In 2025, Madrileña Red de Gas consolidated a stable, committed and forward-looking organisational model, aligned with the economic context and the effective integration of digitalisation and AI into business processes.
Workforce diversity made significant progress, with female representation exceeding 40% for the first time, and the Diversity, Equity and Inclusion (DE&I) framework was strengthened with the approval of the LGTBI Plan.
The working environment remained at very solid levels, with 80% satisfaction, an eNPS* of 30.1 and high engagement.
Investment in development and leadership resulted in 4,596 hours of training, whilst the commitment to occupational health and safety enabled us to maintain a low accident rate and full compliance with ISO 45001, consolidating the company, once again, as a people-focused, safe and future-ready organisation.
4.1A Human, Stable and Forward-Looking Organization
For Spain, 2025 has been a year of economic consolidation, during which it has maintained remarkable dynamism, with GDP growth of 2.8%, driven by domestic demand and the external sector. AI and digitalisation are no longer ‘projects for the future’, but have become structural components of Spain’s GDP. This has been the year of ‘applied AI’, and Madrileña Red de Gas has recognised this opportunity, integrating these systems into its business processes.
The company has adapted to these new economic realities through versatility, which becomes apparent in our workforce: increasingly enthusiastic about new projects, better equipped to face new challenges, and firmly committed to talent management as a guarantee of success.
The key to achieving strong workplace cohesion and enhancing the organisation’s success is fostering a diverse, equitable and inclusive environment. When Madrileña Red de Gas guarantees equal opportunities and values differences, it creates a much more united, human and efficient working front.
The workplace survey highlights Madrileña Red de Gas’s strong and committed approach to people management, underpinned by the joint efforts of the entire organisation. With high participation and an 80% satisfaction rate, the results confirm a healthy and committed organisational culture. This success reflects the pride of belonging to an autonomous team that views the working environment positively; once again, work-life balance is the most highly rated aspect.
Madrileña Red de Gas has always prioritised the well-being of its staff in all its strategic actions. This is why it boasts a very high and significant retention rate (92.3%), which highlights the company’s best practices in retaining talent.
People’s well-being lies at the heart of Madrileña Red de Gas’s strategy. The company recognises that its growth is inextricably linked to the satisfaction of its team, which is why it continues to champion remote working as a key tool for work-life balance and talent retention.
Furthermore, its commitment to full occupational and social security translates into a highly competitive benefits policy that guarantees stability and protection for the entire team: the company encourages the hiring of professionals on permanent contracts. Key social benefits include health insurance, life insurance, and contributions to a pension or provident scheme. 100% of Madrileña Red de Gas’s workforce has a permanent contract and enjoys the social benefits mentioned above.
In the area of internal talent management, which acts as our strategic driving force, the Management Development Programme (PDD) for middle managers has been continued in 2025; this training is designed to consolidate leadership, provide a global business perspective and prepare future managers for the challenges of the sector.
Furthermore, a high-quality working environment is built through communication. For this reason, Madrileña Red de Gas has continued to promote team-building initiatives such as “Breakfasts with the CEO” and cross-functional events that strengthen relationships and foster an exceptional working atmosphere. In 2025, coinciding with the company’s 15th anniversary, the workforce took part in an event held in a stunning setting, featuring a day of team-building activities that successfully combined solidarity and team development.
In short, these initiatives consolidate Madrileña Red de Gas not only as a leading energy infrastructure provider, but also as a people-focused, stable and forward-looking organisation.
4.2Workforce
The workforce at Madrileña Red de Gas has shown a downward trend throughout its history. At the close of the 2025 financial year, the company had 111 employees, excluding two individuals on partial retirement contracts, representing a 5% reduction compared to the previous financial year, 2024.
In the 2025 financial year, the average length of service of Madrileña Red de Gas’s workforce stood at 15.7 years, an indicator that highlights the high level of stability and loyalty of talent within the organisation. Similarly, the average age remained at 46.5 years, reflecting an appropriate balance between experience and professional maturity in the composition of the workforce.
In 2025, Madrileña Red de Gas achieved significant progress in terms of gender diversity, progressively transforming the inertia of a traditionally male-dominated sector through a sustained effort to attract and develop female talent. For the first time, the proportion of women in the workforce has exceeded 40%, reaching 40.5% of the total, with 45 women and 66 men. This development confirms a clear upward trend since the company’s inception, rising from 17% female representation in 2010 to over 40% in 2025, representing a significant qualitative leap and reinforcing the organisation’s commitment to equal opportunities and diversity in the workplace.
For the first time, the proportion of women in the workforce has exceeded 40%
At Madrileña Red de Gas, job security is strongly promoted as a fundamental pillar of people management. In this regard, 100% of the workforce has a permanent contract, reflecting the company’s firm commitment to stable, quality employment.
In terms of working hours, 96.4% of employees have a full-time contract, whilst only 0.88% have a part-time contract and 2.7% have opted for a reduced working week. These latter two groups consist exclusively of women, in line with the organisation’s work-life balance and shared responsibility policies.
Madrileña Red de Gas maintains a retention rate of 92.3%, a particularly significant figure that reflects the effectiveness of its talent management policies and internal best practices. Voluntary turnover stood at 0.9% in the last year, with an average of 1.2% over the 2020-2025 period, whilst involuntary turnover has remained at 0% for five consecutive years.
Recruitment and onboarding
Versatility is one of the defining characteristics of Madrileña Red de Gas’s workforce. As reflected in the evolution of the technical profile of its professionals, the company has progressively prioritised versatile, agile and efficient profiles, capable of adapting flexibly to the changing circumstances of the sector and with a clear focus on continuous learning and taking on new challenges and responsibilities. As a result of this strategy, 54% of the workforce currently holds a higher education qualification, which reinforces the organisation’s technical strength and capacity for innovation.
In terms of recruiting new talent, Madrileña Red de Gas has for years maintained a sustained commitment to attracting and developing young professionals, promoting internship programmes through collaboration agreements with various universities in the Community of Madrid. The company currently has agreements with four universities, with a fifth agreement having been formalised at the end of the financial year. During 2025, four students, two women and two men, undertook internships with the organisation.
The company currently has agreements with four universities, with a fifth agreement having been formalised at the end of the financial year
Furthermore, in line with its commitment to youth employment, Madrileña Red de Gas has, without interruption since 2019, recruited professionals under the age of 30, thereby fostering generational renewal and bringing new skills into the organisation.
4.3Diversity, Equity and Inclusion (DE&I)
Madrileña Red de Gas believes that diversity, equity and inclusion are fundamental pillars for achieving a strong, sustainable and cohesive workplace. The company actively promotes equal opportunities and respect for differences, convinced that these principles contribute decisively to building a more cohesive, people-centred team focused on achieving corporate objectives.
The 2025 financial year stands out in particular for the adoption of the LGBTI Plan (plan to achieve real and effective equality for LGBTI people at Madrileña Red de Gas, S.A.U.), which includes a specific protocol for dealing with harassment or violence against LGBTI people. This milestone reinforces the framework of internal policies that underpin the organisation’s culture of respect and safety, alongside the Code of Ethics, the Equality Plan in force since 2022, the Protocol for the prevention of workplace, sexual and gender-based harassment (implemented in 2023), as well as the Guide on gender-based violence and the Guide to inclusive language.
The 2025 financial year stands out in particular for the adoption of the LGBTI Plan, […] which includes a specific protocol for dealing with harassment or violence against LGBTI people
As part of the Equality Plan, and in collaboration with the workers’ legal representatives, Madrileña Red de Gas is implementing various initiatives aimed at promoting communication and transparency, including the internal publication of job vacancies, awareness-raising campaigns, and specific training programmes on equality. In addition, the company has initiated a formal job evaluation process, based on a methodology structured in three phases: business definition, band allocation and grading, the aim of which is to align roles with the market and ensure internal equity.
In terms of cultural diversity, 2.7% of the workforce comes from other countries, equivalent to three people (two men and one woman), two of whom hold management positions, helping to enrich the diversity of perspectives within the teams.
It is also worth highlighting the sustained progress in female representation within the organisation. As indicated above, in 2025 the proportion of women in the workforce exceeded 40% for the first time, a particularly significant figure given the historically male-dominated nature of the energy sector in which Madrileña Red de Gas operates, and which demonstrates the company’s firm commitment to gender equality and diversity.
Historical analysis of parental leave reveals a consistent trend within our organisation: the number of paternity leave cases has, year on year, exceeded that of maternity leave. During the 2025 financial year, a total of 8 leave cases were recorded, of which 6 were taken by men and 2 by women. It is worth noting that the return-to-work and retention rate is 100%; the entire workforce returned to their usual duties with no changes to their terms and conditions.
Historical analysis of parental leave reveals a consistent trend within our organisation: the number of paternity leave cases has, year on year, exceeded that of maternity leave
All these actions and values, which promote gender equality through recruitment and training by offering equal opportunities, become the values that enable us to progress as an inclusive company and attract the best talent.
4.4Workplace Climate
The workplace climate survey highlights Madrileña Red de Gas’s solid and committed approach to people management, underpinned by the joint efforts of the entire organisation. Staff take pride in belonging to the company, demonstrate a high level of commitment and work autonomously in carrying out their responsibilities.
The results reflect a healthy organisation with robust metrics. A satisfaction rate of 80% has been achieved. This indicator demonstrates a significant sense of belonging among employees towards the company, who are committed to its objectives. It is the result of the company’s positive perception of teamwork and the existence of a healthy working environment.
This level of satisfaction, combined with a high participation rate of 73%, lends the results a solid character and makes them fully representative of the Company’s reality. Furthermore, the 2025 financial year recorded an eNPS of 30.12, a score technically classified as ‘Very Good’, which demonstrates a high degree of loyalty, commitment and connection among employees towards Madrileña Red de Gas.
Within the survey’s dimensions, staff particularly value the working environment and the nature of their roles. There is a very positive perception of the working atmosphere, and teamwork is highly valued.
The three aspects most appreciated by staff are, once again, work-life balance, the working environment and the professional quality.
The company maintains a proactive approach to continuous improvement. Among the challenges for the coming period are maintaining these high standards, continuing to foster employee confidence, and remaining a benchmark for excellence and good results within the sector.
Additionally, it is worth highlighting Madrileña Red de Gas’s ongoing commitment to collaborative teamwork, seen as the essential driving force for strengthening communication and cohesion among its various departments; as well as its commitment to the fundamental principle of equality. All of this is achieved through corporate initiatives aimed at the entire workforce, which consolidate our internal culture.
The focus of these days has always been clear: to harness the individual talent of each professional to build a collective result. In 2025, coinciding with Madrileña Red de Gas’s 15th anniversary, the workforce took part in an event held away from the company’s premises, featuring a day of team activities that successfully combined solidarity and team development.
Indeed, this year, as part of its ‘Social Contributions’ initiative, Madrileña Red de Gas has collaborated with the A La Par Foundation, making a donation and organising a countryside day that combines professional growth with social commitment.
4.5Talent Management
Aware of the challenges facing the sector, Madrileña Red de Gas is committed to talent management as a strategic driver. The integration of data analysis and AI has not only optimised processes, but has also raised the standard of customer service, uncovering new avenues for value-added growth.
For this reason, during the 2025 financial year, the company has continued to invest in data training, as well as the ethical use of AI, through three training initiatives, one of which was an AI workshop for the entire workforce.
However, it is the ‘Corporate’ specialist training module that once again accounts for the largest number of hours, reaching 40% of the total. Indeed, within this group, it is worth highlighting the launch in 2025 of one of the initiatives that emerged from the workplace climate survey to improve communication, namely the “Breakfasts with the CEO”, which addressed the topic of “The Future of Gas”. This initiative not only enables management to communicate and inform staff about the future of gas—and, by extension, the company—, but also to foster direct communication between management and staff, as well as interdepartmental relations.
Furthermore, within this ‘Corporate’ specialist training area, middle management continues to be trained through the Management Development Programme, a programme that helps consolidate their managerial position and prepares them to lead in the future: acquiring a global vision, strengthening decision-making and fostering leadership.
Specialised training in “Business” remains significant, accounting for 21% of total hours, with the “Operations” Department receiving the bulk of training activities in this area. Training has been provided in polyethylene welding, GoO (Guarantees of Origin) and ERM (Regulating and Metering Stations).
Finally, it is important to highlight Madrileña Red de Gas’s ongoing commitment to teamwork and collaboration, seen as the essential driving force for strengthening communication and cohesion among its various departments. As well as its commitment to the fundamental principle of equality. All of this is achieved through initiatives aimed at the entire workforce.
As a result, a total of 4,596 hours of training were delivered in 2025, spread across 40 training sessions, bringing the ratio of training hours to 41.40 per employee.
As a result, a total of 4,596 hours of training were delivered in 2025, spread across 40 training sessions, bringing the ratio of training hours to 41.40 per employee
4.6Occupational Health and Safety
During the 2025 financial year, Madrileña Red de Gas has continued to uphold a high standard of corporate excellence, maintaining the certification of its Occupational Health and Safety Management System in accordance with the ISO 45001:2018 standard.
In this context, the company has strengthened its commitment to training in prevention, ensuring that employees have the necessary training, tailored to different groups and consistent with the continuous updating of preventive documentation.
Likewise, the use of a computerised tool for managing the documentation of contractors and subcontractors has continued to be consolidated, helping to improve coordination, monitoring and compliance with occupational health and safety requirements.
The objectives of the Occupational Health and Safety System have remained aligned with the company’s commitments to sustainability and good corporate governance. As regards the health and safety targets set for 2025, the level of compliance has been highly satisfactory. The objective aimed at reducing the accident rate, a key priority for the company, achieved 94% compliance, whilst the objectives relating to the implementation and improvement of the prevention model and to improvement measures linked to the management of serious accidents were fully met, achieving 100% of the planned targets.
Workplace accidents
In terms of workplace accidents, during the 2025 financial year, Madrileña Red de Gas recorded one accident resulting in sick leave that was not ‘in itinere’ and four accidents without sick leave that were not ‘in itinere’, with no accidents, whether resulting in sick leave or not, occurring during ‘in itinere’ journeys. Furthermore, no serious accidents were recorded throughout the financial year.
As a result of these figures, the frequency rate stood at 4.5, whilst the severity rate reached 0.06, reflecting effective preventive management and a limited impact of accidents on the company’s operations. These results highlight the effectiveness of the measures implemented in the area of occupational risk prevention and the ongoing commitment to the health and safety of workers.
Frequency rate: number of accidents with sick leave not in itinere per million hours worked.
Severity rate: number of sick leave days for accidents not involving sick leave in itinere per 1,000 hours worked.