Based on this result, there are set limits for each level of content, being (-20%) the minimum and (+20%) the maximum. Then, the dispersion is divided by -20% and +20% in 9 different levels so the employees can receive compensation raises without having to change the content of their role according to their experience, performance and potential.

The compensation analysis is conducted based on the 16 roles applicable to our indirect staff which, for the purpose of this analysis, are arranged in 10 groups:

The following table shows the fixed compensation details for 451 employees based in different locations and in charge of different technical tasks. Salary ranges are the same, regardless of the location.

In accordance with the Remuneration Policy, and analyzing the data at an individual level within each group, it is shown that there is no difference in remuneration based on gender, geographic location, or any other factor that could be considered discriminatory. In fact, the differences in the average remuneration reflected in the table above are exclusively due to different levels of seniority, year of access to the role (the role system was established in 2012, since then the change of role occurs according to the increase in responsibilities) or depth of the position (the same job position has different depth depending on the volume of turnover managed, the associated responsibility and the number of people in the team, which marks different positions in the remuneration level within the same role).

In the case of direct personnel, salaries are determined by the applicable collective bargaining agreement (Chemical Industry Collective Bargaining Agreement, Seville Iron and Steel Industry Collective Bargaining Agreement, Valladolid Iron and Steel Industry Collective Bargaining Agreement, Burgos Iron and Steel Industry Collective Bargaining Agreement or Álava Iron and Steel Industry Collective Bargaining Agreement). On these, the Production-based Incentive System is applied, the same for all work centers, except in the Metal centers where the same variable system is applied as for indirect labor.

Thus, the compensation of direct personnel is determined by the salary concepts of the collective bargaining agreement, bonuses based on job position or coordination responsibility and incentives.

In the agreements that include professional groups, all jobs are associated with one of them. Hence, the compensation assigned to each group is the one received by anyone with a post within that group, regardless of who they are. In the agreements that include professional categories, these are determined by the evaluation from Skill Matrix and are also independent of the person holding the post.

Therefore, the fixed compensation for similar posts with the same level of experience and seniority is identical, regardless of any other factor (including age or gender). The variable compensation (incentive system) is directly linked to the employee’s performance, regardless of any other variables.