach aimed at anticipating and preventing any situation that could cause harm or injury to its team’s health.

In this context, Madrileña Red de Gas continuously develops and implements its Industrial Safety and Occupational Risk Prevention Policy, through which it firmly commits to complying with a series of fundamental principles.

To effectively comply with the principles established in its Industrial Safety and Occupational Risk Prevention Policy, Madrileña Red de Gas has a robust and structured Occupational Health and Safety Management System. This system is implemented and certified according to the international standard UNE-EN ISO 45001:2018. It comprehensively covers the entire staff, all work centers, as well as contractors, subcontractors, and all activities carried out by the organization.

Implementing this management model allows the company to not only meet legal requirements regarding occupational health and safety but also to promote a solid and transversal preventive culture, aligned with the sector’s best practices.

Additionally, to ensure strict compliance with obligations derived from Law 31/1995 on Occupational Risk Prevention, and in accordance with Royal Decree 39/1997, which approves the Regulations for Prevention Services, Madrileña Red de Gas has opted for an organizational model that incorporates the services of an External Prevention Service. This decision enhances the specialization and effectiveness of preventive actions, guaranteeing qualified technical advice and rigorous monitoring of working conditions across all areas of the organization.

Furthermore, in 2024, and in compliance with Law 31/1995 on Occupational Risk Prevention, Madrileña Red de Gas subjected its Occupational Risk Prevention System to a voluntary external audit process. This was done to verify its compliance with legal requirements and ensure its effectiveness at all organizational levels.

Through this preventive structure, Madrileña Red de Gas confirms its commitment to continuous improvement, the reduction of occupational risks, and the promotion of a safe, healthy, and sustainable work environment for all involved groups

Consultation and participation

Madrileña Red de Gas understands that the active participation of its workforce is essential for ensuring effective protection in occupational safety and health. For this reason, it actively promotes the consultation and participation of its staff in all preventive aspects, not just as a recognized right, but as a key instrument for the continuous improvement of working conditions.

To this end, Madrileña Red de Gas provides its team with the necessary mechanisms, time, resources, and training to facilitate their effective participation. Tools used include internal collaborative environments for consulting clear, accessible, and updated documented information, as well as the periodic issuance of reports and specific communications related to occupational safety and health.

Furthermore, structured participation is guaranteed through worker representatives and prevention delegates, in accordance with current regulations and established internal provisions. Within this framework, the Safety and Health Committee acts as the joint and collegiate body for institutionalized participation in preventive matters, with defined operating rules and functions that ensure its operability and representativeness.

During 2024, this Committee held two ordinary meetings, addressing key issues such as monitoring workplace accident rates, the certification audit of the Occupational Health and Safety Management System, and training actions aimed at reinforcing awareness and education.

Hazard identification and risk assessment

For Madrileña Red de Gas, hazard identification and occupational risk assessment represent one of the fundamental pillars in the correct application and effectiveness of its Occupational Risk Prevention Plan. This strategic tool allows the company to anticipate possible risk situations and establish the necessary measures to protect the health and safety of its staff.

Madrileña Red de Gas’s Occupational Risk Prevention Plan not only complies with current regulations but also drives the consolidation of a preventive culture deeply rooted at all levels of the organization, promoting a safer and healthier work environment

Madrileña Red de Gas’s Occupational Risk Prevention Plan not only complies with current regulations but also drives the consolidation of a preventive culture deeply rooted at all levels of the organization, promoting a safer and healthier work environment. This approach is aimed at identifying, evaluating, and reducing the risks inherent to each activity, with a comprehensive vision that spans from the design of job positions to the day-to-day operational dynamics.

The evaluation process generally considers the nature of the activities carried out, the specific characteristics of the job positions and the employees performing them, as well as current or anticipated working conditions. This evaluation is systematically reviewed and updated in response to any change in working conditions, and, in any case, after the occurrence of health damages, reinforcing the preventive approach of continuous improvement.

Workplace accident rate

As of year-end 2024, Madrileña Red de Gas has collected and analyzed data related to workplace accidents for both its own staff and personnel from contractor companies who performed activities for the company during that period.

This monitoring allows Madrileña Red de Gas to objectively assess the effectiveness of its implemented preventive measures and to identify areas for improvement to strengthen safety in all operations. The information collected is a key element in making strategic decisions regarding occupational risk prevention, as well as in updating action and training plans.

Since the start of its activity, Madrileña Red de Gas has not recorded any severe or fatal workplace accidents, neither among its own staff nor among the personnel of contractor companies who have provided services for the company

Since the start of its activity, Madrileña Red de Gas has not recorded any severe or fatal workplace accidents, neither among its own staff nor among the personnel of contractor companies who have provided services for the company.

Furthermore, no occupational diseases resulting from the performance of work have been detected, which reflects the solidity of the implemented preventive system, the rigor in activity planning, and the constant monitoring of working conditions.

Regarding workplace incidents recorded during the 2024 fiscal year, it is observed that most of these have been reported by contractor companies that have carried out activities for Madrileña Red de Gas. Although these are, for the most part, minor events, their analysis is fundamental to reinforcing the preventive culture and minimizing the probability of recurrence.

Among the most frequent causes are trips, inadequate ergonomic habits, superficial cuts, blows with objects, and, in some cases, external aggressions by third parties. This type of incident highlights the need to continue promoting specific awareness, training, and surveillance actions, especially in environments with the presence of external personnel.

At Madrileña Red de Gas, the premise is that every accident represents a learning opportunity. Therefore, the organization adopts a proactive and rigorous approach to investigating all accidents and incidents, including those that have not caused injuries to workers.

Likewise, in compliance with current regulations, Madrileña Red de Gas reports workplace accidents to the competent labor authority and actively contributes to the generation of sectoral knowledge by periodically submitting statistical information on accident rates to SEDIGAS. This collaboration reinforces the organization’s commitment to transparency and to collective progress in occupational risk prevention.

Coordination of business activities

Madrileña Red de Gas works with a high number of contractors and subcontractors who carry out a significant portion of its activities, some of which are particularly relevant to the development of the business.

With the aim of guaranteeing the safety and health of workers at all times, the company has implemented specific control measures, designed to demand and supervise compliance with established work procedures and safety regulations.

In this regard, Madrileña Red de Gas requires mandatory registration for relevant contractor and subcontractor companies on its IT platform for business activity coordination. This measure applies to all those operating in work centers, including offices and warehouses, as well as LNG/LPG plants, network installations, construction sites, and customer operations. In this way, all workers involved in the execution of activities relevant to Madrileña Red de Gas are duly registered in the tool.

Throughout 2024, Madrileña Red de Gas worked with a total of 48 contractor and subcontractor companies registered on the document management platform. In total, 474 professionals belonging to these entities participated in the execution of the entrusted works.

Furthermore, Madrileña Red de Gas has several engineering companies that act as Safety and Health Coordinators (CSS) in the various activities carried out by the Expansion and Network Operations areas. The presence of CSS in Madrileña Red de Gas’s projects and operational activities is fundamental to ensure the correct integration of occupational risk prevention in all phases of execution. Their work allows for the identification, evaluation, and control of risks, ensuring compliance with current regulations and promoting safe environments for all workers.

Health surveillance and promotion

In the area of health surveillance, Madrileña Red de Gas annually conducts a systematic evaluation of its staff’s health status, based on the specific risks identified in each job position’s assessment. This process is carried out by healthcare personnel with technical competence, training, and professional accreditation, belonging to the External Prevention Service that collaborates with the company.

During 2024, a total of 91 medical examinations were performed, the results of which are kept under strict confidentiality and are accessible only by the employee themselves.

Additionally, the company promotes the comprehensive well-being of its employees through the implementation of voluntary health promotion services and programs, aimed at preventing non-occupational risks. These initiatives include annual flu vaccination campaigns and the early detection program for colorectal cancer, aimed at employees over 50 years old.

Safety and health training and information

During 2024, Madrileña Red de Gas reaffirmed its commitment to the continuous training of its staff in Industrial Safety and Occupational Health and Safety, developing training actions aimed at the different groups within the organization. In this area, the company has a specific training plan, designed from an exhaustive analysis of the training activities associated with each job position, as well as the training history of employees in previous years. This approach allows for the precise identification of training needs and the establishment of necessary or recommended actions for the year’s development.

Furthermore, with the aim of expanding the reach and accessibility of training actions, the offering has been diversified to include face-to-face modalities (with or without practical sessions), online courses via IT platforms, and videoconference training. The latter has facilitated access for a greater number of employees, generating additional benefits such as improved work-life balance and reduced emissions from travel.

Regarding information actions, throughout 2024, Madrileña Red de Gas promoted the dissemination of preventive content among its staff. In this context, various brochures on different topics were distributed. Among the materials disseminated, those focused on night and shift work, workplace harassment, and manual handling of loads, among others, stood out.

Likewise, the dissemination of specific information campaigns by job position began, developed by the External Prevention Service, with the aim of reinforcing the preventive culture in a personalized and contextualized way.

It is also worth highlighting the implementation of thematic campaigns adapted to different times of the year. Among these, the digital disconnection campaign was launched before the summer period to raise awareness among employees about the importance of this practice and to offer tools that facilitate effective disconnection during holidays. Similarly, in June, a heat prevention campaign was developed, aimed at raising awareness and providing resources to workers who perform their duties outdoors during the hottest months.