Key actions Nuanced understanding of root causes To meet the company’s growing demand for qualified personnel, the company recognized a challenge: despite the simple criteria for enrolment in its mixed electrician school – minimum age of 18 years old, having a high school diploma and having a driver’s license – acceptance by women has remained low, largely due to persistent social stereotypes. Taking advantage of the neglected potential of the female workforce was particularly relevant in the context of Brazil, where the unemployment rate is 7.4%10 (6.6% for men and 9.7% for women), with an important factor being the lack of professional qualification. Women are also more likely to work in the informal economy, which offers less stability and no access to social protection. To increase the representation of women among electricians, the company has developed solutions that address the root causes of the disparities. In collaboration with technical education institutions, the company launched women- only electrician school in the states of Bahia, Pernambuco, Rio Grande do Norte, São Paulo, Mato Grosso do Sul and Brasília, areas where the acceptance of women for electricians was traditionally low. The schools provide training to equip women with the skills they need to pursue a career as an electrician and in the electric power system, in a welcoming and safe environment for women. Before the programme, male representation in the field was so pronounced that the company had to make physical adjustments to the facilities, such as installing women’s toilets and changing rooms. The company also adapted uniforms and personal protective equipment to better accommodate women students. In addition, the company has engaged with local media, NGOs and neighbourhood associations to increase the visibility of the programme. One key strategy involved 1 Meaningful definition of success Given the low representation of women in the sector, the company has set goals of at least 12% of women working as electricians by 2030 (almost triple the representation that existed in 2021, when the goal was set), and women making up 35% of graduates of its mixed-gender electrician school (as of July 2024, the share is 3.8%).2 Accountable and invested business leaders Addressing the underrepresentation of women in the energy sector has been identified as a strategic priority for Iberdrola. The company’s global CEO appointed a Global Diversity and Inclusion Committee, composed of senior management members from different countries and business areas, which sets short- and long-term gender representation goals, linking them to executive compensation. At the local level, in line with Iberdrola’s commitment to this cause and the proven impact of the initiative, the programme has been incorporated into the company’s budget for the next editions. 3 Solution designed for context 4The three main indicators used to track the effectiveness of the programme are the number of women trained, the number of women hired, and the percentage of women hired.11 The company has been monitoring these indicators in both women-only schools and mixed schools. They noted that co-educational school enrolment has increased as the stereotype of electricians as an exclusively male profession is slowly fading. Given this trend, it is likely that women-only schools will not be needed in the future. To ensure rigorous monitoring and continuous improvement, Iberdrola’s Global Sustainability Committee monitors progress every six months and Iberdrola Group publicly discloses the results in its annual global reports, such as the Sustainability Report and the Diversity, Equity and Inclusion Report.Rigorous tracking and course correction 5 The company’s future efforts will continue to focus on reducing the gender gap in the energy sector, with the aim of meeting its targets by 2025. To achieve a sustained impact, the company advises ensuring that senior executives publicly express their support for the programme, demonstrating its importance to the company. Additionally, partnering with local governments and non-governmental organizations (NGOs) can help maximize the impact of the initiative, while aligning the programme’s objectives with the company’s broader goals will ensure its long-term success. Advice for others and next area of focusdepicting women in electricians’ uniforms to help normalize the idea of women entering the field. As more women joined the company’s workforce after graduating from the training programme, the company expanded its efforts to raise awareness of compliance guidelines aimed at preventing and addressing behaviours that violated its code of conduct. 19 Diversity, Equity and Inclusion Lighthouses 2025

Diversity Equity and Inclusion Lighthouses 2025