Roadmap to decarbonization Corporate volunteering In July 2023, we re-confirmed our commitment to decarbonizing our operations by validating our goal of reaching net zero emissions by 2050 across our value chain by the Science Based Targets initiative (SBTi). To achieve this, we have a strong decarbonization plan in place with different lines of action, such as energy efficiency, renewable energy consumption, reduction of natural gas consumption, sustainable mobility, and supplier engagement programmes, among others. Renewable sources already make up 100% of our total electricity consumption. We plan to continue expanding our photovoltaic capacity up until 2030. In addition, we are working to reduce emissions from our vehicle fleet by more than 50% by 2030. As part of this, in 2023, we launched net-zero-aligned policies for executive vehicles and the sales network in Spain. As part of our commitment to generating a positive impact on our environment and our society, in 2023, a new corporate volunteering programme was introduced, providing our employees with opportunities to create positive societal impact. Based on this programme, we are developing a broader comprehensive global volunteering policy, which we plan to launch in 2024. This new initiative will further build on the volunteering done by Almirall's employees and continue to foster their engagement in social projects. Training and talent development Remuneration, integration and equality To continue to develop as an organization, we emphasize merit and cultural diversity in every aspect of the selection processes, reflecting our core values of diversity and inclusion. On top of this, we prioritize training and talent development, as we see this as a strategic priority that is integral to our culture and continued success. We offer a comprehensive training programme to equip employees with the necessary tools and skills to excel in their roles, fostering a culture of continuous learning and development. This programme is tailored to meet individual development needs and interests, aligning with the company's strategic objectives and values. It is organized to cover four key categories: Culture and Values, Business, Technological Tools, and Languages. An integral part of Almirall's talent development strategy is the annual talent review and succession planning process, which focuses on identifying and nurturing high-potential employees and future leaders, ensuring organizational resilience and readiness to meet business challenges. As a company, we also recognize the importance of self-awareness in professional growth, providing tools for self-evaluation and development planning guided by direct leaders. Our compensation plans promote a culture of excellence, considering the level of contribution of each employee's position and performance. We are committed to achieving the Sustainable Development Goals (SDGs) within the UN’s 2030 agenda. Thus, we work every day to implement policies that promote gender equality (SDG 5) and the reduction of inequalities (SDG 10). Our Equality Plan is a core part of our approach to equal opportunities in our organization, and our equality agents monitor all of its actions to promote and improve women's access to positions of responsibility and to avoid gender-based discrimination in recruitment and pay. In May 2022, we launched the EQUAL project, which helped to establish an equitable salary structure for all countries. In the same vein, in 2023, we worked on aligning different remuneration criteria globally including local perspective, which included reviewing fleet policies and gender pay gap calculations. People Clara, Global Culture & People Engagement Trainee at Almirall.