Equality

Ensure transparent selection processes, encouraging greater participation of women in areas where women are under-represented.

Despite the fact that only 25% of university students studying Engineering and Architecture are women, female employment in our company exceeds 38%. 

In this sense, we will continue to assess candidates on the basis of merit and professional worth, eliminating any possible element of discrimination in the selection processes and thus encouraging, where possible, the recruitment of women in areas where they are less present. 

What will we do?
 
•    Continue driving the design and implementation of actions that have enabled us to increase the percentage of female representation in the company, with the goal of breaking the 40% barrier. 

•    Put in place a manual with recommendations to enhance and ensure compliance with the principle of equal treatment and opportunities in selection processes.

•    Network of alliances development that will enable further progress to be made in the integration of women survivors into the workplace at Ineco. 

To promote and disseminate the importance of the principle of equality and non-discrimination, fostering communication and awareness, both among all Ineco employees and society in general. 

What will we do?

•    To actively listen through the employee's mailbox space on equality, where proposals and concerns in this area can be made.

•    Carry out specific awareness-raising campaigns on March 8th (International Women's Day), March 23rd (National Day for the Work-Life Balance and co-responsibility in family responsibilities), and November 25th (The International Day for the Elimination of Violence Against Women).

•    Promote training and awareness-raising workshops in schools and institutes to promote equality within STEAM careers and thus contribute to reducing the existing gender gap in these disciplines. 

•    Create a style manual/decalogue on neutral and inclusive language.

Continue to promote a culture based on equal treatment and equal opportunities. 

Ineco is a company that is firmly committed to the training of its teams. In this respect, it is worth noting that more than 170,000 hours/year are devoted to this subject. Our aim is to maintain a balanced level of training between women and men in the organisation, as training is one of the basic pillars of professional and personal development. 

What will we do? 

•    Maintain and review training on equal opportunities for new hires, as well as for employees involved in selection processes, professional classification, hiring, promotion, and training. This ensures the proper handling of the content of the Equality Plan and the new Protocol for Action Against Sexual Harassment and Gender-Based Violence. 

•    Encourage women to access training courses that have traditionally been mainly taken by men, by reserving a quota for women in access to these courses.

•    Maintain online training, in those courses where it is possible, in order to favour the Work-Life Balance

•    Advance in the development of the "Mujeres IN" programme, a space for exchange and transfer of knowledge that aims to visualise and promote the role of women in our company.

Ineco is promoting the leadership of women in the company, having increased their representation in the company's leadership and management areas by more than 10 points, from less than 30% at the beginning of 2022 to 40% today. 

What will we do? 

•    Prior to external contracting, internal promotion processes should be set up to offer the promotion of women who are interested and meet the required profile, when there are vacancies in positions of greater responsibility or the opportunity to temporarily replace higher category positions in activities in which, despite being feminised activities, women occupy positions of lesser responsibility than men.

•    Annual monitoring by professional groups and job positions of promotions broken down by sex, indicating professional group, professional category, position of origin and destination, type of contract and working day, and assessing the reasons why women have not gained access to certain jobs, analysing the main existing barriers in order to minimise them.

Ineco offers 19 conciliatory measures aimed at improving and facilitating the lives of its professionals. These include: flexibility in the workplace (teleworking), flexible working hours and holiday entitlement, medical care and social services with first-degree family members. 

What will we do?

•    Creation and dissemination of a guide to answer frequently asked questions by workers in a situation of paternity or maternity.

•    Disseminate through internal channels the measures implemented at Ineco regarding the Work-life Balance that improve those legally envisaged (flexible working hours, flexibility in the workplace, splitting the annual leave period into days, etc.), as well as the leave established by the legislation in force at any given time. 

Talent has no gender, and consequently neither should wages. We will continue to focus on the ongoing evolution of the reduction of the company's overall pay gap. 

What will we do?

•    Guarantee the principle of equal pay in the policies implemented in terms of fixed remuneration, variable remuneration and allocation of social benefits, as well as measure compliance with them with quantitative indicators that confirm this neutrality.

•    Annually update the Company's remuneration audit in order to verify and ensure the absence of subjective elements that could jeopardise the principle of equality. 

Ineco is promoting the leadership of women in the company, having increased their representation in the company's leadership and management areas by more than 10 points, from less than 30% at the beginning of 2022 to 40% today. 

What will we do?

Identify jobs and organisational units where women are under-represented in order to take positive measures to promote women's access, respecting the requirements of the position in question. 

All Ineco employees are guaranteed the right to a working environment free of hostile or intimidating conduct and/or behaviour towards them, promoting dignity, physical and moral integrity in the working environment.

What will we do?

•    Implementation of a new protocol for action against sexual harassment and harassment based on sex or gender that facilitates the completion and processing of the complaint or report. This protocol makes it possible to develop a procedure for the prevention and resolution of conflicts in matters of sexual and/or gender-based harassment and other conduct against sexual freedom, guaranteeing the right to invoke it and safeguarding the rights of the staff concerned within a context of prudence and confidentiality, processing any complaints that may be lodged with due consideration, seriousness and speed.

•    Produce an annual report to analyse the measures applied in each of the cases reported, promoting the continuous improvement of the established procedures.

Disseminating, implementing, and reviewing the legally established rights for women victims of gender-based violence thus contributes significantly to their protection and job retention.

In addition, we will expand the existing network of alliances, promoting the integration of women survivors into Ineco's workforce. 

What will we do?

•    Provide the possibility for women survivors of gender-based violence to have access to flexible working hours, approving a specific protocol to support female workers who are victims of this scourge.

•    Within the framework of the company's Horizonte Programme, to promote and expand collaboration with associations, organisations, town councils, etc. to encourage the recruitment and integration of women survivors of gender-based violence.

•    Maintain updated corporate communication channels with information/documentation on support and counselling for survivors.

Moving towards comprehensive gender mainstreaming in occupational health policy

What will we do?

•    Conduct medical examinations in a gender-sensitive manner.

•    Ensure that gender-related variables are considered, both in data collection systems and in general research and study, in occupational risk prevention assessments (including psychosocial), with the aim of detecting and preventing possible situations in which work-related harm may appear to be gender-related.

Monitoring is an essential instrument to analyse the development of the Equality Plan. It allows to know how well it works and to make its contents more flexible in order to adapt it to the needs.

To this end, evaluation mechanisms are established that allow us to know the level of satisfaction achieved, as well as the impact it has had on the functioning of the company and its staff.

What will we do?

•    Creation of a Monitoring Committee responsible for ensuring compliance with the Equality Plan and the agreed corrective measures, as well as for carrying out periodic evaluations and the degree of compliance with each of the established indicators.

•    Creation of the figure of the Equality Officer, an employee appointed by the Company who will ensure compliance with the development of the Plan.