In LoGos Energía, we believe that in our society there is a need to start up positive action measures that help incorporate gender equality in the company.
To do so, in this energy company we have a four-year Gender Equality plan which also aims at guaranteeing work-life balance, equal opportunities and pay, make personal and family development possible, and favour the access to management positions.
INTERVENTION AREAS OF THE EQUALITY PLAN
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SELECTION AND RECRUITMENT PROCESS
Guarantee equal opportunities for women and men.
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PROFESSIONAL CLASSIFICATION
Carry out a job posts assessment based on equality criteria.
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TRAINING
Train the staff and the management staff about gender equality and specific issues to incorporate equality measures in the company.
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CAREER ADVANCEMENT
Favour the career advancement process that eases access to management positions in the company for women
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WORKING CONDITIONS
Identify the gender pay gap and set a plan to reduce it, as well as incorporate measures which favour equal pay.
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CO-RESPONSIBLE EXERCISE OF PERSONAL, FAMILY, AND WORK RIGHTS
Promote organisational measures and the ordering of work time so as to favour work-life balance.
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UNDER REPRESENTATION OF WOMEN
Guarantee the incorporation of women to management positions and the training of women to take up those positions.
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PAYMENTS
Guarantee the equal pay for women and men for job posts with the same value.
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PREVENTION AND INTERVENTION AGAINST HARASSMENT BASED ON SEX AND SEXUAL HARASSMENT
Raise awareness, prevent, and intervene against sexual harassment and harassment based on sex.
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NON-DISCRIMINATORY USE OF LANGUAGE, COMMUNICATION, AND ADVERTISING
Incorporate a non-sexist use of language and advertising in all communications, providing the staff an image that raises awareness of the break away from gender roles and gender stereotypes.
LoGOs Energía’s management committed, from its founding, to guaranteeing equality among our staff. This is why we created the Equality Commission, which consists of representatives from the staff and the management team.
It is, in a nutshell, a real and effective Equality Plan. In fact, in LoGos Energía we have the counseling of an external advisor specialised in the execution of diagnosis, plan implementation, and equality measures. In addition, we expect to do an annual report that will be presented to the Equality Commission in the first quarter of the following year about the measures taken, the results, the modifications included, and the future action forecast.
We believe that it is our responsibility to incorporate, to all spheres of life, measures to help prevent any discrimination based on sex and fight against gender stereotypes and roles.