Page 58 - Aqualia MRSC 2015

09 G4-10, G4-LA12

Equality and diversity

Staff diversity and equal opportunities are This endeavour is recognised by the Ministry
the basic principles of Aqualia's Human of Health, Social Affairs and Equality, which
Resource Policy which, through com- granted an extension to Aqualia, until
mitment from the whole company and 2016, of the Equality in the Workplace
support from senior management, enable accolade (DIE), first awarded in 2011.
this message to spread to and penetrate all
areas within the company. In 2015, the equality policy was illustrated
through a set of actions to back staff diver-
sity and, in particular, to promote gender
equality within the company.

Equality Plan From left to right, signing parties of the II Equality Plan Mayte Sola, María Ángeles Polo, Fernando
Antón, Gustavo Vargas, Carmen Rodríguez and Diana Junquera.
Aqualia and the two main national trade
unions (UGT and CCOO) have signed their II 2015 GENDER DISTRIBUTION BY PROFESSIONAL CATEGORY
Equality Plan until 2018. This plan includes
a range of specific measures regarding ac-
cess to work, promotion, training, salaries,
conciliation, prevention of harassment and
other informative actions, which intend
to raise awareness and incorporate equal
opportunities into the company's policies.

The negotiating table of this Equality Plan
was also set up, whereby the groundwork
was laid to reinforce measures to promote
equality in job opportunities, training
and promotion. These negotiations had
involvement from representatives from
the company, the Federation of Industry
and Agricultural Workers (FITAG – UGT),
the Federation of Citizen Services (com-
prehensive water cycle) and Trade Union
Confederation of Workers' Commissions
(CCOO – FSC – CIA).

By doing so, the company reaffirms its
commitment to fight against gender-based
inequality.

4,825

Support for female talent Male
Female

In line with its Equality Plan, Aqualia has 238 733 543 701
implemented measures with the aim of 46 408 270 Others
promoting and improving female access
to positions of responsibility by reducing
inequalities and imbalances that may be
present within the company.

Managers Technicians Clerical personnel
*Data for Spain.

58 HR