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Respecting
human rights

Respect for human rights is one of the cornerstones for the development of Repsol's activity throughout the world.

Implementing the Guiding Principles

At Repsol we recognize that we have a responsibility to respect human rights as a normal part of our conduct in all of the countries where we are present and covering all of our operations. We are therefore committed to respecting and promoting the human rights contained in the International Bill of Human Rights, as well as those included in the International Labour Organization Declaration on Fundamental Principles and Rights at Work.

In 2011 we continued to work to implement the United Nations "Protect, Respect and Remedy" framework, by applying the "Guiding Principles on Business and Human Rights", proposed by UN Special Representative John Ruggie.

Public commitment

We safeguard respect for human rights and their promotion throughout our sphere of influence. At Repsol we therefore assume our responsibility for respecting these rights, publicly expressing this commitment through our corporate policies and regulations, which are applicable worldwide, covering our:

  • Ethics and Conduct Regulation
  • Policy on Respect for People and their Diversity
  • Labor Relations Policy
  • Purchasing and Contracts Policy
  • Community Relations Policy
  • Policy on Relations with Indigenous Communities
  • Corporate Security Policy

We have incorporated this responsibility into our management systems, in which we lay down what we expect of our employees, partners, suppliers, contractors and other stakeholders linked with our operations.

In 2011 we carried out an analysis of our existing corporate policy, in view of the UN Framework for Business and Human Rights and its Guiding Principles, to determine to what extent the issues were already covered by our policy. This review will allow us to establish what other commitments must be developed in the draft Human Rights Policy that will be drawn up in 2012 with the participation of a multidisciplinary, cross-functional company team.

Due Diligence

The risk of human rights violations, whatever their nature, is included in our corporate risk map. Additionally, through our implementation of the crime prevention model in 2011, we have analyzed the risks related to respect for workers' rights; in so doing, we have contributed to strengthening our existing mechanisms for safeguarding adherence to the principles laid down in our Ethics and Conduct Regulation.

In implementing the Guiding Principles, and in line with our 2011 target, Repsol approved the Corporate Norm on Environmental, Social and Health Impact Assessment for use worldwide. The nature of our activities and the conditions in certain environments and countries in which we operate have an impact on people and their economy. For this reason, our norm combines human rights and health aspects with environmental aspects, by establishing the requirement for a human rights impact assessment. In this way, the same aspects are taken into account from the design phase of investment projects, which allows risks to human rights to be identified at the appropriate time, enabling us to prevent or mitigate them.

The norm, which has received input from the whole organization as well as highly- regarded stakeholders, responds to the expectations included in the Guiding Principles that put into practice the "Protect, Respect and Remedy" framework, as well as the recommendations of the ISO 26000 international guidelines on social responsibility and the International Finance Corporation's Sustainability Framework.

Training and awareness-raising among employees

Establishing a corporate policy and instituting due diligence does not guarantee that negative consequences for human rights can be avoided entirely. Therefore, a significant part of Repsol's efforts is directed toward ensuring that employees know and understand the commitments made by the company. Training and raising awareness with regard to human rights are priorities.

To ensure respect for human rights, we continue to hold face-to-face sessions for individuals assigned to particularly relevant company functions and those in charge in some of the company's operating environments. Some examples of such training given in 2011 include:

  • An ethics and human rights module in the annual training forums for purchasing and contracts personnel
  • An ethics and human rights module in the welcome forums for new employees
  • A session on human rights at the workshop to review the ESHIA Corporate Norm in Peru.

Complaint mechanisms

We have set up channels for reporting possible abuses, through which our employees, contractors or any other stakeholder can report events that might be considered violations of human rights or failures to comply with the law or with our current regulations.

These reporting channels are as follows:

  • Ethics Committee communication channel
  • Audit and Control Commission communication channel
  • Mailboxes where anonymous complaints of any kind may be left, which are subsequently passed on, as appropriate, to Corporate Security.

There are dedicated channels for reporting complaints in the countries where we operate. For example, in Argentina, there is a channel on the YPF Net intranet for reporting possible infringements or violations of human rights, equal opportunities or discrimination issues. In countries such as Ecuador and Peru there is the "Xprsate" channel for complaints of any kind.

The research and analysis area of Corporate Security takes the necessary action to resolve these complaints, providing any necessary support for investigations initiated in the countries and/or operating centers where the reports are received. Once the investigation has been completed, we take the necessary measures to remedy the situation.

All the policies described above, as well as further information about our human rights management systems, can be found at derechoshumanos.repsol.com

The corrective measures taken vary according to the seriousness of the findings. Equally, in certain situations and depending on the seriousness of the complaint, these findings are made known to the relevant legal authorities.