We are the sum of cultures and talents

Iberdrola group has a number of policies in place worldwide that prevent discrimination and ensure respect by our workers for diversity, whether ethnic, cultural, sexual orientation or beliefs, as an element that enriches our lives. The company promotes effective equality between men and women in access to employment, training, promotion, remuneration and working conditions. In addition, it supports workers with different abilities and promotes their labour market integration.


The main differentiating factor of successful companies in the 21st century is talent. Today more than ever, people make companies. It is therefore vital for all companies to deal with diversity and workplace inclusion, an aspect that affects commitment and satisfaction and increases talent and leadership qualities. A diverse company attracts and retains the best talent possible, as well as innovating more, which makes it more productive and open to society.

Ignacio Galán, Iberdrola group chairman

Having a diverse team and a culture that encourages inclusion is essential for any group that aspires to face the challenges of a changing reality and benefit the community it serves. That is Iberdrola's vocation and its commitment

Iberdrola maintains a firm commitment to its human capital as its major asset and the key to its success, and is backing a social model that is firmly committed to professional excellence and quality of life. Our aim is to create a work environment in which everyone feels represented.

To do this, we have procedures to prevent any discrimination for reasons of race, colour, gender, language, religion, political opinions, national or social origins, social status, belonging to an indigenous people, disability, health, civil status, pregnancy, sexual orientation or any other personal situation unrelated to the requirements for doing the job.


As a result of our Equal Opportunities and Work-Like Balance Policy, Iberdrola now has a diverse, multicultural workforce that truly reflects the society in which we live. This policy, which applies to all the countries in which the group operates, is structured around four major themes:

 Quality employment and communication of the individual employee value proposition (iEVP), which includes competitive remuneration, a work environment based on equal opportunities, the business project and work/life balance.

 Respect for diversity: age, gender, ethnicity, culture, disability, ways of thinking and ranges of experience.

 Equal opportunities in access to employment, promotion and professional development, remuneration, training and performance evaluation.

 Promotion of gender equality: commitment to society, internal and external awareness, positive measures to correct inequalities, representation on decision-making bodies and levels, work/life balance, etc.

The company has also defined a Diversity Policy for the composition of the Board of Directors and the selection of its members, which ensures diversity of skills, knowledge, experience, backgrounds, nationalities, ages and genders on its Board.


We promote the creation of multicultural teams


Iberdrola's commitment to diversity and inclusion was crystallised in our first Diversity and Inclusion Report [PDF], which brought together the initiatives implemented to create a plural, fair and egalitarian environment, both inside the company and in relations with all our Stakeholders.



Regarding our employees, the group has a variety of initiatives to promote the various aspects of diversity and inclusion: gender diversity, generational diversity, functional diversity and cultural diversity in the workplace. The following are a few examples of our best practices:


  • Iberdrola Spain was the first IBEX 35 company to institute an unbroken working day in 2007, making it a benchmark for work/life balance and shared responsibility.
  • After the birth of a child, the company cuts the working day to five hours until the child is one year old, without cutting the fixed salary.
  • Leaves of absence are given for up to four years to care for family members.

 United Kingdom

  • Our subsidiary ScottishPower has designed a programme named Breaking Barriers, in collaboration with Enable Scotland and the Strathclyde Business School, which offers recognised qualifications and work experience to young people with learning difficulties.
  • The company sponsors the National Diversity Conference of Scotland, where representatives of the worlds of business, education and the third sector come together each year to share ideas and experiences relating to diversity and to encourage organisations to create a more inclusive and diverse environment.
  • ScottishPower collaborates with prestigious organisations such as the Business Disability Forum, Employers Network for Equality & Inclusion, Equate, Working Families, ENABLE, POWERful Women, Stonewall and Careers UK.
  • Our UK subsidiary has four main employee networks: SP Connected Women, In-Fuse LGBT+, Future Connections and SP Careers. It has also launched the first multiethnic network: VIBE.

 United States

  • Our subsidiary AVANGRID* collaborates with a variety of initiatives that support diversity, such as the work of Troops to Energy to promote the inclusion of veterans in the world of work and AVANVeterans, which seeks to improve relations with this group all over the company.
  • The company is a member of EEI (Edison Electric Institute) Diversity & Inclusion Commitment. The companies that belong to this institution have agreed to draw up a three-year diversity and inclusion plan that includes initiatives and metrics to improve the general results in this area.


  • Neoenergia**, our subsidiary in Brasil, organises a Women Electricians' School, in order to increase the number of women in the labour market in the electricity sector and promote gender equality through their empowerment. The aim is to give them special training through apprenticeship programmes with theoretical and practical classes lasting up to seven months and with a teaching load of 596 hours.


  • Iberdrola Mexico has developed a programme named Impulso STEM, with the Universidad Tecnológica de los Valles Centrales de Oaxaca (UTVCO), the Instituto de Energías Renovables of UNAM and STEM for kids. The aim is to promote the study of engineering among young people in Oaxaca, especially young women, so as bridge the wage gap that still exists in Mexico and attract more diverse talent to the company.
  • Our Mexican subsidiary took part in the forum Mexicanas 4.0, which focused on opening up opportunities for women in technology, science and engineering.



* Nota AVANGRID, Inc. is 81.50 % owned by Iberdrola S. A.

** Nota Iberdrola S. A. owns 50 % + 1 share of Neoenergia, S. A