Page 98 - RSC Aqualia 2017

The company has been undertaking numerous actions in recent years to boost gender equality.
Aqualia professionals have expressed their appreciation of the training, mentoring, workshops
and informational campaigns to address domestic violence.
Women with
high potential
One of the objectives pursued
by the organisation entails
encouraging women to
assume posts of greater
responsibility. In this regard,
the 2017 edition of the
Executive Development
Program for Women with
High Potential once again
helped coach participants in
executive skills. Three Aqualia
employees successfully
completed this training held
at the School for Industrial
Organisation (EOI).
Second
Mentoring Plan
Aqualia concluded the second
edition of its Mentoring
programme and commenced
the third in 2017. The
programme was put in place to
foster female talent, increase
the presence, visibility and
participation of
women in the organisation and
Impersonal hiring
processes
The equality of opportunities
in the job market faces its first
stumbling block in recruitment
and hiring processes. For this
reason, Aqualia and the FCC
Group signed a General
Anonymous Curriculum
Vitae Project Design,
98
Additionally, an Aqualia
executive participated in the
Promociona Program run by
ESADE with support from
the Spanish Confederation
of Employer Organisations
(CEOE) and Ministry of Health,
Social Services and Equality.
This programme is conceived
to empower and improve the
potential of women to achieve
executive positions and create
shared leaderships. The three Aqualia employees in the programme
(from the left) Marta Rovira, Mª Ángeles Polo
and Ana Escribano, together with HR Director
Carmen Rodríguez.
thus simplify their career
development at the
organisation.
As a new addition to this third
edition, newly hired service
managers will receive active
integration. Participants in the Third Edition of the Mentoring
Programme.
Implementation and hiring processes for executives
Assessment Protocol for and managers and thus
staff selection. The protocol preclude possible gender
lays out a general framework biases when hiring or
for working with the State promoting staff.
Secretariat for Social Services
and Equality to promote the
implementation of impersonal
2017 REPORT