Investor Presentaiton

Sustainability report 2019-2020 Mexico | 15 According to the information stated in the previous report, it is possible to say that gender distribution has remained similar in general terms; even so, it is worth noting that we had an 18% increase in the number of women who are leaders within the Firm. We had 54% of women promoted during this period, which has been reflected mainly in leadership positions within the Firm. This scenario brings us closer to our overall goal in terms of gender equality. The Family Leave policy promotes a uniform basis for all applicants (regardless of gender identity or sexual orientation), so that they have the possibility to take a leave (for the birth or adoption of a child) for up to twelve weeks in which they receive their full monthly compensation. For pregnancy cases, women have the option of extending their parental leave by an additional twelve weeks to those mentioned in the previous paragraph (twenty-four in total); in addition, they receive a percentage of compensation determined according to the length of absence. Family Leave also includes schemes for collaborators to return progressively to their work activities after the period of parental leave; it provides daycare support for one year and offers flexibility to address family issues, grief processes, and illnesses. Since the launch of the policy, 22 people (82% women and 18% men) have joined one of the schemes that the Firm contemplates. Roberto Macías Senior Associate Maria Jose Casillas Senior Associate d. Breastfeeding Support Program c. Family Leave Policy FamilyLeave Family Leave is a new family policy that we launched during May 2019. It considers parenthood and family life, in any of its forms, as a joint responsibility. Said perspective helps to close the gender gap.

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