At Repsol we have formalized numerous commitments related to respect for human rights, after determining, in collaboration with our stakeholders, the human rights issues that demand the focus of our efforts.
As is expressly stated in our policy, Repsol does not under any circumstances discriminate against the people working for the company, or against its contractors, suppliers and clients, in any country in which it is present, or at any time during the course of its relationship with them.
In 2011, we conducted the first ethics and human rights audit on suppliers and subcontractors.
Likewise, Repsol employs no underage workers, and uses no forced labor. In 2011 no Repsol activities carried were identified entailing any risk of incidents of forced labor or child exploitation.
Moreover, the company places all means at its disposal to ensure that these rights are also respected by its partners, contractors, suppliers and distributors.
Repsol investigates any incident related to discrimination that may affect our employees. In 2011, a complaint was received from the Spanish labour union Unión Sindical Obrera (USO) regarding possible discrimination in pension arrangements for workers joining the group after a certain date in some of the group's companies. At December 31st , 2011 there has been no judgment on this matter. Regarding the dispute over the treatment of length of service, the differences regarding this issue have been paid, both in the defendant companies (Repsol Petróleo, Repsol Química y Repsol Butano), Repsol S.A. and RCPP, thus fulfilling the agreed minutes of application with the main trade unions CCOO and UGT. Also, during 2011 there were investigated and dealt nine incidents of harassment in Spain and one in Peru.
With the 6th Framework Agreement, the agreement signed with the largest unions that regulates specific aspects of labor relations, a review was conducted with these unions involved in the content of all the collective bargaining agreements in Spain, with the aim of identifying and correcting regulations that could possibly constitute discrimination against some workers compared to others.
We respect and support the right of our workers to free association and collective bargaining in all of the countries in which we operate. In 2011 there was no record of any violations of the right to freedom of association and collective bargaining. We safeguard respect for this right in those countries in which it might be threatened:
More information about Repsol's relations with its workers' representatives may be found in the chapter "People at Repsol".
Repsol formally recognizes the rights of indigenous communities, who are key stakeholders for our company. We respect the rights of indigenous populations, paying special attention to the mechanisms we have established to avoid violations of their human rights.
In 2011 we continued our work to introduce the policy that we developed in 2009 in the various countries in which we have operations involving indigenous communities. More information about Repsol and indigenous communities can be found in the chapter "Local communities".
Our supplier management system aims to prevent the risks of human rights violations that can arise through our supply chain. By means of our supplier selection, rating and control processes, we work to verify that our suppliers and contractors conduct themselves in line with our commitments.
In 2011, we carried out a pilot ethical and human rights audit, including both suppliers and subcontractors. This demonstrates how we can use our capacity for influence, extending our requirements in terms of conduct to the whole of the value chain.
More information on the management of human rights aspects in the supply chain can be found in the chapter "Partners, suppliers and contractors".