CIE PEOPLE

At CIE Automotive we place importance on people by respecting their fundamental rights, providing them with fair working conditions and fostering their capacity for initiative, creativity and innovation, participation and teamwork, their ability to achieve objectives and add value, and their positive attitude to change and continuous improvement.

Relations are based on mutual trust, respect and recognition of everybody’s dignity, as laid down in the group’s Code of Professional Conduct.

Statistics about our workforce

DIVERSITY AND INCLUSION DIAGNOSTICS IN 100% OF THE PLANTS SUBJECT TO THE 2025 ESG STRATEGIC PLAN
(105 plants considered in this KPI)

170+ specific measures derived from diagnostic results to address gender diversity, generational diversity, functional diversity, and multicultural diversity.

40% of women on the Management Committee.

Ulysses Programme

In October 2024, CIE Automotive launched the fourth edition of the Ulysses Programme, consolidating its role as a platform for training and developing young talent. Over the course of two months, 15 participants from Mexico, Brazil, India, and Lithuania received intensive training in metal technology, leadership, innovation, and entrepreneurship at the Leartiker technology center, with the participation of corporate executives who shared their strategic vision. Following this initial phase, the programme continues with six months of practical training in iconic CIE Automotive plants. Since its inception, Ulysses has trained over 50 young professionals from 5 countries, involving nearly 20 origin plants and 15 destination plants. This programme reinforces CIE Automotive’s commitment to young talent, strengthening global collaboration and the integration of its corporate values.

CIE Automotive guarantees the provision of safe and healthy working conditions for its employees, working actively to protect their health, in strict compliance with its Health and Safety Policy, which us approved at the senior management level. Expansion of this policy has yielded very encouraging results, as borne out by the fact that the group achieved record safety results in 2022, and then again in 2023.

Occupational health and safety is managed on a decentralised basis. CIE Automotive has an outside safety service that covers the four legally-stipulated areas of accident prevention expertise and a health and safety officer at each of its productive facilities, more than 100 people worldwide in total.

That effort is shored up by a corporate health and safety department which regularly audits the factories and serves as contact point for issues related with occupational health and safety.

At the factory level, the safety staff inspect the adequacy of the company’s facilities, conduct emergency evacuation drills, provide training, assist with incident investigations and carry out awareness drives.

Health and safety training

Employees receive safety training tailored to the risks posed by their jobs. In 2023, CIE Automotive provided 194,509 hours of health and safety training to 12,681 employees (9,327 men and 3,354 women).

Accidents and injuries

Certifications

Under its 2025 Strategic Plan, CIE Automotive is aiming to have 100% of its factories ISO 45001-certified by 2025. This is the benchmark international occupational health and safety management system standard designed to protect workers and visitors from accidents and workplace illnesses. In 2023 the group certified four factories in Portugal, India and China, bringing the total number of factories certified to 95, which is 94% of the total.

CIE Automotive has a people management model in which the skill profiles of the workforce are defined and the performance of managers, supervisors and experts is assessed, at the same time identifying areas for improvement and designing career and training plans through a personal development programme.

On the basis of the company’s values, employees’ skills are assessed in eight categories: Focus on results, customer relations, proactiveness and innovation, teamwork, decision-making, flexibility and leadership.

Employee remuneration

Employees are paid a fixed salary, in line with the nature of the job they perform and the assessment of their performance. Nearly 7,000 employees also received a variable salary or bonus as a result of the positive assessment of the objectives set, excellence in their duties or higher performance, which is assessed through the Professional Development Plan (PDP) tool.

The remuneration of CIE Automotive's employees meets and, in many cases, exceeds the minimum salary requirements in each country. This is verified by the Corporate Human Resources Department when an acquisition takes place in order to corroborate compliance with the law and to bring employees' rights into line with those of the rest of the Group.

Aside from wages, the company supports its employees with a series of company benefits which enhance their and their families’ quality of living and generate a sense of belonging. These benefits entailed an investment of close to €35 million in 2023.

Continuous employee training is essential for CIE Automotive, not only because it allows its employees update their skills and knowledge but also because it contributes to their productivity and efficiency, as well as increasing their ability to innovate in an environment being shaped by technological advances and competitiveness.

The company imparted 807,806 hours of training in 2023. The breakdown by employee category was more than 96,000 hours for executives, over 228,000 hours for university graduates and over 483,000 hours for factory workers.

Although the majority of employees who benefitted from training programme were men, reflecting the company’s predominantly male workforce, the number of training hours received by female employees (46 hours per female employee trained) was higher compared to their male colleagues (38 hours per male employee trained). That phenomenon was common to all regions.

Job training is aimed at facilitating acquisition of the skills needed to enable effective job performance. A good part of the company’s training effort is decentralised, taking place at each factory, in keeping with the guidelines set down in the Training Plan Procedure. That plan indicates the phases each factory’s training programmes need to follow: identification of training needs, planning, definition, execution, evaluation and feedback.

ESG training

Social, Environmental and Governance (ESG) training for plant management teams is one of the priority objectives of the Strategic Plan, which envisages training 100% of the members of plant management committees worldwide by 2025.

At 31 December 2023, virtually all of the group’s managers had received ESG training (97% of the members of the factory management committees, excluding the factories acquired this year, trained on ESG considerations)

EXPANSION OF THE ULYSSES PROGRAMME, A BET ON INCLUSION AND MOBILITY

CIE Automotive strives to foster a shared culture across all of its markets and encourages employees to progress at the company through mobility programmes, in line with the targets set down in its 2025 ESG Plan.

Among these initiatives, the Ulysses Programme, which combines mobility and talent attraction, stands out. Thanks to this initiative, young professionals from different plants and of different nationalities attend an excellence training centre in the Basque region before going on to build their skills at the group’s emblematic factories in Spain and Italy.

This programme delivers four key objectives: embedding the group’s values; facilitating cross-country communication going forward; fostering intragroup relationships; and providing the group with highly skilled professionals.

Since resuming the programme in the wake of the pandemic, it has been expanded to the point of exceeding the Strategic Plan target. Currently, 17 students from four countries (Brazil, Czech Republic, India and Mexico) are participating in the newest edition of the Ulysses Programme, which began in October 2023, so topping the figures established in the 2025 Strategic Plan, which called for 15 participants from three different markets. Moreover, the retention rate, two years after completing the programme, currently stands at 90% for the first edition and 100% for the second edition, likewise delivering the related Strategic Plan retention rate target of at least 80%.