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.
All companies today need to reaffirm their unwavering commitment to gender diversity and equal opportunities. Even if challenges still lie ahead.
At MAPFRE, we are totally committed to this cause, and have therefore adhered to the UN Women’s Empowerment Principles, which are dedicated to promoting gender equality and the empowerment of women. This initiative forms part of our Diversity Strategy 2019–2021. “This is a new milestone in our firm commitment to equality, and reflects the spirit of MAPFRE as a diverse and inclusive company,” in the words of Antonio Huertas.
We also form part of the Bloomberg Gender-Equality Index (GEI), which recognizes companies around the world that stand out for their promotion of equality and their transparency in providing gender-related information. It is the most important gender index in the world, and has increased its value in recent years, going from 230 member companies in 2019 to 380 companies in 2021. This index is increasingly important to investors when assessing which companies to include in their portfolios.
In 2020, our workforce consisted of 44.9 percent men and 55.1 percent women. 46.3 percent of vacant job positions of responsibility were covered by women.
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.