Lonxa de Álvaro | Corporate Social Responsibility
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Corporate Social Responsibility

EQUALITY PLAN

1 Scope of application

This plan is applicable to all our work centers, without prejudice to the concrete measures that could be established according to the specific characteristics of each one of the work centers. Likewise, it will be a reference framework for application subject to local regulations,

 

2 Acting axes

In coherence with the results of the diagnosis, the equality plan is structured in 7 action axes:

 

  1. Culture and communication
  2. Selection
  3. Training and Professional Development
  4. Retribution
  5. Reconciliation and co-responsibility
  6. Prevention of workplace harassment
  7. Support measures for women victims of gender violence

For each one of the axes of action are described:

  1. Objectives to reach
  2. Concrete actions to achieve the objectives set These objectives and actions are included in a timetable, which specifies the areas of responsibility and commitment dates with respect to the implementation period of each of the actions.

AXIS 1. CULTURE AND COMMUNICATION

Objective 1.1 Promote a culture of equality by ensuring the principle of equal treatment and opportunities between men and women

Actions:

1.1.1. Maintain the Equality Commission and prepare a regulation for its operation.

1.1.2. Define the indicators that the company will provide, with the periodicity agreed by the Equality Commission to measure equality progress.

1.1.3. The new staff will receive specific training on the principles of equality in the company, the equality plan and the protocol of prevention of harassment.

Objective1.2 Dissemination of the equality plan

Actions:

1.2.1. The Equality Commission will ensure compliance with the equality plan in all work centers of the company.

Specific training will be given to all persons who assume this function.

Objective 1.3 Raising awareness of equality

Actions:

1.3.1. All people in charge of the processes of people management (selection, remuneration, promotion and professional development), as well as union representation, will receive specific training in terms of equal treatment and opportunities between women and men. The planning will be agreed in the Equality Commission and it will be guaranteed that the first session is face-to-face.

1.3.2. The work procedures of the business units in which women are underrepresented will be reviewed, trying to detect if there is a barrier to women’s access to these positions, establishing the necessary improvements to eliminate these barriers

Objective 1.4 Periodically monitor the opinion of employees regarding equality

Actions:

1.4.1. Include questions related to equal opportunities and work-life balance in the possible work climate surveys that may be carried out in the future, addressed to the people who make up the workforce.

1.4.2. Establish an improvement plan based on the results that they present.

Objective 1.5 Strengthen the culture of equality, both internally and externally

Actions:

1.5.1. Carry out a specific communication plan addressed to the entire staff on the subject of equality and communicate annually (unless a lower periodicity is considered in some topic) the progress of the plan through the formal channels of communication available.

Objective 1.6 Ensure the incorporation of a gender perspective in the application of any obligation related to the prevention of occupational risks

Actions:

1.6.1 The risk assessment and the planning of the preventive activity will take into account the diversity and must consider the gender differences and the totality of health risks (safety, chemical, biological and physical agents, musculoskeletal and psychosocial risks) , so that prevention policies and practices respond to the working conditions of both men and women.

1.6.4. Ensure compliance with the LPRL (Article 26 of Law 31/1995 on the Prevention of Occupational Risks – adaptation of change of job position-)

1.6.5. Disseminate the legislative reforms produced by Law 3/2007 of March 22, for Effective Equality of Women and Men and RD 295/2009 of March 6, which develops it in terms of Social Security benefits

 

AXIS 2: SELECTION

Objective 2.1 Guarantee non-discriminatory selection and the incorporation of women in those areas, collectives and positions where their representation is lower, based on the company’s selection policy and process

Actions:

2.1.1. Establish agreements with training centers in the different localities where

Gamesa has work centers, to favor the entry of women and men with

technical training according to the positions that are required in the company.

2.1.2. Verify and maintain the company’s commitment to equality and non-discrimination in the documents that make up the selection process.

2.1.3. The announcements and selection criteria will not contain requirements that, without being relevant for the exercise of the work, prevent presenting or selecting people of a specific gender.

 

AXIS 3: TRAINING AND PROFESSIONAL DEVELOPMENT

Objective 3.1 Promote equal opportunities for women and men in professional development and promotion

Actions:

3.1.1. Maintain internal talent identification programs that provide a base of qualified women and men with the potential to promote positions of responsibility, ensuring that the percentage of women is at least equal to the percentage of women in the Gamesa staff.

Objective 3.2 Ensure that the reconciliation of personal and work life does not put a brake on professionals who wish to promote jobs of greater responsibility

Actions:

3.2.1 Encourage access to training for staff with leave of absence, reduction of working hours or any other situation related to the reconciliation of personal life.

Objective 3.3 To promote the promotion of professionals to all categories, functions and jobs in which they are underrepresented

Actions:

3.3.1. Train women workers to access jobs with a low female presence.

 

AXIS 4: REMUNERATION

Objective 4.1 Ensure the effective application of the principle of equal remuneration for work of equal value and, in particular, the non-existence of salary differences based on gender

Actions:

4.1.1 The Equality Commission will analyze the company’s remuneration policy from a gender perspective, in order to detect possible discriminatory elements, and in case they are detected correct.

4.1.3 Correct salary differences by gender that could be detected by other means.

4.1.4 Guarantee equal treatment in the application of the remuneration system to people who are using any measure of personal, family and professional conciliation.

 

AXIS 5: CONCILIATION AND CORRESPONSIBILITY

Objective 5.1 Promote a culture that facilitates the reconciliation of personal and working life and co-responsibility, ensuring that the exercise of these rights does not have negative consequences in the professional field, given its special impact on the female collective

Actions:

5.1.1. Sensitize and inform the staff about the importance of co-responsibility in family commitments. The equality of obligations for the care of dependent persons and the awareness of family responsibilities and balanced distribution of tasks.

 

AXIS 6: PREVENTION OF HARASSMENT

Objective 6.1 Ensure compliance with the harassment prevention protocol

Actions:

6.1.1. Review the protocol of harassment within 6 months of signing this agreement, which remains valid until the signing of the new protocol.

6.1.2 Carry out a specific communication plan aimed at all employees in relation to the harassment prevention protocol.

 

AXIS 7: SUPPORT MEASURES FOR EMPLOYEES VICTIMS OF GENDER VIOLENCE

The company guarantees that employed victims of gender violence will have the rights set out in the Workers’ Statute, following the entry into force of Organic Law 1/2004 on Comprehensive Protection Measures against Gender Violence of December 28, 2004:

In addition to what is legally established, the company will implement the following measures:

  1. a) To facilitate to the people of the staff that are victims of gender violence the labor continuity.
  2. c) Preference to occupy the vacancies that are generated outside the place of habitual residence without the need to follow the conventionally foreseen coverage procedure.

MONITORING AND EVALUATION

This plan will be in force from the day of its signature and until December 31, 2017. In the event that its validity is not agreed a new plan will be extended the content of it until the signing of a new agreement.

Throughout this period the monitoring of the implementation of the planned actions will be carried out and a detailed report of the progress of the plan will be prepared annually, which will be analyzed by the Equality Commission.