TUI BLUE ISLA CRISTINA PALACE Hotel SOCIAL POLICIES Isla Cristina, Huelva, Spain

SUSTAINABILITY POLICY TUI BLUE

We are aware of our influence

As the hotel brand of TUI Deutschland, TUI BLUE is part of a long tradition of active work for the environment. We understand that our activities have a significant impact on the socio-cultural, economic, and ecological balance, not only in the tourist region but also globally. TUI BLUE is fully aware of this intergenerational responsibility and takes it seriously.

Our mission

For TUI BLUE, people and nature are of vital importance. We want to provide our guests with the highest possible well-being and satisfaction in their "beach house." It is essential to enjoy unspoiled nature in our vacation destinations, clean beaches, clear water, pure air, healthy forests, and to also promote the cultural particularities of each area.

Sustainable success

We consider environmental protection, integration into the tourist region, and the use of regional products and services as the fundamental pillars to achieve economic success and ensure the quality of vacations. Additionally, we are a responsible employer and important for the local population. Therefore, we are constantly working to exert a greater positive influence, both ecologically and socially. To achieve this goal, we encourage all our employees to actively engage with this policy and contribute their own ideas.

An open dialogue

In addition to complying with current laws and self-imposed regulations, we believe that the cornerstone for success is the sustainable awareness of our partners, clients, and the inhabitants of tourist regions. For this reason, we openly inform our partners and actively support their efforts for sustainable development.

Our goals

The following aspects are especially important to us:

- Create a sustainable offer
- Maximize the positive ecological and social effects of our business activities
- Minimize the negative ecological and social effects of our business activities
- Conserve natural resources
- Employ environmentally compatible technology
- Adapt our offer to the particularities of each tourist region
- Regularly inform about sustainability
- Contribute to sustainable development in the region

All this aims to provide our clients with the highest possible well-being in their "beach house" so they can enjoy nature with all five senses.

Isla Cristina, April 1, 2025
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CHILD PROTECTION POLICY

Summary / Objective

Tui Blue Isla Cristina Palace is committed to promoting children's rights, including their right to be protected from harmful influences, abuse, and exploitation. The hotel takes active measures to ensure the full enjoyment of children's rights to protection.

Tui Blue Isla Cristina Palace expects its employees and those working with us, as well as clients, to consider the best interests of children as the basis of their relationship with the hotel.

This Child Protection Policy is a statement of intent that demonstrates our commitment to safeguarding children from harm and clearly defines for everyone in the organization and those who come into contact with us what is required regarding child protection, and that the company does not tolerate any form of child abuse.

A. Company's vision on child protection

Vision

Our goal is to create "safe environments for children," both internally and externally, where children are respected, protected, empowered, and active in their own protection, and where staff are trained, trustworthy, competent, and fully supported in fulfilling their protection responsibilities.

Statement

The hotel is committed to actively safeguarding children from harm and ensuring that children's rights to protection are fully exercised.

We take our responsibility to promote practices that are safe for children seriously and to protect them from harm, abuse, neglect, and exploitation of any kind. Furthermore, we will take strict action against staff and/or associates of the company who abuse a child. Our decisions and actions in response to child protection concerns will be guided by the principle of the "best interest of the child."

B. Definitions under the Child Protection Policy

1. A child is defined as a person under the age of 18.
2. Child Abuse is defined as any form of physical abuse, emotional maltreatment, sexual abuse, and exploitation, neglect, or commercial exploitation of a child, and includes any action that results in actual or potential harm to a child. Child abuse can be a deliberate act or may result from a failure to act or prevent harm. Child abuse consists of anything that individuals, institutions, or processes do or fail to do, intentionally or not, that causes harm or adversely affects their prospects for healthy development toward adulthood.
3. Child Protection, within the scope of this policy, is defined as the responsibilities, measures, and activities that the hotel undertakes to safeguard children from both intentional and unintentional harm.

C. Scope of the Child Protection Policy

The Child Protection Policy applies to everyone who works or is associated with the hotel and includes, without limitation:

1. Staff at all levels
2. Hotel Guests
3. Visitors

Hotel Staff, Guests, and Visitors must:

1. Not abuse and/or exploit a child or act/behave in any way that puts the child at risk of harm.
2. Report any concerns they have regarding child abuse or protection according to the local office's applicable procedures. This is a mandatory requirement for staff. Failure to do so may result in disciplinary action.
3. Respond to a child who has been abused or exploited according to the local office's applicable procedures.
4. Fully and confidentially cooperate in any investigation of concerns or accusations.
5. Contribute to creating an environment where children are respected and encouraged to speak about their concerns and rights.
6. Always seek permission from children (or, in the case of young children, from their parents or guardians) before taking images (e.g., photographs, videos) of them. Respect their decision to say no to having their image taken. Ensure that any images taken of children are respectful (e.g., children should have appropriate clothing covering their private parts. Images of children in sexually suggestive poses or that have any negative impact on their dignity or privacy are not acceptable). Stories and images of children must be based on the best interests of the child.
7. Be aware that if there are concerns about the conduct of staff or guests regarding child protection and/or in case of a breach of the Child Protection Policy, this will be investigated as part of this policy: either considering a referral to the relevant authorities for criminal investigation according to the laws of the country in which they work; and/or by the hotel according to disciplinary procedures. This may result in disciplinary sanctions and/or dismissal of staff.
8. Be aware that Tui Blue Isla Cristina Palace will sever all relations with any Guest or Visitor found to have committed child abuse.
9. Be aware that if a legitimate concern about suspected abuse is raised, which is proven unfounded in the investigation, no action will be taken against the person who reported it. However, any employee making false and malicious accusations will face disciplinary action. Be aware that the Hotel will take all appropriate legal actions or other actions against Guests and Visitors who make false and malicious accusations of child abuse..

INTERVENTION GUIDELINES

1. Stay calm and avoid asking questions that might intimidate the child.
2. You can ask more vague questions to ensure you understand what they meant or to assess their safety. Keep in mind that you should not pressure them to disclose what happened, nor ask for details of the sexual abuse situation: that is the task of professionals responsible for evaluation, under appropriate conditions.
3. Believe the child about what they tell you. Do not blame them with questions like: why didn’t you tell before?, why did you allow it?, etc.
4. Maintain a respectful attitude toward the victim child. Thank them for their trust and explain that you will need to tell someone else because you fear for their safety, so you cannot keep it a secret. It is not necessary for the entire institution to know what has happened to the child.
5. Report as soon as possible.
6. Seek specialized attention. If you believe it is an urgent case and the child is at imminent risk, contact the police or local social services.
7. Explain the next step to the child (e.g., tell them that you will have to report it to whoever you need to). Provide clear explanations to children and their families. Assume that this is a situation requiring a quick and specialized response.

Indicators of Child Sexual Abuse:

• Marks on the body such as cuts, wounds, bruises, or scratches near body parts like the mouth, buttocks, or breasts.
• Sexually transmitted diseases.
• Early pregnancies.
• Actions that show extensive sexual knowledge:
- Explicitly sexual drawings inappropriate for the child’s age.
- Sexual behavior (imitating adult behavior) towards others, animals, or toys.
- Concerns about sexual topics.
- Sleep disturbances and self-harm.
- Spontaneous expression of sexual stories.
- Strong refusal to attend medical check-ups or undress or, conversely, an excessive willingness to do so.

E. Staff Conduct Outside of Work

It is a requirement that Staff and Associates keep in mind the principles of the Child Protection Policy and are more aware of how their conduct is perceived both at work and outside of it.

Isla Cristina, April 1, 2025

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SOCIAL AWARENESS POLICY

TUI BLUE ISLA CRISTINA PALACE understands Corporate Social Responsibility (CSR) as a commitment to society and the environment that involves a responsible and ethical management model in the execution of its business operations and in relationships with our stakeholders, regardless of where these take place, with the aim of contributing to the development of a fairer and more equitable society.

This social policy is governed by the following principles:

• Good corporate governance, understood as the incorporation of ethical behaviors in all aspects of the company's management and administration.
• Permanent innovation, understood as the concern for improving our products and services in a sustainable, profitable manner, and respectful of people and the environment.
• An optimal work environment that promotes professional development, equality of opportunity, and functional plurality and diversity at work.
• Orientation towards quality and excellence in service as a way of thanking our clients for the trust they place in us.
• Concern for the economic, human, and social development of the communities where the company is present, as well as respect, support, and promotion of local culture, norms, and the conservation of the local environment.
• Commitment to environmental preservation and respect for native flora and fauna, based on the conviction that a sustainable economy is the way forward.

The various interest groups or collectives and individuals participating in this social policy are:

Employees.
•The company itself is committed to its employees to promote and develop policies that guarantee the principles of equity and equality of opportunity and allow for adequate professional development in a quality and safe work environment. It also focuses on prioritizing the hiring of local staff to promote the development of the societies where the company is present and enrich the cultural diversity of our work teams.

Suppliers.
They are a fundamental part of the value chain, which is why the integration of suppliers into the CSR policies is essential. The company focuses its efforts on prioritizing the acquisition of local products to reinforce the economic and social development of the community, provided that quality, price, and health and safety criteria are guaranteed, as stipulated in the Responsible Purchasing Policy.

Society.
The policies of TUI BLUE ISLA CRISTINA PALACE aim to develop a fairer and more equitable society, which is why cooperation with public administrations, social agents, and entities that develop social purposes are fundamental axes of action to promote CSR. Therefore, it is necessary to maintain a permanent dialogue with the local community and social agents to understand their needs and contribute to their progress through responsible behaviors.

Promotion
The hotel collaborates with local schools or internship programs to provide job experience opportunities to future workers who do not have previous experience, thus significantly helping them with labor integration through these promotional agreements we have.

Isla Cristina, April 1, 2025

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RESPONSIBLE PURCHASING POLICY

RESPONSIBLE PURCHASING

Responsible purchasing aims to integrate social, environmental, and ethical aspects into purchasing decisions. By practicing this type of purchasing, consumers add value to their consumption by spending their budget in a way that provides the required products or services while contributing to environmental protection and promoting decent employment, among other issues.

Responsible purchasing is supported in the following areas: green purchasing, ethical purchasing, and social purchasing.

• Green purchasing aims to reduce consumption by reviewing the necessity of some purchases; using products with lower energy and resource consumption, that cause less or no pollution; and minimizing the environmental impact of the consumed product or service.
• Ethical purchasing considers and respects working conditions, minimum wages, and workers' rights.
• Social purchasing promotes social economy enterprises, such as cooperatives, and local consumption. Additionally, like ethical purchasing, it incorporates principles of maintaining working conditions that allow for equality of opportunity and the promotion of quality employment.

Therefore, purchasing decisions, considering not only the quality-price ratio but also responsible purchasing criteria, favor and promote local development, fair pricing policies, environmental protection, the defense of human rights, and the improvement of labor conditions.

GUIDE TO RESPONSIBLE PURCHASING

• Local development because it reduces the number of intermediaries and helps increase the region's benefits, improving its economic and social conditions.
• Fair pricing policy because it markets products from fair trade that result in additional benefits that contribute to improving the economic and social conditions of communities.
• Environmental protection because it promotes products and companies that have implemented actions to combat climate change, waste prevention, and reduction in the use of raw materials or the use of renewable energy sources.
• Defense of human rights because it chooses companies that have adopted an institutional code of conduct in which they voluntarily declare a series of principles they commit to follow unilaterally.
• Improvement of labor conditions because it chooses companies that comply with and promote the application of the guidelines of the International Labor Organization (ILO) and the Declaration of Human Rights to their supply chain.

The practical application of responsible purchasing criteria is not always straightforward. Often, the lack of information prevents consumers from putting into practice the concepts mentioned here. For this reason, throughout the guide, arguments will be provided to facilitate consumer decision-making in the purchasing process.

These arguments are based on and must be applied according to the following principles of responsible purchasing:

1. Purchase only what is necessary: Purchases will only be made once it has been determined that the product or service is necessary.
2. Buy local products: Consume products from the regions or countries where you live and that are in season. Additionally, promote purchasing from local suppliers whenever possible.
3. Minimize the use of raw materials: whenever possible, choose products or services that facilitate the minimization of raw material consumption. Examples: buy products in bulk to avoid unnecessary packaging; acquire printing equipment that prints double-sided. In the acquisition of certain products, you can consider renting before purchasing or even negotiating the provision of machinery through purchase from the supplier: laundry, vehicles, coffee machines, etc.
4. Minimize waste: buy recycled and/or recyclable products. Purchasing decisions will be made considering the waste associated with the product being acquired, guided by the following principles (known as the 3Rs):

O REDUCE
Use less to avoid waste. Acquire products that are supplied with minimal packaging. An example is bulk purchasing to reduce packaging. Identify ways to perform a task without using materials that generate waste. An example is sending information electronically instead of using paper correspondence.

O REUSE
Use a product more than once or repair an existing product, thus extending its life before being replaced. Ensure that new acquisitions are durable, have a long life, and are easy to maintain and upgrade.

O RECYCLE
Buy products that contain recycled materials or those that can be recycled.
Ultimately, the goal we pursue with the creation and dissemination of this guide is to promote the purchase and contracting of products and services that are more respectful of the environment while promoting good consumption practices. For this reason, Hotel Tui Blue Isla Cristina Palace will also prioritize the purchase of products or suppliers that possess eco-labels, thus promoting green purchasing:

A pioneering eco-labeling system in the world that uses the Blue Angel as a symbol, employed in the United Nations Environment Program (UNEP), with the term eco-label below and an explanation of why that product is ecological.

European Eco-Label: voluntarily identifies products that have a reduced environmental impact, officially certified by the European Union, Liechtenstein, and Iceland. For the granting of this label, the impacts on: the use of natural resources and energy; emissions to the atmosphere, water, and soil; waste disposal; noise and effects on ecosystems are taken into account.

AENOR Environmental Mark: managed by the Spanish Association for Standardization and Certification, it is a conformity mark with UNE standards for ecological criteria, designed to distinguish products that have a lower impact on the environment during their life cycle.

Environmental Quality Assurance Distinction: a mark created by the Department of the Environment of the Generalitat of Catalonia regulated to promote the design, production, marketing, use, and consumption of those products and services that favor the minimization of waste or the recovery and reuse of by-products and raw materials they contain, and also of those that entail resource savings, especially water and energy.

Nordic Swan: the ecological criteria are based on the product's life cycle, including criteria such as the consumption of natural resources and energy, emissions to air, water, and soil. This label is especially important in the paper industry in Nordic countries as in their paper pulp production processes, they follow the ecological criteria imposed by this certification system; this pulp can then be exported to other countries as raw material to produce various qualities of paper. The inclusion of this eco-label in the pulp ensures that strict environmental controls have been followed, and that the impact of the final product is ecologically tolerable.

Isla Cristina, April 1, 2025

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HUMAN RIGHTS POLICY

Summary / Objective

HUMAN RIGHTS DECLARATION OF TUI BLUE ISLA CRISTINA PALACE.

Objective:

Tui Blue I.C.P recognizes that the intrinsic dignity and equal and inalienable rights of all members of the human family are the foundations of freedom, justice, and peace. Consequently, our hotel respects and supports the protection of human rights enshrined in the Universal Declaration of Human Rights adopted by the United Nations General Assembly on December 10, 1948.

The management of Tui Blue I.C.P approved this guideline on January 27, 2016. It explains how the company interprets the two commitments of the United Nations Global Compact regarding human rights, namely, that businesses should "support and respect the protection of internationally proclaimed human rights" and "ensure that they are not complicit in human rights abuses." This guideline also explains the responsibilities and internal processes established to ensure that the company meets its commitments.

At Tui Blue I.C.P & SPA, human rights are an integral part of Corporate Citizenship (CC).

Civil and Political Rights

Within the sphere of influence of Tui Blue I.C.P, respect and support for civil and political rights are primarily manifested in its obligations toward the people it employs. Business obligations related to human resources, as all statements regarding human rights and business activities internationally accepted explicitly refer to working conditions and labor rights, are also addressed here:

1. Right to Equal Opportunity and Non-Discrimination
All policies of Tui Blue I.C.P & SPA., including but not limited to those related to recruitment, hiring, dismissal, pay, promotion, and training, are free of discrimination. Tui Blue I.C.P treats all its employees with equal respect and dignity. Our company supports the principle of equal opportunity and fair treatment and therefore strives to eliminate discrimination based on race, color, sex, religion, political opinion, nationality, origin or social status, belonging to an indigenous people, age, or disability (except in the case of adolescents, who may be given greater protection) or other characteristics of the individual that are not related to the person's ability to perform their job. Intimidation and degrading treatment will not be tolerated within our sphere of influence, nor will disciplinary measures be applied to any employee without a fair procedure.

2. Right to Personal Security
Tui Blue I.C.P does not participate in or benefit from crimes against humanity, genocide, torture, enforced disappearance, forced or compulsory labor, hostage-taking, or other violations of humanitarian law, nor from other crimes against human beings defined in international law. Our security measures comply with international human rights standards as well as the laws and standards of professional conduct in the areas where we operate, and are used solely for preventive or defensive purposes.

3. Employees' Rights
Tui Blue I.C.P does not use forced or compulsory labor. We hire our workers and pay them a fair wage that covers or exceeds basic needs, always complying with the collective agreement. Individuals working for Tui Blue I.C.P have the option to leave employment within the contracted legal terms, and the right to receive the relevant documentation regarding their employment relationship with Tui Blue I.C.P. Our employees have the right to join a union or employee association. Tui Blue I.C.P does not use child labor and respects children's rights to protection from economic exploitation. The company is committed to promoting and developing policies that guarantee the principles of equity and equality of opportunity for its employees and allow for adequate professional development in a quality and safe work environment. Additionally, it focuses on prioritizing the hiring of local staff to promote the development of the societies where the company is present and enrich the cultural diversity of our work teams.

4. Respect for National Sovereignty
Tui Blue I.C.P recognizes and respects the relevant norms and procedures of international law (including laws and regulations related to sanctions and embargoes approved by the United Nations), national laws, regulations, administrative practices, development objectives, social, economic, and cultural policies, and the authority of the places where the organization operates.

5. Intellectual Property Rights and Technology Transfer
Tui Blue I.C.P protects and applies intellectual property rights in a way that contributes to the promotion of technical innovations and the dissemination of technologies, for the benefit of both producers and users of technological knowledge and for social and economic well-being.

Other Corporate Citizenship guidelines of Tui Blue I.C.P regulate our conduct regarding bribery, consumer protection, and environmental protection.

Economic, Social, and Cultural Human Rights

Given its commercial nature, Tui Blue I.C.P cannot independently apply economic, social, and cultural rights. However, within the limits of our resources and possibilities, we contribute in many ways, through our business activities, to improving living conditions and other economic, social, and cultural rights. Tui Blue I.C.P contributes to economic well-being and the common good by assuming certain business responsibilities with varying levels of obligation:

• The core business activities of Tui Blue I.C.P are carried out in accordance with applicable labor, environmental, tax, and other laws and regulations (essential non-negotiable standards);
• The business activities are carried out following ambitious corporate citizenship standards; and
• Through special social responsibility activities.

1. Obligations Regarding Third Parties

Tui Blue I.C.P prefers subcontractors, joint ventures, business partnerships, suppliers, and other parties that observe these same principles.

Tui Blue I.C.P favors third parties that comply with the principles of the United Nations Global Compact. The governing bodies of Tui Blue I.C.P do not have a mandate to act as a vehicle for global diplomacy. Diplomatic suggestions may achieve better results than open criticism. However, we consider it useful to address human rights issues (for example, in training courses for managers, when negotiating contracts with third parties, or in private meetings with senior officials) in order to create a business environment conducive to the protection of human rights in society.

2. Dialogue with Stakeholders on Human Rights

Human rights issues, and all specifically business-related problems potentially related to them, are intrinsically complex. Aware that different stakeholders will offer different responses when asked what business activity standards must be met to satisfy human rights demands, our hotel considers that dialogue with stakeholders on human rights is at the same time an opportunity to understand the views of other parties and a possibility to contribute to the debate from our company’s perspective.

Isla Cristina, April 1, 2025
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HEALTH AND SAFETY POLICY

ISLA DEL PINAR RESORT, S.A., through the establishment of its preventive policy, assumes the commitment to implement and develop a system for the prevention of occupational risks that will be integrated into all its activities and decisions, both in technical processes and in the organization of work and the conditions in which it is developed, included at all hierarchical levels.

The prevention policy affects both the people working in the company and the workplaces and equipment used.

In this sense, ISLA DEL PINAR RESORT, S.A. undertakes the following commitments:

• Comply with applicable legislation on occupational risk prevention.
• Promote the continuous improvement of behaviors and levels of occupational risk prevention.
• Involve all staff in the responsibility for managing occupational risk prevention, including contractors and collaborators in the active commitment to improving the working conditions of their employees.
• Encourage the participation, information, training, and consultation of all personnel, including temporary and external workers who develop work in the Facilities, to maintain an adequate level of prevention in the company.

ISLA DEL PINAR RESORT, S.A. will implement measures that integrate the general duty of prevention, according to the following general principles:

• Avoid risks and evaluate those that cannot be avoided.
• Combat risks at their source.
• Adapt work to the person, particularly regarding the design of jobs, as well as the choice of equipment and working and production methods, with a view, in particular, to alleviating monotonous and repetitive work and reducing its effects on health.
• Take into account the evolution of technology.
• Replace the dangerous with the less dangerous or harmless.
• Plan prevention, seeking a coherent set that integrates technique, organization of work, working conditions, social relationships, and the influence of environmental factors at work.
• Adopt measures that prioritize collective protection over individual protection.
• Provide proper instructions to workers.

This Declaration will be widely disseminated to reach the entire organization.

The Management of ISLA DEL PINAR RESORT, S.A.

Isla Cristina, April 1, 2025
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GENDER EQUALITY POLICY

TUI BLUE ISLA CRISTINA PALACE makes the following declaration of principles regarding sexual harassment and gender-based harassment:

• Everyone has the right to carry out their work activities free from all sexual harassment and sexist harassment, with full respect for their privacy and their physical and moral integrity.
• The company RESORT ESPAÑA S.A. must contribute to preventing sexual harassment and sexist harassment behaviors as they constitute a psychosocial risk and as all staff of Tui Blue Isla Cristina Palace have the right to effective protection regarding safety and health at work, as well as the consequences in case such behaviors occur.
• The company develops this Protocol as a procedure for prevention and protection against sexual harassment and sexist harassment, which will safeguard the rights of the affected in the necessary context of prudence and confidentiality.
• Any person who considers themselves a victim of sexual harassment or sexist harassment has the right, without prejudice to the administrative and judicial actions that correspond to them, to file a complaint or report that will be resolved through the procedure provided in this Protocol, with the participation of the staff representation and the management team of the Company.

The procedure provided in this Protocol aims to establish a series of measures that apply both to prevent situations of sexual harassment and sexist harassment through training, information, and raising awareness among all members of the company's staff, as well as to process and, where appropriate, resolve the complaints and reports presented by the victims, with the necessary guarantees and taking into account community, constitutional, and internal standards regarding the right of workers to enjoy work environments free from gender-based violence.

Subjective scope of application:

a) Management staff of the hotel. b) Hotel staff. c) Clients. d) Any person who provides services in this company, regardless of the nature or legal character of their relationship with it. It will also apply to staff related to contracts or subcontracts.

All staff included in the scope of application of this Protocol must respect the dignity of individuals, avoiding committing acts constituting sexual harassment and sexist harassment. Any person who is part of the company may file a complaint or report related to sexual or sexist harassment according to the procedure provided in this Protocol.

ANNEX

Guiding definitions of concepts related to gender-based violence

1. Workplace Violence. The National Institute of Women, in the Study on measures taken by EU Member States to combat violence against women, published in 2002, defines workplace violence as: “Abusive behavior, exercised in the workplace by both hierarchical superiors and peers, that creates an intimidating, hostile, humiliating work environment for the victim and jeopardizes their job or conditions their professional career.”

2. Sexual Harassment. The most comprehensive and widely agreed definition of sexual harassment is as follows: “Sexual harassment constitutes any behavior of a sexual nature, developed in the context of the organization and direction of an employer or in relation to or as a consequence of a work relationship, whose active subject knows or should know is offensive to the victim, and whose position toward them determines a decision affecting the employment or working conditions of the victim or that, in any case, aims to create an offensive, hostile, intimidating, or humiliating work environment.”

Examples of sexual harassment include, among others, the following behaviors:

a) Suggestive and unpleasant remarks, jokes or comments about appearance or looks, and deliberate verbal abuses of a sexual content; b) Indecent or compromising invitations; c) Use of pornographic images or posters in workplaces and tools of work; d) Obscene gestures; e) Unnecessary physical contact, brushing against; f) Secretly observing people in private places, such as restrooms or changing rooms; g) Demands for sexual favors accompanied or not by explicit or implicit promises of preferential treatment or threats in case of refusal (sexual blackmail, quid pro quo, or exchange); h) Physical assaults.

3. Sexist Harassment. The most comprehensive and widely agreed definition of sexist harassment is as follows: “Sexist harassment (or gender-based harassment) constitutes any gestural, verbal, behavioral, or attitudinal conduct, carried out both by hierarchical superiors and by peers or subordinates, related to or caused by the sex or gender stereotypes of the victim, which, by its repetition or systematization, violates the dignity and physical or psychological integrity of a person, occurring in the context of the organization and direction of an employer, degrading the working conditions of the victim and jeopardizing their employment, especially when these actions are related to situations of maternity, paternity, or taking on other family care.”

Examples of sexist harassment include, among others, the following behaviors:

a) Public and repeated disqualifications about the person and their work; b) Continuous and derogatory remarks about physical appearance, ideology, or sexual orientation; c) Isolation and rejection or prohibition of communication with hierarchy or colleagues; d) Issuing contradictory orders that are therefore impossible to fulfill simultaneously; e) Issuing humiliating orders; f) Attitudes that involve extreme and continuous surveillance; g) Verbal, gestural, or physical violence.

In Isla Cristina; Huelva, May 01 st, 2025