This complicated year 2022, the most important milestone related to our employees has been the signing of the Madrileña Red de Gas Equality Plan 2022-2026, with the aim of continuing to improve the application of the principle of equality between men and women.

In addition, we conducted a new work climate survey to find out what our employees think about the working environment, their overall satisfaction, teamwork, commitment, customer orientation and innovation.

On the other hand, we have continued to reinforce, improve and maintain our Health and Safety Management System, carrying out all the necessary activities to guarantee the safety of our facilities and the health of our workers.

Staff evolution

During 2022, MRG’s staff has remained stable compared to previous years, with a small reduction of around 4.8%. On the other hand, 5 people have joined our staff, 3 men and 2 women specifically.

In this regard, and as welcome information, during this period an exhaustive revision of the Welcome Manual has been carried out, making it more user-friendly and incorporating new content, as well as links and links to the content. In this way, new recruits can get to know and have a more complete vision of the company.

Teleworking

Since the pandemic and during 2022, Madrileña Red de Gas has continued to support teleworking as an organizational modality in all those departments whose activity allows it.

This modality allows MRG greater access to talent resources, the retention of qualified personnel, the promotion of productivity, the reduction of office expenses and the improvement in the performance of metrics such as the reduction of emissions due to the reduction of travel. For the employee, telework is a lever for motivation, work-life balance and flexibility.

The step prior to the implementation of teleworking was a diagnosis of the situation, the analysis of which involved all areas of management, all of which were rowing in the same direction. It was necessary to identify the positions suitable for remote working, to define a model agreement that reflected the possible problems, and involved the implementation of innovative measures, such as the reduction of physical space in the office.

Knowledge management

Our main objective is to be able to offer and make available to our employees training that, both qualitatively and quantitatively, meets the real needs of the company

For yet another year, MRG has responded to all the training needs that arise as the company evolves and our professionals grow.

Our main objective is to be able to offer and make available to our employees training that, both qualitatively and quantitatively, meets the real needs of the company.

The average hours of training per employee has increased by 17% in 2022 compared to the previous year, reaching 35.25 hours. We can confirm that all employees have received training throughout the year 2022.

MRG’s training plan includes occupational training courses that contribute to enhancing the quality of the service provided, as well as pursuing the following objectives:

• Increase productivity and competitiveness by improving the skills of professionals
• Promote employee development through the acquisition of new competencies
• Cover training needs
• Sensitize employees with company policies
• Facilitate employees adaptation to new technologies
• Facilitate the adaptation to organizational changes of the company.

In 2022, different courses have been made available to employees depending on the type of course:

• Technical training for different profiles.
• Health and Safety for different profiles.
• Skills training.

Among the courses held in 2022 were, among others:

• Cybersecurity
• Data protection.
• Teleworking: preventive measures.
• Customer experience.
• Hydrogen and fuel cells.
• Power BI.
• Sales Techniques.

On the other hand, in order to strengthen the relationship between departments, MRG has organized the “Road to the Future” round table discussion, in which all the company’s departments participate. Each Director, together with several employees, presented the most important points made during the year in each of the areas. The topics discussed made us reflect on hydrogen, market changes and the value of human capital.

This Discussion Table has been led by a talk by the Director General and presented to the entire staff.

Another of the milestones in training in 2022 was the Mentoring with Department Heads, which will continue in 2023, as well as the Cybersecurity course, presented in a new format, which has been very well received.

Stock of knowledge

During the first half of 2022, the review of the Stock of Knowledge of Madrileña Red de Gas was completed, with the aim of:

• Determine existing knowledge on MRG.
• Detect possible training gaps / needs.
• Identify the experts in each area of knowledge.

Equality Plan

As a sign of our sustained commitment to equality and diversity, at Madrileña Red de Gas we continue to be committed to the implementation of advances and measures aimed at the constant enrichment of our working environment.

In this regard, the year 2022 has been a period of great progress in terms of equality. As a result of the constitution of the Equality Negotiating Committee in 2021, an enriching negotiation process was carried out in 2022, culminating in the signing of the Madrileña Red de Gas Equality Plan.

The Madrileña Red de Gas Equality Plan will be in force for a period of 4 years: from 30 June 2022 to 30 June 2026. The objectives of the plan are to continue to improve the application of the principle of equality between men and women within the MRG staff.

In this regard, the year 2022 has been a period of great progress in terms of equality. As a result of the constitution of the Equality Negotiating Committee in 2021, an enriching negotiation process was carried out in 2022, culminating in the signing of the MRG Equality Plan

Specific qualitative and quantitative objectives agreed upon include, among others, guaranteeing equal treatment and opportunities in selection for access to the company, regulating a professional classification system that guarantees non-discrimination based on gender, fostering women’s access to all groups, categories and positions where they are under-represented, and guaranteeing equality in promotion to the workforce.

Prior to the negotiation of MRG’s Equality Plan, a diagnosis of the situation was carried out, which provided a clear picture of the company’s current situation. In accordance with the conclusions of this diagnosis, the Equality Plan includes the different measures approved to improve the situation of equality between men and women in the MRG workforce, including the periodicity of each one (which entails a plan calendar), indicator and the person responsible for its execution.

Work Climate

In November, the HR department sent out a work climate survey to all staff, designed to gather information on the working environment and commitment at MRG. The results provided valuable information in several areas: overall employee satisfaction, responsible relationships, teamwork, commitment, customer orientation and innovation.

This year 2022, the assessment has been better in each of the points addressed than in the last survey. Part of this improvement is due to MRG’s commitment to training and teleworking, a work-life balance measure that is highly valued by employees and which has been implemented since the pandemic.

• The overall result of the survey was 4.17 out of 5. The average rating has increased by more than 12% from 2019 to 2022.
• The participation rate has increased compared to previous surveys, from 58% to 75%, which means an increase in employee confidence and trust in the actions taken following the surveys.
• A 16% increase over the previous survey in the number of employees who would recommend MRG to a friend.

Based on the results obtained, the HR department will draw up a corresponding Action Plan to improve the working environment, based on the following initiatives:

1. Maintain positive work climate results and drive improvement.
2. Strengthen relationships between departments through annual meetings, training, projects and events, fostering growth as a business team.
3. Increase annual feedback conversations and strengthen communication.
4. Promote greater communication on the achievements in the areas.

Occupational Health & Safety

In 2022 it has been necessary, but with less intensity, to continue the prevention policies implemented for Covid-19, a disease caused by the SARs-Cov-2 coronavirus, which for practical purposes has materialized in the preferential application of remote working for office staff whose positions are compatible with this organizational modality, in addition to a whole battery of measures aimed at staff who work from offices and who carry out actions in the field.

Likewise, with the regularization of teleworking, surveys have been carried out to collect data for the evaluation of occupational risks by the External Prevention Service. As a result of this process, the need to provide additional means to promote the development of work from private homes in adequate health and safety conditions has become apparent.

In the area of self-protection, emergencies and prevention of serious accidents (SEVESO III), the following significant actions have been carried out:

• The second three-year management cycle of LPG plants with storage capacities exceeding 50 tons affected by R.D. 840/2015 Seveso III has been completed, with the completion of the internal audit of the management system and the regulatory inspections of article 21. In these assets, the inspections of the fire protection systems indicated in article 20 of R.D. 513/2017 have been carried out.
• Further progress has also been made with new batches of explosive atmosphere verifications at LPG storage sites.
• Likewise, a new cycle of periodic visits by ADR advisors to the affected facilities was carried out, as well as operational control visits for prevention, environment and quality to different significant processes.
• 22 simulations have been carried out at the LPG plants, as well as one simulation at one of the LNG storage plants.
• The management of Industrial Safety and WRP has focused on the preparation of the external audit for the Integrated Management System Certification Monitoring according to ISO 45001:2015.
• In 2022 there was a decrease in the accident rate for own staff compared to previous years, but the severity was higher, with a frequency rate of 8.12 points as a result of two lost-time accidents.