II Equality Plan 2022-2026

II Equality Plan

II Equality Plan

ELIX 2022-2026

Our commitment to Equality Despite the progress made by society in recent decades, there are still barriers that hinder equal opportunities for women in the world of work, particularly in sectors that have historically been dominated by male workers.

Responding as a company to our own objectives, as well as to the contributions of our stakeholders, we must transform our firm commitments into reality in our day-to-day operations. We do this by:

This right to equal opportunity, in terms of both obtaining roles and receiving promotions, is relatively new in Spain.

• Encouraging, identifying and attracting talent, regardless of gender, and respecting diversity in all its forms, whether physical or mental, cultural, sexual, or any other.

• Offering equitable attention to our teams, and in doing so generating confidence that gender is not and will not be an element that conditions promotion and development at ELIX Polymers.

• Responding to society's needs, strengthening the social impact of ELIX through collaboration and commitment with local organisations, with the objective of promoting equality and inclusion of disadvantaged groups in the world of work.

These days, we have come a long way from the early demands by women's rights movements for equal rights and opportunities, to the current situation where they have been integrated into the institutional and legislative framework. Equality of opportunities is now a universal legal principle, whose application is both necessary and positive for companies and for society and which is being consolidated every day.

Each and every individual who is part of ELIX Polymers contributes to these commitments, and this new Equality Plan, and the actions that derive from it, is the fruit of this commitment. This has come about as a result of the work of the Equality Commission, and we thank them for their active participation.

We invite you to learn more.

Noelia Vázquez Director of People, Culture and Communication

Index of contents 1. Statement of principles

6

2. Basic company information

7

3. Determination of the parties

9

4. Scope of application: Personal, territorial and fixed term

9

5. Diagnostic status report

10

6. Results of the remuneration audit

11

7. Objectives

13

7.1. Gender related

13

7.2. Specific

14

8. Equality measures and their scheduling

15

9. Monitoring and review

20

9.1. II Equality Plan Monitoring Committee

20

9.1.1. Composition

20

9.1.2. Functions

21

9.1.3. System of operations

21

9.1.4. Confidentiality

22

9.1.5. Substitution of the members of the Monitoring Committee

22

10. Evaluation

23

11. Modification procedure

24

8

9

Elix Polymers. II ELIX Equality Plan 2022-2026

1.Statement of principles ELIX seeks to ensure a safe and collaborative work environment for everyone who is part of the Company by offering personalised, close, equitable and reliable support. Within this framework, ELIX Management declares its firm commitment to promoting an environment that facilitates and promotes equal opportunities between the genders.

A commitment that extends to all types of diversity within its teams.

The company will provide all the material and human resources necessary to guarantee equal opportunities.

ELIX declares its commitment to establishing and developing policies that integrate equal treatment and opportunities between women and men, without discrimination based on gender, whether direct or indirect, while also promoting and fostering measures to achieve true equality within our organisation, in compliance at all times with the current legislation.

2.Basic company information

In each and every area of Company operations - selection and promotion, salary policy, training, working and employment conditions, occupational health, organisation of working time and joint responsibility - we assume responsibility for the principle of equal opportunities between genders, with a particular focus on indirect discrimination.

ELIX is a company that manufactures acrylonitrile butadiene styrene (ABS) resins and derivatives. It has more than 45 years of experience and works extensively on an international level. The Company takes the legal form of a single-shareholder limited liability company with CIF (tax identification code) B63508352.

In order to contribute to the creation of the scenario described, the II Equality Plan has been approved, and is presented below. The participation and collaboration of the entire organisation is necessary for the plan to be successfully implemented and monitored, as well as for communication, training and provision of information relating to this Plan.

The ELIX Management team is made up of five professionals, the CEO and the Area Directors.

They, with the support of the department managers and team members, ensure that ELIX's values are upheld while striving to achieve its objectives.

To reach this goal, the employees will be legally represented, not just in the collective negotiation process as established by legislation, but actively throughout the process of the development and evaluation of the ELIX Equality Plan.

90%

of sales take place in Europe

ELIX belongs to the Chinese business group Sinochem Group. Specifically, it is part of the company Sinochem International (Overseas) Pte. Ltd., a large-scale, state-owned Chinese company which is present in several strategic sectors, including the chemical sector.

It operates from the central production office at Carretera de Vilaseca - La Canonja s/n 43110, La Canonja - Tarragona (Spain), on the Tarragona Industrial Estate. This is the principle petrochemical terminal in southern Europe, and it shares this strategic location with other international companies, with which we form ChemMed Tarragona, the most important industrial, logistical, academic and scientific cluster in southern Europe.

+300

customers

+40

countries

The European market accounts for around 90% of sales, although the company is expanding its international presence, particularly in the United States and Asia. ELIX has a logistics centre in the United States, as well as an extensive network of sales representatives and distributors working with more than 300 clients in more than 40 countries. This year, a local sales team in China was created in coordination with the parent company, which is responsible for the ELIX product portfolio.

11

10 Elix Polymers. II ELIX Equality Plan 2022-2026

The ELIX portfolio of thermoplastics products is evolving towards a more sustainable offer, reducing the environmental impact and incorporating more recycled materials. In 2020, the ELIX sustainability strategy was defined with the aim of improving the environmental, social and economic impact of the company, and adapting to the requirements of the new European Green Pact.

ELIX mainly works with the following products/processes: • ABS resin: ABS thermoplastic products for specialised products and markets with high added value.

3.Determination of the parties This Equality Plan has been negotiated in good faith by the members of the Negotiating Committee for the II Equality Plan, set up in a document dated 27 October 2021.

The Negotiating Committee for the II Equality Plan is made up of the following individuals: On behalf of the workforce, and proportional to the representation that constitutes the Company Committee:

Sergi Pérez Fiol Carolina Corell Escobes

• PC/ABS: composed of PC/ABS and used for the most demanding applications on the market.

• Polymer modifiers: modifiers that improve the properties of polymer mixtures, such as fluidity or hardness.

• CADON: high-strength material used for high-impact needs.

On behalf of the company:

Noelia Vázquez Coronel Anabel Fornos Roca Júlia Piqué Secall Alberto Alejos Pérez

Both parties, in order to represent their respective groups, hold sufficient legitimacy to sign this Plan.

ELIX works with three primary strategic markets: The automotive market, where it offers high-performance products which are suitable for general use and for high-temperature applications or those which are electrotype, chromed or pre-coloured.

The health market, for which optimal solutions are offered for injection moulding and 3D printing technologies, used within intravenous injection systems and in respiratory and self-injection devices.

And, finally, the consumer goods market, where materials are developed for small household appliances, garden articles and bathroom accessories, and always considering the stringent demands of this market with desires for new colours and finishes, and resistance to UV rays and specific chemical substances.

of application: 4.Scope Personal, territorial and fixed term This Equality Plan applies to all employees of ELIX Polymers, SL. within Spain.

This Plan is valid for four years from the date of signature. Before this Plan is finalised, the parties have made a commitment to undertake its review.

12

13

Elix Polymers. II ELIX Equality Plan 2022-2026

5.Diagnostic status report

6.Results of the remuneration audit

Prior to the creation of this Plan, a diagnosis has been reached regarding the equality within the company and referring to the period from 1 September 2020 to 31 August 2021, in which the following conclusions were drawn.

From a quantitative point of view, a positive trend has been observed regarding the presence of women in the ELIX workforce, as they represented 14% of the workforce in 2013, which increased to 22% in 2020.

2013

14%

of women in the workforce

2020

22%

of women in the workforce

Studying the distribution of the workforce by department, we highlight the over-representation of men in the areas of Operations and Supply Chain and, at the same time, the presence of parity between genders in the Finance and Executive departments.

On a qualitative level, having analysed the descriptions of processes for people management, joint responsibility and prevention against sexual and gender-based harassment, the following aspects are highlighted: • In the selection, promotion and training phases, it has been confirmed that the principle of objectivity is applied, and no discriminatory tests based on gender are applied. In addition, the promotion process has already been adapted to legal requirements, including the promotion of the person of the least represented gender in the case of two candidates with the same result.

• With regard to joint responsibility, no discriminatory patterns have been observed in terms of gender.

• In the area of the prevention of sexual and gender-based harassment, the current Protocol requires updating in order to comply with new legislation.

In summary, we can conclude that, overall, ELIX is heading in the right direction when it comes to equality. However, the plan proposes measures to further improve.

The remuneration audit was carried out by the external supplier Criteria, who analysed the ELIX remuneration system against the legal framework currently in force. The period studied runs between 1 January 2020 and 31 December of the same year.

The objective of the salary audit is to obtain the information necessary to verify whether ELIX POLYMERS, S.L.'s remuneration system effectively applies the principle of equality between genders in terms of remuneration.

It is therefore a diagnosis of the company's remuneration situation. As such, the aim is to define the needs to avoid, correct and prevent existing obstacles and issues, or those which could arise, in order to guarantee equal remuneration while also ensuring transparency and effective monitoring of the remuneration system.

The remuneration audit is primarily structured in four blocks: introduction, analysis of the professional classification and assessment of job roles, analysis of the salary structure and action plan.

The introduction includes the regulatory framework to be applied and the working methodology, as well as a brief description of the company.

The analysis of professional classifications and the evaluation of job roles is performed, firstly, via an analysis of professional groups within the framework set out by the Spanish General Agreement for the Chemical Industry, and secondly, via an analysis of job roles in which they are assessed using a system of points per factor.

The audit has indicated that: In the case of ELIX POLYMERS, the professional classification established through an evaluation system to assess jobs of equal value across the workforce is enforced to include criteria and systems which work to guarantee the absence of discrimination. This discrimination between the genders could be direct or indirect, and the correct application of the principle of equal remuneration is upheld for work of equal value, having ensured that the factors and conditions for each of the aforementioned groups respect the suitability criteria, and are complete and objective, in accordance with the terms established in article 4 of Royal Decree Law 902/2020.

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14 Elix Polymers. II ELIX Equality Plan 2022-2026

Finally, in the remuneration audit report, Criteria has concluded that:

The salary structure analysis is primarily divided into two main sections.

Firstly, it provides a descriptive explanation of the remuneration concepts that make up the ELIX salary policy, and an explanation of the non-financial policies and benefits which are related to the agreement.

No discrimination based on sex or gender bias was found while carrying out the audit that could be negatively affecting women in the workforce in any of the areas studied.

Secondly, the report provides a detailed and supporting analysis of the gaps of more than 25% in remuneration concepts, employing the scales established for the assessment of jobs using the points-byfactor system.

Similarly, the report includes recommendations that have been communicated and included in point 8. These include recommendations regarding equality measures and their timelines, establishing indicators and evidence, the people responsible for them and the planning of their execution.

The main results of this analysis are the following: • Considering the average of the different effective remuneration concepts received by the workforce (including all job roles and working schedules) at ELIX POLYMERS, the following wage differences have been detected: 1% in the base salary in favour of men, 37% in the salary supplements in favour of men, and 65% in favour of women in the case of extras which are not directly received as part of a salary. However, this gap in extras received is in fact reduced to 0% when we calculate the median rather than the average. This abrupt reduction, dropping from 65% to 0, is due to the fact that the number of people receiving these extras within the company is very small, so the gap is considered as biased rather than objective.

• The total remuneration gap is 15%.

• All the gaps above 25% are justified to a large extent by the male-dominated nature of certain jobs, and by reductions in working hours which predominantly affect women.

7.Objectives 7.1. Gender related The ELIX II Equality Plan aims to achieve the following objectives related to gender: Collect over time, in a systematic and orderly manner, information relating to actions aimed at promoting equality between women and men in the ELIX workforce.

Women

Men

Guarantee the initiative and implementation of the actions mentioned in the previous point, through the creation of monitoring bodies which are needed to ensure the promotion of equality between the genders.

Raise awareness and train all ELIX employees about equal treatment for men and women and regulating the tools used for this purpose.

Base salary

Salary supplements

Salary payments

17

16 Elix Polymers. II ELIX Equality Plan 2022-2026

7.2. Specific SELECTION AND HIRING AXIS

measures and 8.Equality their scheduling

Objective 1. Guarantee equal opportunities in the selection and hiring process.

Objective 2. Encourage a balanced representation of men and women in different areas.

Measures

Indicator/ evidence

Person in charge

Deadline

SELECTION AND HIRING AXIS Objective 1. Guarantee equal opportunities in the selection and hiring process.

PROMOTION AXIS 1

Job offers announced internally or externally will use inclusive language and non-sexist imagery.

All job offers are written using inclusive language and non-sexist imagery

People, Culture and Communication

While the Plan is in force

2

During the interview phase, no discriminatory questions will be asked, or those which the candidate may perceive as personal or not directly related to the profile of the position.

Internal selection procedure

People, Culture and Communication

While the Plan is in force

3

If external consulting companies are used for recruitment, they will be informed of the gender equality policy.

Information communicated to consulting companies regarding the equality policy

People, Culture and Communication

Second quarter 2022, and when collaboration is agreed with new suppliers

Objective 3. Foster the presence of equality criteria.

TRAINING AXIS Objective 4. Raise awareness and train staff, with a particular focus on staff whose work is related to people management.

REMUNERATION AXIS [Action plan derived from the remuneration audit]

JOINT RESPONSIBILITY AXIS Objective 5. Be transparent about rights to reconciliation.

HARASSMENT PREVENTION AXIS Objective 6. Prevent sexual and gender-based harassment.

Objective 2. Encourage a balanced representation of men and women in different areas.

4

Introduce into the internal selection procedure a criterion encouraging the selection of the leastrepresented gender in the area, where the candidates are otherwise equal.

Modified internal selection procedure

People, Culture and Communication

First quarter 2022

5

Establish partnerships with training organisations to attract women wishing to occupy positions in maledominated sectors, and men wishing to occupy positions in femaledominated sectors.

Participation in local initiatives and collaborations with organisations such as INSPIRA or Mujeres con química

People, Culture and Communication

While the Plan is in force

COMMUNICATION AXIS Objective 7. Ensure that internal communication promotes an image of equality.

Objective 8. Establish channels providing information about equal opportunities in the company.

2022 Q1 Q2 Q3 Q4

23 24 25

19

18 Elix Polymers. II ELIX Equality Plan 2022-2026

Measures

6

7

Indicator/ evidence

Person in charge

Deadline

2022

23 24 25

Measures

Q1 Q2 Q3 Q4

Indicator/ evidence

Person in charge

Deadline

REMUNERATION AXIS

Inform the II Equality Plan Monitoring Committee of the statistical data relating to the distribution of women and men by department, by contract type and by position.

Minutes of regular meetings with the Monitoring Committee

Review and digitise the education levels of ELIX employees.

The information regarding the People, level of education Culture and is digitally Communication recorded in the file

Monitoring Committee

Quarterly, while the Plan is in force

2022

13

Provide refresher training to members of the Monitoring Committee regarding equality.

Possibility to participate in training courses during periods of leave to care for 14 family members in order to promote professional development.

Training carried out

Monitoring Committee

Two years from the date of signature of the Plan

Number of training actions requested during periods of leave of absence

People, Culture and Communication

While the Plan is in force

PROMOTION AXIS 15

Inform the II Equality Plan Monitoring Committee of the disaggregated training data by gender.

Training indicators

People, Culture and Communication

Quarterly, while the Plan is in force

16

Review the language used in job descriptions.

Number of posts reviewed

People, Culture and Communication

2022

Job descriptions revised

People, Culture and Communication

Q2 2022

Carry out periodic reviews

People, Culture and Communication

While the Plan is in force

Review carried out

Monitoring committee

2023

Promote hiring of women in the company.

% of women hired versus total

People, Culture and Communication

While the Plan is in force

Encourage the promotion 21 of women to positions of responsibility.

% of women promoted versus total

People, Culture and Communication

While the Plan is in force

Objective 3. Foster the presence of equality criteria.

8

9

Maintain the general principle within promotion processes that, where the candidates are otherwise equal, the least-represented gender within the group will have preference for promotion.

Internal promotion procedure

Inform the II Equality Plan Monitoring Committee of promotions awarded.

Minutes of regular meetings with the Monitoring Committee

People, Culture and Communication

Monitoring Committee

While the Plan is in force

Quarterly, while the Plan is in force

TRAINING AXIS Objective 4. Raise awareness and train staff, with a particular focus on staff whose work is related to people management.

Include information regarding the equality 10 policy in force at ELIX during the onboarding phase for new hires.

11

Specifically train the people responsible for evaluating and promoting candidates in the selection field in gender and equality between women and men.

Model welcome pack

% of managers trained

People, Culture and Communication

People, Culture and Communication

While the Plan is in force

Every 2 years

Integrate training in equality and gender bias into the job description as a required competence for 17 positions with decisionmaking power within recruitment and promotion processes.

18

Assess the suitability of the factors considered within the context of the 19 organisation, and their suitability in accordance with their importance.

20 Specifically train the people responsible for carrying out performance 12 assessments on gender and equality between women and men.

% of managers trained

People, Culture and Communication

Every 2 years

Maintain the professional classification up to date.

2022 Q1 Q2 Q3 Q4

23 24 25

21

20 Elix Polymers. II ELIX Equality Plan 2022-2026

Measures

Indicator/ evidence

Deadline

2022

23 24 25

Measures

Q1 Q2 Q3 Q4

Indicator/ evidence

Person in charge

Deadline

2022 Q1 Q2 Q3 Q4

HARASSMENT PREVENTION AXIS

Encourage the recruitment of women in maledominated roles and 22 departments, and of men in positions that are traditionally female dominated.

% of women hired versus total

Review criteria for awarding of personal 23 supplements alongside those awarded for working in a higher pay grade.

Review carried out

Review of salary concepts where fixed amounts are not established in the 24 Agreement (pension plan, bonus, bonuses or salary supplement in kind).

Person in charge

Review carried out

People, Culture and Communication

Monitoring committee

Monitoring committee

While the Plan is in force

2023

2023

Objective 6. Prevent sexual and gender-based harassment.

Revise protocol of sexual 30 and gender-based harassment prevention.

Update protocol of sexual and gender-based harassment prevention

Monitoring Committee

Second quarter 2022

Inform the Monitoring Committee of the harassment processes initiated within the 31 framework of the protocol for the prevention of sexual and gender-based harassment.

Minutes of regular meetings with the Monitoring Committee

Monitoring Committee

Quarterly, while the Plan is in force

COMMUNICATION AXIS Objective 7. Ensure that internal communication promotes an image of equality.

Review wage gaps from the point of view of professional groups as 25 established by the Spanish General Agreement for Chemical Workers.

Review carried out

Monitoring committee

Q3 2022

JOINT RESPONSIBILITY AXIS Objective 5. Be transparent about rights to reconciliation.

Communicate the joint 26 responsibility measures in force at ELIX.

Make use of new 27 technologies to avoid travel wherever possible.

Draw up an application agreement to manage requests for reduced 28 working hours due to caring for children under 12 years of age.

Creating a space 29 for breastfeeding.

SharePoint publication

People, Culture and Communication

Technology People, used to Culture and minimise travel Communication

Agreement reached

Monitoring committee

Space created

People, Culture and Communication

Annually, while the Plan is in force

32

Train staff in charge of communication media in 33 topics relating to equality and the use of non-sexist language.

2023-2024

People, Communication Culture and carried out Communication

While the Plan is in force

Number of people trained

People, Culture and Communication

Two years from the date of signature of the Plan

34

Encourage the participation of women in the ELIX DNA programme.

% of women compared to total participants

People, Culture and Communication

While the Plan is in force

35

Carry out surveys to determine the level of awareness of equality at ELIX.

Surveys carried out

People, Culture and Communication

On a biannual basis

While the Plan is in force

Q3 2022

Maintain the use of inclusive language and imagery in internal communication.

Objective 8. Establish channels providing information about equal opportunities in the company.

Spread the II Equality Plan so that all ELIX staff are 36 aware of its existence and the mechanisms that it provides.

Campaign carried out

People, Culture and Communication

First quarter 2022, then annually while the Plan is in force

23 24 25

23

22 Elix Polymers. II ELIX Equality Plan 2022-2026

Indicator/ evidence

Measures

Communicate the Protocol for the prevention of sexual and gender-based 37 harassment so that all individuals are aware of its existence and its content.

38

Carry out an external communication campaign for the II Equality Plan.

Campaign carried out

Person in charge

Deadline

People, Culture and Communication

Third quarter 2022, then annually while the Plan is in force

2022

23 24 25

Q1 Q2 Q3 Q4

The Monitoring Committee will be assigned the following functions:

• Promote the execution of the measures planned, in accordance with the timelines set out in this Plan.

• Verify the achievement of the objectives established in the Plan and the degree of execution of the planned measures.

Campaign carried out

People, Culture and Communication

Third quarter 2022, then annually while the Plan is in force

• Detect possible obstacles or difficulties in the implementation and make the relevant adjustments, or adopt corrective measures where necessary.

• Promote the evaluation of the Plan in accordance with the criteria established in section 10 of the Plan.

OTHER

39

Assess and advise upon the equality policies of suppliers.

Assessment carried out

Procurement

While the Plan is in force

40

Manage the Equal Company emblem.

Emblem obtained

Monitoring committee

2022

9.1.3. System of operations The Committee will meet as often as necessary to be able to carry out their assigned monitoring and review functions. The parties can request a meeting to be convened at any time, indicating the motive.

9.Monitoring and review

The Committee will hold quarterly meetings with the following objectives:

In order to ensure the execution of the measures considered in this Equality Plan, and to comply with the review functions contemplated in the legislation, the following instruments, bodies and figures are regulated:

9.1. II Equality Plan Monitoring Committee 9.1.1. Composition The ELIX II Equality Plan Monitoring Committee will be made up of:

Noelia Vázquez Coronel

Óscar Cavero Mate

Sergi Pérez Fiol

Alberto Alejos Pérez

To ensure the Plan is correctly executed and monitored, the evolution of the different actions approved within this Plan will be analysed. Those acting on behalf of the Company will present a report presenting the quantitative and qualitative evidence resulting from the actions carried out during the quarter.

This will also serve as a reminder and motivator for those actions which have not been successfully carried out.

When it comes to the review functions of the Plan, the need to add, redirect, improve, correct, intensify, mitigate or even stop applying any aspect will be analysed where it is felt that the execution of the plan is not producing the expected effects in relation to the proposed objectives.

In addition, shares will be itemised and scheduled for the following year at the meeting which takes place in the last quarter.

On behalf of the company:

On behalf of the employees: Anabel Fornos Roca

9.1.2. Functions

Júlia Piqué Secall

Minutes will be drawn up for the meetings held by the Monitoring Committee. The legal representation of the employer (RLE) will send the draft minutes to the legal representation of the workers (RLT) as soon as possible after each meeting has been completed, for its assessment and signature by the representative. Finally, the RLE representative will sign the minutes and the appropriate communication will be carried out.

25

24 Elix Polymers. II ELIX Equality Plan 2022-2026

9.1.4. Confidentiality The individuals that make up the Monitoring Committee must observe, at all times, the duty of secrecy with respect to information that has been expressly communicated to them in a discreet and cautious manner.

Furthermore, no document presented by the company to this Committee may be used outside the strict scope of the Committee, or for purposes other than those for which it was presented.

9.1.5. Substitution of the members of the Monitoring Committee The members of the Monitoring Committee will be substituted in the event of holidays, absences, resignation, termination of the mandate or in the case of being removed by those who appointed them, with justifiable cause.

Individuals who no longer form part of the Monitoring Committee but who represent the company will be replaced by the same. Where the individual represents the workforce, they will be replaced by the legal and/or union representative body of the workforce, in accordance with its internal operating system.

In the event of substitution, the date of the replacement and reason will be formalised in writing, indicating the full name, ID number and position of both the outgoing and incoming individuals.

Evaluation 10.

The evaluation phase aims to find out the degree of compliance with the Plan and its development, to verify if the Plan has achieved the objectives set out, assess the suitability of resources, methods, tools and strategies employed, and identify areas for improvement and new requirements that may require the creation of new actions or the modification of current ones.

The Monitoring Committee will draw up a report based on the information and data collected during the corresponding period, and this will be structured around three main axes: • Evaluation of results, analysing the degree of compliance with the established objectives.

• Evaluations of processes in which the suitability of the resources, methods and tools used during the execution of the actions is analysed, potential difficulties detected and solutions adopted.

• Evaluation of impact of the changes relating to equality which have occurred in the company as a result of the implementation of the measures included in the equality plan.

This evaluation exercise will be carried out at least two years after the signing of this Plan, and at the end of its period of validity.

Evaluation of results

Evaluation of processes

Evaluation of the impact

26 Elix Polymers. II ELIX Equality Plan 2022-2026

Modification procedure 11.

The ELIX II Equality Plan will be reviewed periodically and in accordance with the deadlines set out in section 10 of the Plan. In any case, it will be reviewed whenever the circumstances set out in article 9.2. of Royal Decree 901/2020 of 13 October arise:

a. b. c. d.

When modification is required due to the results of the monitoring and evaluation provided for in sections 4 and 6 below.

When it is discovered that the company is not in compliance with legal and regulatory requirements as a result of an inspection by the Office of Work and Social Security.

In the event of a merger, takeover or the transfer or modification of the company's legal status.

In the event of any incident that substantially modifies the company's workforce, its working methods, organisation or remuneration systems, including the non-application of the agreement, substantial modifications of working conditions, or the situations analysed in the diagnosis of the situation that served as the basis for its preparation.

e.

When a court decision condemns the company for direct or indirect discrimination on the basis of gender or when it determines that the equality plan is not in alignment with legal or regulatory requirements.

Discrepancies occurring within the Monitoring Committee are to be resolved through the Sectoral Joint Committee for Equal Opportunities, regulated by the XX Spanish General Agreement for the Chemical Industry.