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102
OURTEAM
As a result of the integration of Cuatro, in 2011 Mediaset
España carried out an employee rightsizing process in light
of its current size and needs and conducted an in-depth
analysis of the situation in order to minimise the impact of
staff cuts. As a result, on 1 February 2011 the Authorities
were informed and the time for consultation commenced
for two lay-off arrangements, submitted by Sogecuatro
and CINTV. The proceedings ended with the agreement
of the par ties and the lay-offs were authorised by the
Directorate General for Employment in the Autonomous
Region of Madrid and entailed the dismissal of 38
employees in Sogecuatro and 51 employees in CINTV.
The Mediaset Group strives to ensure that it has future
employees in reserve and carries out a very close follow-
up of both performance during trial periods and final
repor ts and has the maximum collaboration of company
management in this regard. The search for young high-
potential talent, strongly committed to the project,
continues to be a constant in the Group, beyond the one-
off employee restructurings that it has had to face.
% employees by type of contract
2009
2010
2011
INDEFINITE
99.0% 98.9% 98.5%
TEMPORARY
1.0% 1.06% 1.5%
Scope: Mediaset Group
Distribution of employees by age
Men
>60 56 a 60 51 a 55 46 a 50 41 a 45 36 a 40 31 a 35 25 a 30 <25
2
19
46
158
Scope: Mediaset Group. Annual averages.
Women
145
196
111
26
9
25
85
187
168
146
59
5
1
2
One of the main objectives is to sign agreements with
centres whose educational programmes best conform
to the Group’s professional reality. In 2011 there were
collaboration agreements with 93 training centres,
including secondary schools, master’s programmes and
universities in several autonomous regions. During that
period 20% of interns and students in job training were
hired to cover the specific needs detected. Of the 274
university and vocational training students who have
worked in the Group companies, 55 were hired through
Temporary Employment Companies.