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The company advocates sustainable growth based on upholding human rights within the organization, along the value chain and throughout its sphere of influence.

To this end, Abengoa embraces and integrates into its activities the principles underpinning the Universal Declaration of Human Rights adopted by the United Nations, the SA8000 standard, and the principles of the Global Compact. In 2013, the company will also conduct an analysis of the Ruggie Principles in order to adapt business management to this framework.

Training is thus one of the most powerful tools in preventing the occurrence of incidents related to violations of human rights. Conscious of this, Abengoa organizes courses related to these matters and anti-corruption. Each year, company staff members receive instruction on the Common Management Systems, undergoing courses that explain the norms and principles governing the company, and inform employees regarding any updates or modifications, placing particular emphasis on anti-corruption policies and the Code of Conduct.

In 2012, more than 35,782 attendance-based hours and 74,932 online instruction hours were dedicated to training related to these areas.

Along these lines, as a product of the importance the company lends to upholding human rights, training is also conducted in this area for subcontracted security personnel. The percentage of personnel trained in this area over the year totaled 56.2 %.

In 2012, there were no human rights-related claims or complaints filed through the formal whistleblower channels in place at Abengoa, nor were there any incidents involving human rights infringements by Abengoa employees. Likewise, there were no reports of any activities or incidents implying risks involving discrimination, freedom of association, child exploitation or forced labor.

To ensure protection of the rights of its employees, all company personnel are included under supra-company labor regulations, regardless of the nature of their activities or the countries where such activities are carried out. In addition to the legislative protection offered in each country, of particular importance are collective bargaining agreements for the industry, territory, or those of the company itself, signed up to by workers or trade unions, depending on each case.

In addition, as a fundamental labor right, the company assures employees that they will be informed in advance of any structural or organizational change to occur within the company, either individually or via employees’ representatives, pursuant to the notice periods prescribed by law and collective bargaining agreements.