We consider it necessary to give visibility to gender gaps and to be benchmarks in the implementation of best practices that help avoid and mitigate them. Closing these gaps and achieving equal opportunities has always been one of our priorities.
Our third Equality Plan, the Women’s Leadership Network and the Closingap project are good examples, which are allowing us to advance in effective gender equality at all levels of the organization.
We believe that it is critical to continue developing policies aimed at improving work-life balance, such as streamlining and flexing working hours and promoting measures aimed at fostering co-responsibility among couples and avoiding discriminatory behaviors both in setting salaries and promotion processes. We also consider that it is imperative to bring an end to glass ceilings, boost female leadership and the presence of women in managerial positions.
At MAPFRE, we believe that it is essential that girls can look up to women leaders in all areas, and are encouraged to fight to attain job positions of greater responsibility.
Gender diversity and equal opportunities is a path that companies must follow with a firm step. There are still challenges ahead.
In 2019, our workforce consisted of 45.1% men and 54.9% women. Women hold 40.1% of positions of responsibility and 30% of senior management positions. In addition, they covered 48.3% of the vacancies for positions of responsibility that arose in 2019.
Regarding gender diversity, we propose:
- Being a benchmark employer for women.
- Consolidating a work environment in which all the female talent available in the organization is used.
- Reducing gender gaps.
- Increasing the number of women in management positions.