At the close of 2011, we had a consolidated workforce of 46,575 people of more than 70 nationalities. Of this number, a total of 39,622 employees belonged to companies directly managed by Repsol and all of the information in this chapter refers to them. The company's employees are distributed across more than 30 countries, with the highest concentrations in Spain (43%) and Argentina (37%). There is also a significant presence in countries such as Peru (9%), Portugal (3.1%) and Ecuador (2.3%). The Downstream area accounts for 48% of our workers; 39% in YPF; 7% in Upstream and LNG and the remaining 6% in corporate areas.
The main change in the workforce took place in Uruguay owing to a temporary project between YPF and the Uruguayan national oil company that will conclude before the end of 2012. This work force is temporary and largely male, which has a temporary impact on the distribution of employees by gender and contract type.
Executive personnel account for 1% of the work force; 6% are technical managers; 44% are technicians; 3%, are administrative staff; and 46% are operatives. Permanent employees make up 88% of the total and women account for 27% of the work force as a whole.
The increase in the work force in Peru is due mainly to an increase in exploration operations.
|Individuals by gender and professional category|
|Women||Men||Total||% Women||Women||Men||Total||% Women|
|Operatives and junior staff||4,132||11,250||15,382||27||4,404||13,654||18,058||24|
In almost every professional category the number of women increased. The only decrease was in the operatives category, due mainly to the effect of the temporary project in Uruguay noted earlier.
Regardless of the situation in the countries where we operates and in accordance with our commitment to the United Nations Global Compact, Repsol maintains strict respect for freedom of association and the right of collective bargaining.
As a result of this commitment, 100% of our employees have regulated labor conditions that guarantee these rights, either by collective agreement or by agreements between the company and its workers, in the case of workers not covered by collective agreements.
|Individuals by type of contract and gender|
|Permanent||Temporary||Total||% agreement||Permanent||Temporary||Total||% agreement|
The vast majority, 88%, of Repsol's employees have a permanent contract. This year the number of people on temporary contracts increased due to a temporary project in Uruguay, involving 847 workers. Excluding this project, the permanent employment rate would be 90%.
The percentage of people covered by collective agreements fell due to the exclusion of a significant number of employees in Portugal from such agreements. It should be noted that these employees are still protected by the collective agreement, but their labor conditions with regard to salary reviews are different and they therefore appear as personnel excluded from the agreement.
In 2011, Repsol hired 3,113 people. We work to attract, recruit and retain people across genders, nationalities and different age ranges. Of those joining the company, 34% were women, 66% were men and 76.13% were from countries outside Spain.
We work systematically to promote the integration of women into a predominantly industrial sector.
|21-30 y.||31-40 y.||41-50 y.||51-60 y.||Over 60||Total|
|Rest of Latin America(87)||51||121||29||68||10||32||1||11||-||1||324|
|Rest of the world(88)||30||57||23||67||15||35||6||28||-||1||262|
During the course of 2011 we carried out an in-depth analysis to improve the process of integrating people who join Repsol into our company. Following the analysis we have updated the Welcome and Integration Program aimed at optimizing and standardizing the process of welcoming new employees from the external market, as well as those that move between different units of the organization. The aim of this update to the welcome program is to speed up their adaptation to their new working environment, and ensure their integration into the company and its values.
To design the plan we held a number of focus group meetings, spotlighting various professional profiles, both nationally and internationally, in which we explained the required aspects to be covered in the first few months of working for the company, as well as those that require ongoing care to continue doing good work. We also held various workshops with key companies in the sector to share best practices in this area.
The work carried out in 2011 to integrate new employees included:
Once the opinions of the people taking part in the pilot scheme have been collected and analyzed, we will propose improvements and implement the definitive plan throughout the organization.
Of those joining Repsol in 2011, 362 people left the company in that same year, 46% of them women and 54% men. In global terms, more than 90% of the people hired in 2011 still work for Repsol, except in Peru, where 33% of new employees left the company. The high turnover (see turnover rate indicator) in Peru is localized in the service stations business, and is a result of the fact that people in this group are apt to look for work opportunities in other areas of growing demand in the country, such as supermarkets. However, the company is taking measures to retain talent in this country with financial incentives and internal moves.
Employees who joined the company in 2011 and left before the end of the year are shown in the following table:
|Number of employees who joined and left in 2011|
|Number of employees||21-30 y.||31-40 y.||41-50 y.||51-60 y.||Over 60||Total|
|Rest of Latin America||5||10||-||3||1||2||-||-||-||-||21|
|Rest of the world||1||8||1||3||1||1||1||-||-||-||16|