Social policies and Equality
At Grupo Alimentario Copese, it’s essential to be able to effectively introduce the principle of gender equality in all policies the group implements at different levels. That’s why, since 2016, the company has been immersed in a process which rolls out numerous measures with the aim of preventing and avoiding any kind of discrimination at work between men and women.
In the search for solutions as part of this process, the entity decided to design and implement its I Equality Plan in 2018. A customised tool depending on the needs detected and corporate possibilities, agreed on by all the company stakeholders and with a commitment to continuity.
GENERAL OBJECTIVES
Grupo Alimentario Copese establishes the following as essential objectives in its equality policy:
- Create the company’s I Equality Plan, where the strategy to guide company behaviour is established for the 2018-2022 period.
- Integrate the gender perspective in all parts of company culture.
- Encourage equality in all areas of the entity.
- Eliminate any kind of discrimination, direct or indirect, in access to employment, hiring, training, professional promotion or salaries.
- Enable the work-life balance of the people who make up the company staff, encouraging co-responsibility.
- Guarantee the health, work conditions and professional development of pregnant workers and mothers.
- Prevent and act effectively in cases of sexual harassment and harassment for reasons of gender.
- Ensure the use of an inclusive verbal and visual language.
COMMITMENT
See the management’s commitment on the subject of equal treatment and opportunities among men and women in the PDF
GOOD PRACTICES
Listed below are the measures taken by the company in favour of equal treatment and opportunities among men and women, as well as in other matters directly related to this, such as work-life balance and the prevention and eradication of harassment:
(*) In the measures described below, we have not included prior stages in which the entity was immersed in negotiations regarding whether or not they would be conducted; it should be noted that for the adaptation and coherence of these measures with the organisation, there must be a corporate commitment, mechanisms guaranteeing social participation, compilation and analysis of quantitative and qualitative data, and the drawing up of conclusion reports, etc. must be established.
| ACTION |
BENEFIT |
| 1. Modification and updating the contents of corporate reference documents made available to staff, including a gender perspective. |
- Encourage a corporate culture committed to values of equal treatment and opportunities between men and women. |
| 2. Separate internal database regarding staff by sex. |
- Identification and correction of unequal conditions.
- Detection of specific requirements.
- Implementation of priority measures when a condition of underrepresentation is met.
|
| 3. Design and establish protocols or guides for corporate processes which standardise them and make them objective. |
- Guarantee equal opportunities for men and women in access to employment, training, promotion, etc. |
| 4. Give training to the Equality Committee, on a continuous basis. |
- Ensure the active and sensitised participation of the people chosen and recommended for this, in the corporate implementation process for equality. |
| 5. Raise staff awareness by designing and distributing information (bulletins, guides, leaflets, etc.). |
- Staff awareness.
- Recognition of their rights.
- Establish tools and/or channels to resolve work conflicts.
|
| 6. Design action protocols covering occupational risks with a gender perspective. |
- Assist all the social groups that make up the staff, in response to their needs. |
| 7. Update and include the gender perspective in business communication. |
- Promote a corporate culture committed to values of equal treatment and opportunities among men and women both internally and externally. |
