WOMEN IN THE IBERDROLA GROUP

Acting for effective gender equality

#business #women #gender equality

Women represented 23% of Iberdrola's workforce1. Although the progress made so far is significant, our goal is to continue moving forward to become an international benchmark in equality, both inside and outside the company.

Two Iberdrola employees at the facilities of the Wikinger offshore wind farm.#RRSSTwo Iberdrola employees at the facilities of the Wikinger offshore wind farm.

Within the Iberdrola group we maintain a firm commitment to our human capital as our best asset and the key to our success, and we are firmly behind a social model committed to professional excellence and a good quality of life for our employees. For all these reasons, our corporate policy focuses on creating a favourable framework for labour relations based on equal opportunities, non-discrimination and respect for diversity.

IGNACIO GALÁN, IBERDROLA CHAIRMAN

Equal opportunities are a reality in our company. We should be talking about abilities, not gender

CORPORATE INITIATIVES PROMOTING EQUALITY2 Nota

Effective equality between men and women forms part of Iberdrola's core values, as stated in our Equal Opportunity and Reconciliation Policy. To implement this to its full extent, the company has launched different initiatives in all the countries in which it has a presence.

At the group level, Iberdrola is a member of the European Round Table, a community-wide initiative that brings together 50 presidents and CEOs of European multinational companies with the aim of designing and defending policies that create a strong, open and competitive European Union. Within this initiative, Iberdrola collaborates in the working group on Social Changes, which focuses on the issues related to the Union's most valuable resource, its people. One of its four action areas is to encourage the promotion of women to leadership positions.

Spain

  • The 7th Collective Agreement incorporates the Labour Relations Equality Plan (selection, training, promotion, remuneration, etc.).
  • Sponsorship of the event Commitment to Equality with the UCM.
  • Collaboration with the Diversity Charter.
  • Sponsorship of women's sport through Universo Mujer.
  • The Mujeres que Brillan Awards.

United Kingdom

  • Publication of the Gender Pay Gap, a report describing the wage gap. In addition, ScottishPower has set itself the target of exceeding 40% women in middle management and 30% women in senior management by 2022.
  • The Women Returner program has been launched in collaboration with Equate Scotland to offer comprehensive support to female employees with STEM qualifications who have been inactive for two or more years.
  • Membership of a new coalition on gender diversity to increase the number of women at senior and middle management levels in the UK energy industry.
  • ScottishPower is also a member of the Women's Engineering Society (WES), a professional network for women in technology and engineering that offers inspiration, support and development to future professionals in the field.
  • Organising an event in collaboration with two Scottish organisations to encourage girls to choose careers in science so as to attract young women to STEM courses at universities.
  • Member of POWERful Women (PfW), an organisation that promotes diversity in the energy sector.
  • Participation in the BITC's Opportunity Now campaign, National Women in Engineering Day, the Telegraph's Top 50 Women in Engineering Campaign and the Top 50 Women in Engineering 2018 event.

United States

  • Collaboration with local universities and organisations to promote diversity, including the WomENERGY program, which focuses on discovering and empowering the talent of Avangrid's3 women through an action plan to train the company's future leaders.

Brazil

  • Organising the Empodere-se conference on women's empowerment, which analysed the struggles and achievements of women today, and the Estrelas event to celebrate Women's Day, in which employees of Neoenergia4, in addition to taking part in the internal campaign, gave a talk on women's empowerment.
  • The Escola de Electricistas aims to attract women to the electricity market in order to improve the gender balance.

Mexico

  • Organisation of the Women with Energy event, in which 40 women leaders from Iberdrola Mexico participated. A work and personal competitiveness workshop was held by the Mexican Autonomous Technological Institute (ITAM) and women's football was sponsored.

Representation of women in Iberdrola.#RRSSRepresentation of women in Iberdrola.

The Iberdrola group's contribution to equal opportunities and non-discrimination in 2018 has recently been recognised internationally. It is the only Spanish energy company to be included on the 2019 Bloomberg Gender-Equality Index (GEI) and to obtain the Best in Class rating in a total of 30 sections, the main ones being:

  • Women on the Board of Directors.
  • Minimum paid period for maternity leave.
  • Assistance for care.
  • Flexible working hours.
  • Female recruitment strategy.
  • Gender diversity requirement for candidates for management positions.
  • Health education programmes for women.
  • Membership of gender equality organisations.

CORPORATE INITIATIVES FOR BALANCING PERSONAL AND WORK LIFE

Iberdrola has more than 70 measures to promote balance between work and personal life, such as the payment of 100% of the salary during maternity leave, paid leave of 15 days before childbirth, flexible reduction of working hours to five without wage reduction until the kid turns one and unpaid leave for up to four years, in which access to vocational training is allowed.

 

1 Data at the close of 2018.

2 Information extracted from the Sustainability Report 2018.

3 Avangrid,Inc. is 81,50% owned by Iberdrola, S.A.

4 Neoenergia, S.A. is 50% + 1 share indirectly owned by Iberdrola, S.A.
 

 Iberdrola and SDG 5: Gender equality