04. RESPONSIBLE MANAGEMENT OF HUMAN RESOURCES ANNUAL REPORT 2011 Commitment to human capital. Employment and hiring PRISA’s commitment to human capital is always based on rigorous professional criteria and is geared towards finding the best person for the job. This year, the economic crisis has obliged the Group to adjust its workforce. However, the Group strives permanently to ensure that there is the minimum impact on the workforce. All the Group’s companies believe in strict respect for the basic labor rights as recognized by the International Labor Organization, especially in issues related to equality and non-discrimination on the basis of sex, ideology or beliefs. Similarly, each company strictly adheres to the labor laws of the country in which it operates. Apart from company directors, all our staff are subject to labor agreements in each of their companies. These agreements substantially improve working conditions and thus provide our professionals with a stimulating and competitive working environment. Staff enjoy total freedom to participate in trade unions and the Group fosters social dialogue. PRISA’s commitment to human capital has the following main goals: To promote and foster the defense and effective practice of the principle of equality between the sexes, ensuring the same rights to access to work and professional development at all levels. To increase women’s chances of gaining posts of greater responsibility within the company, thus reducing inequalities. To prevent discrimination on grounds of sex by means of a special protocol for taking action where necessary. To establish measures that favor the balance between the personal lives and professional responsibilities of our employees. PRISA Employees by contract type Equality PRISA’s staff structure shows an almost equal breakdown by sex. 28% of senior management posts are held by women, up from 24% in 2009, with this figure rising to 41% in the Digital unit, 36% in Press and 30% in Audiovisual. PRISA has a policy aimed at the promotion of women to these posts. Social benefits Each of the Group’s businesses has its own policy on social benefits but all endeavor to remain competitive in the markets in which they operate. These benefits complement, and improve on existing social benefit schemes. In some cases, PRISA’s Human Resources have adopted flexible salary structures, adapted to the needs of Employees. Flexibility PRISA’s companies have come to understand the real benefits of offering balanced work days that provide an optimum balance between the needs of staff and the goals of the companies. Many of our companies offer employees flexible work days, home working, and the possibility of working intensive schedules in summer. 2010 2009 2010 Temporary contracts Permanent fixed contracts 64 2008 2009 16% 84% 2008 13% 87% 14% 86%