We recognize companies' role as agents of change that must respect human rights and all applicable laws. We are aware that, due to the nature of our activities and the conditions in some of the environments where we operate, there are some areas with a greater risk of impacting human rights concerning:
1. Freedom of association and protection of the right to organize
2. Right to organize and right to collective bargaining
3. Forced labor
4. Abolition of forced labor
5. Minimum age
6. Worst forms of child labor
7. Equal pay
8. Discrimination (employment and occupation)
We are committed to efficiency, respect, anticipation, and creation of value. These guidelines for action form the framework that guides the basic behavior of all of our employees. Ethical conduct is essential and, as approved by our Board of Directors, our code applies to all Repsol board members, directors, and employees, regardless of the type of professional or work contract they have. Suppliers are also required to abide by our regulations and behave ethically at all times to establish legitimate and productive relationships with their own suppliers and other companies with which they maintain a contractual relationship.
These codes set out a variety of rights, including:
Our policies, approved by our Corporate Executive Committee, are respectful of the communities in our area of influence. We respect their identity, cultural diversity, different aspirations and needs, and their right to maintain their customs and social practices as laid out in our policy.
We are proud that we have mechanisms in place to help us work with due diligence in the area of human rights. We've had a specific internal policy on human rights since 2013. The assessment regulations are especially important in ensuring that human rights risks are identified throughout the life cycle of our projects, from design to dismantling. According to the United Nations Guiding Principles, due diligence is the process that helps us assess the real and potential effects of our activities. In accordance with due diligence, we analyze the context and specific social, economic, and cultural aspects in the countries where we operate, we assess our impacts, and we work under the commitment to maximize positive consequences while minimizing or mitigating the negative ones.
To attend to information requests, claims, concerns, and complaints from the communities in our areas of influence, at Repsol we set up operational-level grievance mechanisms in the countries where we are present, adapted and accessible in the appropriate languages for every context.
These operational-level grievance mechanisms are a contribution to fulfilling the responsiblity to respect human rights that all companies have and provide feedback on the effectiveness of the human rights due diligence process. Additionally, these mechanisms allow us to anticipate and respond to relatively minor incidents to be remediated early and directly, thereby preventing harms from compounding and grievances from escalating.