We have no official policy on this issue, but we have been committed for some time to guaranteeing equal opportunities and valuing diversity by means of: the reconciliation of work and family commitments in the search for the best possible balance between private and working life; the recruitment of personnel belonging to protected categories; and more generally career advancement criteria which respect principles of consistency, fairness and meritocracy.

In addition to offering a wide choice of alternative working hours, we have supplementary company labour agreements which allow greater use of part-time work and leave than that guaranteed by law. Female personnel returning from maternity leave normally have access to part-time work and receive refresher courses to return to their position. Moreover, in some towns and cities where the need has arisen, children's nurseries have been provided at the work place for some years now.

With regard to the disabled we launched a recruitment programme in 2008-2009 to comply with the quota required by law, which is now observed, seeking to offer the best possible work opportunities for each of them.