Diversity and equality
Diversity and equality
Gender equality and equal opportunities
In order to achieve the maximum respect, promotion and drive of the principle of equality in our business management, we have implemented an equality management model consisting of the Equality Policy that expresses and formalises the commitment and strategic positioning of the Company to promote equal opportunity, respect for differences and non-discrimination in all activities related to people management, all these aspects being addressed from both the perspective of gender and that of diversity. We also have a comprehensive equality plan that includes the goals and specific actions derived from the policy and its respective general management procedure.
Other indicators of diversity:
|Share of women in STEM-related positions||Share of women in STEM-related positions in 2030|
|Share of women in management positions in revenue-generating functions||Share of women in management positions in revenue-generating functions (e.g. sales) as % of all such managers in 2030|
|Share of women in junior management positions||Share of women in junior management positions in 2030|
|Share of women in top management positions||Share of women in top management positions in 2023|
Inclusion of people with disabilities
The action plan associated with the model for managing disability in the workplace was launched in 2016, since then it has focused on actions that raise awareness and increase knowledge regarding disability among all employees, thus facilitating their inclusion in the organisation. Initiatives such as the ‘Plan Familia’ or ‘Proyecto Unidos’, support the integration of people with disabilities into the workplace.
In order to carry out the various actions included in the plan, ensure compliance with legal obligations in this area and work in favour of disability, Red Eléctrica has the collaboration of the Adecco Foundation, as well as the full engagement and involvement of the Company’s management team, and maintains important contracts for the procurement of goods and services with Special Employment Centres.
It should also be noted that the impetus given to inclusion by corporate volunteers has marked the beginning of a new line of support for diversity.
Our main actions regarding disability have revolved around the following:
- Creation of employment through the procurement of goods and services from special employment centres.
- Supporting diversity through corporate volunteering.
- Plan Familia: support programme for employees whose family members have some form of disability.
- Plan Aflora: support programme for employees who may qualify for the disability certificate.
- Employee awareness campaigns.
- Support for the ‘Jobs for All’ Programme of the Adecco Foundation.