BBVA in 2012

It allows attention to be given to the specific needs of each employee by designing individualtraining plans that match each personal profile.A way of doing thingsWithin these basic principles of the BBVA management style, it is important to note that allhuman resources processes are global, standardized and cross-cutting. In other words, theycover all the people who work at BBVA, thus guaranteeing their objectivity and effectiveness.First, we have the commitment to make public all the internal selection processes, so that thebest professionals fill the most important positions. A further element that enhances bothobjectivity and professional transparency and development is BBVA’s job-posting tool“Apúntate”. Thanks to this, professionals in the Group are able to manage their developmentby applying for positions generated and made public from time to time in all the geographicalareas. In 2012 over 4,000 positions were offered through this mechanism, with a coverage ratioof 79%.Transparency,objectivity andequal opportunitySecond, on the question of equal opportunity, BBVA has a firm commitment to gender diversity.A clear example of this is the proportion of women in the Group: 53% of the professionals arefemale. This drive is organized through a global diversity plan, which aims to boost the roleof women in the Group by making it easier for them to work and laying the foundations for aharmonious balance between work and family life. The program is focused on 3 key areas foraction (maternity, promotion and development and awareness). It has led to the launch of 8corporate initiatives so far, as well as others at a local level. It is worth noting here that BBVA hasobtained the “Equality in the Company” award in June 2012. The award is a recognition grantedby the Ministry of Health, Social Services and Equality, which considers BBVA as a model for theincorporation of good practices in gender equality.Third, BBVA’s commitment to its professionals can also be seen in a number of actions within the“Pasión por las Personas” (Passion for People) program, which is a fundamental element of theGroup’s value offer to its employees, whether active or retired. This program includes initiativessuch as the system of flexible remuneration, which has been defined and designed for all theGroup’s employees in Spain regardless of their level in the Organization; measures for reconcilingwork and family life; social volunteering activities; and the relationship model for early-retiredemployees, those who are retired and widows or widowers of the Group’s employees.Lastly, BBVA considers the remuneration policy to be a key element for value creation. Thatis why it has an advanced remuneration system based on reciprocal generation of valuefor employees and the Group, in line with shareholder interests and based on prudent riskmanagement. It is guided by the following principles:• Creation of long-term value.• Compensation for the achievement of results based on prudent and responsible assumptionof risks.• Attraction and retention of the best professionals.• Compensation for the level of responsibility and professional career.• Internal equity and external competitiveness.• Use of market references through analyses carried out by prestigious companies• Transparency in the remuneration policy.The system of remuneration is adapted at all times to what is established by law. It also aims toincorporate the standards and principles of best domestic and international practices generallyaccepted in the matter of remuneration and good corporate governance at any time, making it adynamic system in constant evolution and improvement.Primary stakeholders27