Women at Iberdrola Group

Equal opportunities in action

Equal opportunities

At the Iberdrola Group we remain firmly committed to our people as our main asset and the key to our success, and we are dedicated to a social model committed to professional excellence and the quality of life of our staff. Consequently, our corporate policy is geared towards equal opportunities, non-discrimination, respect for equality and inclusion. 

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

In 2025, Iberdrola recruited 4,500 new staff, bringing its workforce to 45,400 professionals. The company continued to make progress on equal opportunities: women accounted for 31.1% of leadership roles, 43% of the Board of Directors and 50% of senior management. 

Our aim is to continue promoting female talent and to establish ourselves as an international benchmark for equal opportunities. 

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

Ignacio Galán, Iberdrola Chairman

Corporate initiatives promoting equality Nota

Our Sustainable Human Capital Management and Anti-Harassment Policy reinforces equal opportunities, non-discrimination, accessibility and shared responsibility, and promotes recruitment and professional development processes based on merit, ability and the absence of bias. 

This commitment is reflected, amongst other things, in the following areas of action:

  • Promoting a professional environment based on equal opportunities both within and outside Iberdrola.  

  • Fostering a diverse, inclusive and discrimination-free organisational culture.  

  • Encouraging participation in consultation and decision-making processes based on merit, ability and professional achievements.  

  • Promoting professional development with equal opportunities through processes based on objective criteria and free from bias.  

  • Strengthening the presence of women in positions of responsibility through environments and processes that encourage the full utilisation of talent.  

  • To encourage measures to support work-life balance, flexibility and shared responsibility that promote a balance between personal and professional life. 

In 2025 Iberdrola continued to make progress with measurable results:

  • Iberdrola holds EDGE Move certification, which recognises the company's progress in gender equality in the workplace. 
  • 43% of the Board of Directors are women, and there is gender parity among external directors (50% women and 50% men). 
  • 31.1% of women in leadership roles, compared with 28.9% in 2024. 
  • 1,423 people with disabilities in the workforce (3.1% of the total), reinforcing inclusion and accessibility. 
  • 3.6 million hours of training in 2025, averaging 79 hours per employee. 

What’s more, in 2025 the Group extended its Top Employers certification to all its geographical locations and plans to recruit 15,000 new staff between 2025 and 2028, which opens a further opportunity to continue promoting female talent, particularly in STEM and leadership roles.

At Group level, Iberdrola is a member of the European Round Table, a European initiative through which it collaborates on social change and the promotion of women in leadership positions. Furthermore, in 2019 it joined UN Women, and since that same year has been a signatory to the Women's Empowerment Principles (WEPs)External link, opens in new window. , thereby reinforcing its international commitment to gender equality.

In addition to its corporate framework, Iberdrola promotes specific initiatives in the various countries where it operates to foster female talent, equal opportunities and work-life balance.

  • Spain

    • Iberdrola España is a member of the #CEOPorLaDiversidad AllianceExternal link, opens in new window. , which brings together 91 CEOs from the country's leading companies around a shared vision of equal opportunities and inclusion. In 2025, the company also took part in the DEI Leadership and Reputation conference, organised as part of the Leadership and Diversity Chair in partnership with Carlos III University. 
    • Iberdrola España is the first and only company to have received AENOR's Certificate of Organisation Committed to STEM Talent, thereby reinforcing its commitment to promoting female talent in science, technology, engineering and mathematics.  
    • The company promotes initiatives to encourage STEM careers among girls and young women, such as TaleMto con M de mujer, the STEM Education Conferences, Technovation Girls and the Cybersecurity Bootcamp, and is part of alliances such as the STEAM Alliance for Female Talent, Niñas en Pie de Ciencia (Girls Standing Up for Science).  
    • It also fosters partnerships such as those with Womenalia and Aemener, which were established to help companies connect with talent and promote STEM careers among women.  
    • Similarly, Women's Week is held annually, featuring initiatives such as conferences, awareness-raising activities and volunteering. 
    • On 1 January 2025 Iberdrola España renewed its membership of the Diversity CharterExternal link, opens in new window. , reaffirming its commitment to the principles of equal opportunities and inclusion.  
    • The company actively participates in PWN Bilbao, an international network that promotes leadership with gender balance through initiatives such as executive breakfasts, mentoring programmes and forums for reflection. 
    • Iberdrola España also takes part in the Empowering Women's Talent programme run by Equipos&Talento, which focuses on developing female talent, equality and diversity through the exchange of experiences and best practice. 

    • Through the Reto 8M initiative and in collaboration with the Eurofirms Foundation, Iberdrola España promotes career guidance, training and empowerment initiatives for unemployed women with disabilities.  

    • Under the Protagonists of their Future programme, the company supports the social and labour market integration of women who are victims of gender-based violence and/or facing severe social exclusion. 

    • In 2025, Iberdrola España was recognised for the second consecutive year as a “Best Company for All Talent” for its talent management and integration.  

    • Iberdrola España also maintains a firm commitment to promoting women's sport through its sponsorship of women's federations and national teams. 

  • United Kingdom

    • Our subsidiary ScottishPower maintains the Returner ProgrammeExternal link, opens in new window. , a comprehensive support programme dedicated to experienced professionals seeking to re-enter the working world after a career break, especially women after maternity leave.  
    • Balanced lists of candidates, gender interviews and gender de-coding in all job descriptions.  
    • ScottishPower remains committed to Female Leadership Development. Strategies 4 Success is a leadership development initiative aimed at nurturing high-potential future leaders. The programme offers a supportive network and addresses both personal and professional development challenges relevant to female leaders. 
    • The growth of employee-led networks is a source of pride for the Company; a collaboration between the Connected Women’s network, Parents & Carers network (SPACE), Exec D&I Committee and People Function resulted in an increase of up to eight weeks of paid paternity leave alongside five days of paid caring leave, and up to 12 weeks of paid neonatal care leave, all offered as day-one entitlements for our employees.  
    • In 2023, ScottishPower announced a landmark partnership agreement with Scottish Women's Football (SWF) and the Scottish Women's Premier League (SWPL) to boost women's football at all ages and levels in Scotland over the next three years. 
    • In 2026 ScottishPower achieved the Menopause Friendly Accreditation awarded by Henpicked: Menopause in the Workplace to recognise organisations that demonstrate high standards and proven practices in supporting employees experiencing menopause. It is an industryrecognised accreditation and the only one of its kind with clear, robust standards that employers must meet.  

  • USA

    • At Avangrid, we promote initiatives and actions aimed at enhancing accessibility both within the organisation and in the communities we serve. This commitment is reflected in how we support our people and how we collaborate with our environment to contribute to a more accessible, welcoming culture for everyone. 
    • Through external and internal events like the Avangrid Community Engagement Showcase, Avangrid highlights the work of all its employees and Employee Resource Groups through a series of sessions designed to foster dialogue, strengthen relationships and engagement, and share insights based on lived experiences. 
    • Through the Avangrid Masterclass edition, we create learning experiences that help employees reflect on how work gets done and explore practical ways to improve communication, collaboration and overall effectiveness. This includes simple accessibility practices that reduce friction and support different ways of working, helping create an environment where people across roles, backgrounds and experiences can participate and contribute. 
    • Through the Avangrid Innovation Forum, we bring together all types of people and organisations from across industries, including employees, partners, universities, and startups. These sessions create space for collaboration, shared learning, and new ideas by inviting a broad range of perspectives, supporting participation and engagement from people with different experiences, roles, and backgrounds. 

  • Brazil

    • Through the Escola de EletricistasExternal link, opens in new window. , Neoenergia (pending updated link) is driving the recruitment of women into the electricity sector and promoting their access to a traditionally male-dominated profession. The initiative has already trained more than a thousand women, has been recognised as a global benchmark for diversity, equity and inclusion by the World Economic Forum, and serves as an example of best practice in line with the Women's Empowerment Principles (WEPs). 
    • Neoenergia was the first energy company in Brazil to officially join the #BrasilSemMisoginia campaign, launched by the Ministry of Women to tackle all forms of violence and discrimination against women. 
    • In 2025 the Neoenergia Institute held the fifth edition of the Inspirar Award, which for the first time focused exclusively on Black, cis and trans women who are transforming their regions through art and culture. This edition recognised 16 initiatives led by women and aligned with SDG 5 of the 2030 Agenda. 
    • On 1 January 2025 Neoenergia received recognition for the second consecutive year as one of the best companies to work for in Brazil according to Great Place to Work and Neoenergia Elektro also received regional recognition as the best company to work for in the interior of the state of São Paulo. 
    • Neoenergia is included in the IDIVERSA B3, B3's first diversity index focused on equal opportunities and equity in terms of gender and race in the Brazilian market. 
    • The UN Global Compact's Women Lead 2030 initiative recognised Neoenergia's CEO for the company's internal programme to protect, welcome and support female employees who are victims of domestic violence. 
    • Neoenergia also maintains its commitment to women's sport in Brazil through its support for women's sport, sponsoring eight individual athletes. 
    • Neoenergia runs a multidisciplinary support programme aimed at people facing domestic violence, which includes psychological, legal and financial support. The United Nations, through the Global Compact in Brazil, recognised the initiative as a best practice in inclusion, highlighting Neoenergia's commitment to the protection, care and wellbeing of the organisation's staff. 

Corporate initiatives for balancing personal and work life

In 2025 to 2026, work-life balance, shared responsibility and digital disconnection have formed part of Iberdrola's sustainable human capital management model. 

In 2025, 100% of the workforce was covered by family leave policies; 6.8% of employees took advantage of these leave entitlements, and the retention rate following their return was 92% for women and 95% for men. 

The corporate policy also promotes flexibility in working hours and location, maternity and care leave, accessibility and physical, mental and emotional wellbeing, with measures aimed at creating respectful, healthy and inclusive working environments. 

Among the initiatives already implemented in the various countries are the following examples: 

  • In Spain, the company rolled out the compressed working day across the board and offers options on non-school days alongside initiatives such as the Iberdrola Parents' School and summer camps for employees' children. 
  • In the UK, ScottishPower has redesigned its workspaces and offers flexibility to choose the most suitable place to work, either in or out of the office. 
  • In Brazil alert systems are in place after an eight-hour working day, flexible working hours are offered, and maternity leave has been extended to six months in certain companies.