1. What does it mean for CIC energiGUNE to receive recognition such as the Arizmendiarrieta-Anitua Award from the perspective of people and organizational culture?

Receiving this award has a very special meaning for CIC energiGUNE because it recognizes an aspect that we consider essential in our project: the way we work and how we care for the people who make it possible. Beyond scientific results, this recognition highlights the value of our organizational culture, based on shared participation, commitment to people and their wellbeing, motivation, and talent development. It is an external endorsement confirming that it is possible to build an internationally excellent research center without losing sight of the human and social values that define us as an organization.

2. What distinctive elements of CIC energiGUNE’s people management model do you think have been key to receiving this award?

Our people management model is built on several fundamental pillars. On the one hand, trust and participation, fostering environments where people can contribute proactively and grow professionally. On the other hand, a clear commitment to diversity, equal opportunities, and flexibility, understanding that diverse and balanced teams are more innovative and resilient. In addition, we work continuously on talent development, offering opportunities for learning and professional growth aligned both with the center’s objectives and with individual aspirations.

3. The jury highlights values such as cooperation and a human-centered approach. How are these values reflected in the center’s day-to-day work?

These values are deeply embedded in our everyday way of working. They are reflected in multidisciplinary teams that collaborate across different areas, in the close relationship between researchers, technical staff, and support areas, and in accessible management based on listening. We are committed to creating an environment where people feel valued, heard, and supported, which fosters wellbeing as well as motivation, creativity, and innovation.

4. How can international scientific excellence be balanced with a people-centered management model?

From our experience, scientific excellence and a people-centered approach are not only compatible but mutually reinforcing. Attracting and motivating top-level research talent requires offering a stimulating, respectful, and inspiring working environment. This means combining high scientific standards with supportive policies, flexibility, training, recognition, and professional development. When people feel cared for and committed, their ability to generate impactful knowledge and excellent results multiplies.

5. What impact does this recognition have on the sense of belonging and motivation of the research and technical team?

This recognition adds to the “HR Excellence in Research” award granted to us by the European Commission in 2019 for the excellence of our research talent management policies, as well as the runner-up recognition obtained in the 2025 Mutualia Awards in the category of Diversity in the Company, for our innovative diversity and inclusion strategy. It confirms that we are moving in the right direction and has a very positive impact on the team, as it represents external validation of the collective effort made over the years. It strengthens the sense of belonging and pride in being part of CIC energiGUNE, recognizing that good work is measured not only through publications or projects, but also through the way we work and relate to one another. Moreover, it serves as motivation to continue moving forward with enthusiasm, commitment, and shared responsibility toward future challenges.

6. What lessons does this award leave for CIC energiGUNE as it continues to evolve as an organization in the coming years?

This award leaves us with very valuable lessons. First, it confirms that committing to an organizational model based on people, cooperation, and values generates strong and sustainable results. Second, it encourages us not to become complacent and to continue reflecting on how to improve our processes, leadership styles, and internal culture. It is an opportunity to keep evolving, learning from experience, and adapting to changes in the scientific and social environment with a long-term perspective.

7. After this recognition, where does CIC energiGUNE aim to continue progressing in terms of culture, people, and ways of working?

We aim to continue progressing toward an organization that is increasingly open, participatory, and diverse, where people feel they are protagonists of a shared project. As an immediate measure, we have created a working group that brings together representatives from across the center to design and implement a Psychological Wellbeing Plan. Our goal is to consolidate a culture based on trust, collaboration, wellbeing, and continuous learning, while strengthening our commitment to sustainability, equality, and social responsibility. All of this while reinforcing our vocation for scientific excellence and our role as an international reference in the field of energy storage.