16 Nov Autor foods develops a plan to achieve effective gender equality

Closing the gender gap, removing barriers to equal opportunities and raising awareness on the importance of respecting a fundamental human right that is also key to building a peaceful, prosperous and sustainable world – these are the objectives we have set at Autor Foods to help achieve effective gender equality.

Consequently, we have drawn up our first equality plan to attest our commitment to equality between men and women and embed these values into the company and the company culture in a structured manner. As a result, we can encourage multidirectional communication focused on listening to and participation of all persons and raise awareness of equality issues among our employees. Furthermore, this plan will allow us to ensure the principle of transparency and fairness in work of equal value, as well as achieve numerous other benefits. As a partner of the UN Global Compact, we also strive to achieve the Sustainable Development Goals (SDGs).

EQUALITY ASSESSMENT

Several months ago, we carried out a thorough assessment of the company and its employees which has led us to draft our equality plan. More specifically, we assessed the following areas:

• Selection and recruitment process.
• Occupational classification.
• Career advancement.
• Working conditions, including a wage audit.
• Co-responsible exercise of the rights of personal, family and work life.

In order to examine those areas, we studied all available data. We also carried out an anonymous survey among all employees in order to gather their opinions and insights.

As attested by the external audit in charge of this assessment, the results have been highly favourable. In fact, it certified utmost compliance with equality legislation in virtually all areas under analysis. The outcome has been particularly favourable in six areas:

• Gender representation: more than half of the staff are women.
• Working conditions: in line with the contract and highly rated by the staff.
• Reconciliation: the employees recognise the arrangements offered by the company.
• Renumeration policy: there is no difference between male and female staff.
• Personal promotion: fair processes are in place.
• Occupational health and risk prevention: all employees received training.

FUTURE CHALLENGES REGARDING EQUALITY

The inquiry also revealed four areas that leave room for improvement. Specifically, the company should propose measures to implement gender transversality and equality policies, as well as devise initiatives in the client, supplier and partner relations with respect to the commitment to Equality.

Another area for improvement is to follow approved selection and recruitment process outlined in the job classification system of the Spanish Ministry of Equality, as well as to normalise the use of inclusive language.

The efforts undertaken over the next four years will target the abovementioned areas. This period coincides with the term of the Plan, the implementation and development of which will be overseen by the equality committee. It will first and foremost lead and promote gender equality activities at Autor Foods.

The equality committee will also be responsible for identifying any shortcomings on this matter and proposing initiatives and measures to overcome them. It will then be able to implement them by applying necessary material and human resources. The committee will also have the duty to provide guidance to all staff and, naturally, to monitor the plan in order to reinforce all initiatives undertaken in the matter of equality.