Inclusion that transforms: a genuine culture model for a sustainable workplace

In 2025, Repsol Peru consolidated an inclusive culture model that goes beyond regulatory compliance and becomes a driver of organizational transformation. Based on empathy and care for people, clear information, continuous awareness-raising, and solid internal policies, this approach helped build fair and respectful work experiences that strengthened the trust of hundreds of employees and their families.

Results that set a benchmark for the sector:

1. Progress in the hiring process of people with disabilities
   During 2025, we made significant progress in hiring people with disabilities, increasing from 58 employees in 2024 to 68 employees by year-end. This reflects real development opportunities and the incorporation of talent that now actively contributes to operations and to a more inclusive culture. As a result, we became one of the few companies in Peru that meets the 3% hiring target for people with disabilities.
2. Continuous awareness-raising that strengthens empathy
   Inclusion ceased to be an effort tied to symbolic dates and became integrated into daily management, leading more genuine conversations and a deeper understanding of the value of diversity.
3. Truly inclusive selection and hiring processes
   Coordination among internal departments made it possible the design of an accessible, coherent, and respectful process aimed at identifying talent with fairness and support.
4. People care management focused on wellbeing
   Six cases were addressed through a model based on active listening, emotional support, professional guidance, and reasonable accommodations, ensuring safe and sustainable career paths.
5. A model with a triangular approach: worker–family–company
   An innovative approach that strengthened workplace adaptation, aligned expectations, and reduced barriers during onboarding, becoming one of the main learnings of the year.
6. Training for families as a core part of the support circle
   Twenty families of employees with intellectual disabilities received training, reinforcing the role of the home as an ally in autonomy and job retention.
7. Partnerships and recognitions that amplify impact
   Collaboration with specialized institutions such as Ann Sullivan, ONG Cesal, Fundades, and the Peru Disability Business Network—our strategic partners in the hiring process and technical support for our initiatives—contributed to the strengthening of these actions.
   Finally, we closed the year with recognition from the Diversity Chamber of Peru, which positioned Repsol Peru as a reference in diversity and inclusion within the business sector.

Without a doubt, these 2025 achievements show that Repsol Peru not only promotes inclusion: it lives it, strengthens it, and projects it toward a more sustainable future. When organizations decide to see talent before differences, teams transform and a more inclusive culture flourishes. We reaffirm our commitment to an inclusive, possible, and sustainable workplace.