Corporate Social Responsibility


1 Scope of application
This plan is applicable to all our work centers, without prejudice to the specific measures that may be established taking into account the specific characteristics of each of the work centers. Likewise, it will be a reference framework of application subject to local regulations,

2 Lines of action
Consistent with the results of the diagnosis, the equality plan is structured around 7 lines of action:

  1. Culture and communication
  2. Selection
  3. Training and professional development
  4. Retribution
  5. Conciliation and co-responsibility
  6. Prevention of workplace harassment
  7. Support measures for women victims of gender violence

For each of the lines of action, the following are described:

  1. Objectives to be achieved
  2. Specific actions to achieve the objectives set These objectives and actions are included in a schedule, which specifies the areas of responsibility and the commitment dates regarding the implementation period of each of the actions.

Objective 1.1 Foster a culture of equality ensuring the principle of equal treatment and opportunities between men and women


1.1.1. Maintain the Equality Commission and draw up its operating regulations.

1.1.2. Define the indicators that the company will provide, with the periodicity agreed upon by the Equality Commission to measure progress on equality.

1.1.3. New staff will receive specific training on the principles of equality in the company, the equality plan and the harassment prevention protocol.

Objective 1.2 Dissemination of the equality plan

1.2.1. The Equality Commission will ensure compliance with the equality plan in all the company’s work centers.

Specific training will be given to all the people who assume this role.

Objective 1.3 Awareness of equality

1.3.1. All the people in charge of the people management processes (selection, compensation, promotion and professional development), as well as the union representation, will receive specific training on equal treatment and opportunities between women and men. The planning will be agreed in the Equality Commission and it will be guaranteed that the first session is in person.

1.3.2. The work procedures of the business units in which women are under-represented will be reviewed, trying to detect if there is a barrier to women’s access to these positions, establishing the necessary improvements to eliminate these barriers.

Objective 1.4 To periodically monitor the opinion of employees on equality matters

1.4.1. Include questions related to equal opportunities and work-life balance in possible work environment surveys that could be carried out in the future, aimed at the people who make up the workforce.

1.4.2. Establish an improvement plan based on the results they present.

Objective 1.5 Reinforce the culture of equality, both internally and externally

1.5.1. Carry out a specific communication plan aimed at the entire staff on the subject of equality and communicate annually (unless a lower periodicity is considered in some subject) the progress of the plan through the formal communication channels available.

Objective 1.6 Ensure the incorporation of the gender perspective in the application of any obligation related to the prevention of occupational risks

1.6.1 Risk assessment and preventive activity planning will take into account diversity and must consider gender differences and all health risks (safety, chemical, biological and physical agents, musculoskeletal and psychosocial risks) , so that prevention policies and practices respond to all the working conditions of men and women.

1.6.4. Ensure compliance with the LPRL (article 26 of Law 31/1995 on the Prevention of Occupational Risks -adaptation of job changes-)

1.6.5. Disseminate the legislative reforms produced by Law 3/2007 of March 22, for the Effective Equality of Women and Men and RD 295/2009 of March 6 that develops it in terms of Social Security benefits

Objective 2.1 Guarantee non-discriminatory selection and the incorporation of women in those areas, groups and positions where their representation is less, based on the company’s selection policy and process

2.1.1. Establish agreements with training centers in the different localities where

Gamesa has work centers to encourage the entry of women and men with

technical training according to the positions required in the company.

2.1.2. Verify and maintain the company’s commitment to equality and non-discrimination in the documents that make up the selection process.

2.1.3. The advertisements and selection criteria will not contain requirements, which without being relevant to the exercise of the job, prevent the presentation or selection of people of a specific gender.

Objective 3.1 Promote equal opportunities for women and men in professional development and promotion

3.1.1. Maintain internal talent identification programs that provide a base of qualified women and men with the potential to promote to positions of responsibility, ensuring that the percentage of women is at least equal to the percentage of women in Gamesa’s workforce.

Objective 3.2 To guarantee that the reconciliation of personal and work life does not represent a brake for professionals who wish to promote to jobs of greater responsibility

3.2.1 Encourage access to training for staff with leave of absence, reduced working hours or any other situation related to the reconciliation of personal life.

Objective 3.3 Favor the promotion of professionals to all categories, functions and jobs in which they are underrepresented

3.3.1. Train female workers to access jobs with little female presence.

Objective 4.1 Guarantee the effective application of the principle of equal remuneration for work of equal value and, specifically, the non-existence of salary differences based on gender

4.1.1 The Equality Commission will analyze the company’s remuneration policy from a gender perspective, in order to detect possible discriminatory elements, and if they are detected, correct them.

4.1.3 Correct salary differences by gender that could be detected in other ways.

4.1.4 Guarantee equal treatment in the application of the remuneration system to people who are using any measure of personal, family and professional conciliation.

Objective 5.1 Promote a culture that facilitates the reconciliation of personal and work life and co-responsibility, ensuring that the exercise of these rights does not have negative consequences in the professional sphere, given its special impact on the female group

5.1.1. Raise awareness and inform staff about the importance of co-responsibility in family commitments. The equality of obligations for the care of dependents and theraising awareness of family responsibilities and balanced distribution of tasks.

Objective 6.1 Ensure compliance with the bullying prevention protocol

6.1.1. Review the harassment protocol within 6 months from the signing of this agreement, it remains in effect until the new protocol is signed.

6.1.2 Carry out a specific communication plan for all employees in relation to the harassment prevention protocol.

The company guarantees that female employees who are victims of gender violence will have the rights set forth in the Workers’ Statute, as a result of the entry into force of Organic Law 1/2004 on Comprehensive Protection Measures against Gender Violence of December 28, 2004:

In addition to what is legally established, the company will implement the following measures:

  1. a) Facilitate job continuity for staff who are victims of gender violence.
  2. c) Preference to fill vacancies that are generated outside the usual place of residence without having to follow the conventionally planned coverage procedure.

This plan will be in force from the day it is signed and until December 31, 2017. In the event that a new plan is not agreed upon at the end of its term, its content will be extended until a new agreement is signed.

Throughout this period, the implementation of the planned actions will be monitored and a detailed report on the progress of the plan will be drawn up annually, which will be analyzed within the Equality Commission.