21st of July, 2020

The Board of Directors of TrueWorld Organization S.L. (hereinafter TWO) recognizes, as a strategic objective, the development of labor relations based on equal opportunities. TWO's Diversity and Equal Opportunity Policy is based on respect for the individuality of all people and rejects any exclusionary and discriminatory behavior. 

1. Purpose

The purpose of this Policy is to achieve a favorable environment that facilitates the reconciliation of the personal and professional lives of TWO's professionals, and in particular, gender equality, while respecting the legislation in force in each country and following the best international practices, including those set forth in this area for the 5th Sustainable Development Goal (SDG) approved by the United Nations Organization and in the 10 Principles of the Global Compact. 

2. Basic principles of action

Valuing diversity helps to emphasize awareness of human differences, understanding and appreciation of them. This policy collects TWO's general principles of action in this area, which are: 

a) Guarantee the quality of employment by promoting the maintenance of stable and quality jobs, with occupational contents that guarantee a continuous improvement of the skills and competences of professionals.

b) Respect diversity by promoting non-discrimination based on gender or sex, race, color, age, marital status, ideology, political opinions, nationality, religion, sexual orientation, or any other personal, physical, or social condition among its team and value chain.

c) Develop the principle of equal opportunities. This principle, compliance with which constitutes one of the essential pillars of professional development, entails the commitment to practice and demonstrate equitable treatment that promotes the personal and professional progression of TWO's human team in the following areas: 

1. Promotion, professional development, and compensation: valuing the knowledge and skills necessary to perform the work, through the evaluation of goals and performance.
2. Hiring: to not establish wage differentials due to personal, physical, or social conditions such as sex, race, marital status, or ideology, political opinions, nationality, religion, or any other personal, physical, or social condition.
3. Recruitment and selection: choosing the best professionals through selection based on the merit and abilities of candidates.
4. Training: ensuring the training and development of each professional in the knowledge and skills required for the proper performance of their work.
5. Ability diversity: supporting professionals with different capacities, promoting their effective occupation.
6. Encourage transparent communication, promoting innovation, and granting the necessary autonomy to professionals in the exercise of their functions.

d) Promoting gender equality within TWO regarding access to employment, training, professional promotion, and working conditions, as a manifestation of social and cultural reality and, in particular: 

1. Strengthening TWO's commitment to gender equality both within the organization and in society and promoting awareness-raising on this issue in both areas.
2. Ensuring the principle of equal opportunities in the professional development of all genders within TWO by removing obstacles that may prevent or limit their professional development.
3. Analyzing positive action measures to correct inequalities that arise and to promote the access of the less represented gender to positions of responsibility in which they have little or no representation.
4. Strengthen selection, professional development mechanisms and procedures to facilitate the presence of the less represented gender, with the necessary qualification in all areas of the organization where its representation is insufficient, including, in particular, the implementation of specific training and professional development programs to encourage women in TWO top executive roles.
5. Ensure a balanced representation in different decision-making bodies and levels, guaranteeing that both genders participate on equal terms in all consultation and decision-making areas of TWO.
6. Promote gender-sensitive working conditions that facilitate the work-life balance of all professionals at TWO, while ensuring the elimination of any form of discrimination 
   
   

e) Uphold commitments made with external institutions in order to obtain and maintain accreditations/distinctions granted to TWO in terms of gender equality.

f) Implement measures that favor respect towards personal and family life of its professionals, and facilitate a better balance between work responsibilities for both genders, highlighting in particular those aimed at promoting leisure time of its professionals and avoiding, when possible, professional communications outside working hours.

g) Homogenize labor conditions and benefits for part-time and full-time professionals.

h) Favor the hiring of those suppliers who have internal measures of conciliation and gender equality for their personnel, that comply with what is established in this Policy.

i) Promote collaboration programs with educational centers to encourage the presence of the underrepresented gender in careers and training programs related to TWO's businesses.

j) Collaborate in the fight against gender violence by establishing programs that protect, support, and inform, victims of gender violence.

k) Eradicate the use of discriminatory language in any type of corporate, internal or external communication.

l) Make available to its workers a direct communication channel.

m) The organization is committed to promoting racial and gender diversity in all aspects, including the relationships among employees at all levels, as well as the relationships of employees with customers, suppliers, collaborators, and other interest groups.

n) TWO will inform employees about its diversity policy and its commitment to this matter, encouraging those responsible for managing teams to apply these principles, lead by example with respect for diversity, equal opportunities, and treatment, as well as, take the necessary actions to ensure compliance. It also urges all staff to observe these principles of action and ensure that all people are treated with respect and dignity.

This Policy was approved by the Board of Directors on March 8, 2021, and last modified on March 8, 2023.