Board Diversity Policy

Atlantica’s Board of Directors recognizes and embraces the benefits of having a diverse board, and sees diversity at board level as an important element to achieve the company’s long-term strategy.

The Board acknowledges that it is important to: (i) appoint board members with  different sets of skills, professional and industry backgrounds, geographical experience and expertise, gender and ethnicity, and (ii) make good use of complementary views, insights and opinions to assess problems from a broader point of view, making it more likely that the Board will take into account the best interests of all stakeholders.

This policy exclusively refers to the composition of the Board of Directors of Atlantica. A specific diversity and inclusion policy applies to Atlantica employees.

This policy is applicable to the selection of candidates to directors of the Company.

• Atlantica’s Board member candidates are expected to be respectable and qualified persons, and recognized for their expertise, competence, experience, availability and commitment to their duties. Particularly, they must be irreproachable professionals whose professionalism is aligned with the principles set forth in our Code of Conduct.

• The selection of candidates shall ensure that a diverse and balanced composition of the Board of Directors as a whole is achieved. The Board shall promote diversity in the composition and, for this purpose, in selecting candidates for director, shall assess candidates whose appointment favors the directors’ having different skills, knowledge, experience, origin, nationality, age and gender. The selection criteria shall also consider the nature and complexity of our businesses as well as the social and environmental issues of those areas where we are present.

At Atlantica, the Nominating and Corporate Governance Committee is responsible for reviewing and assessing the Board’s composition on behalf of the Board. This Committee shall, as stated in its Terms of Reference, regularly review the structure, size and composition (including the balance of skills, knowledge, experience and diversity) of the Board and make recommendations to the board with regard to any changes. To identify suitable board members, the committee may use the services of external advisers to facilitate or validate the search.

The Nominating and Corporate Governance Committee shall periodically monitor and evaluate the level of compliance and the effectiveness of the Diversity and Inclusion Policy at board level, including the percentage of female directors at any particular time, and make recommendations to the board with regard to any changes.