Diversity and equality

We consider it essential to promote a quality working environment based on ethical conduct, respect, diversity and equality. A commitment which is embodied in our corporate culture and integrated into the Company’s internal policies.

Gender equality and equal opportunities

In order to achieve the maximum respect, promotion and drive of the principle of equality in our business management, we have implemented an equality management model consisting of the Equality Policy that expresses and formalises the commitment and strategic positioning of the Company to promote equal opportunity, respect for differences and non-discrimination in all activities related to people management, all these aspects being addressed from both the perspective of gender and that of diversity. In 2022, the negotiation of the new equality plan was carried out, which includes actions to raise awareness, dissemination and dissemination regarding the harassment protocol.

Board of Directors

  • The Board of Directors is composed of 12 members, including the Chairwoman.
  • 50% are women.

Managerial positions

  • Percentage of women in managerial positions: 35.3%
  • By 2030, a goal has been set for 50% of managerial positions to be held by women.
  • See more: Women in workforce

Other indicators of diversity:

Share of women in STEM-related positions Share of women in STEM-related positions in 2030
20.1% 19%
Share of women in management positions in revenue-generating functions Share of women in management positions in revenue-generating functions (e.g. sales) as % of all such managers in 2030
33.3% 29%
Share of women in junior management positions Share of women in junior management positions in 2030
6.5% 50%
Share of women in top management positions Share of women in top management positions in 2023
1.8% 50%
Leader Ship
Percentage of women on company board Chairperson is a woman
50% Yes
Gender balance in board leadership Chief executive officer (CEO) is a woman
50% No
Woman chief financial officer (CFO) or equivalent Percentage of women executive officers
No 45.5%
Chief diversity officer (CDO)
Yes
Talent Pipeline
Percentage of women in total management Percentage of women in senior management
27.90% 29.60%
Percentage of women in middle management Percentage of women in non-managerial positions
27.80% 27.80%
Percentage of women in total workforce Percentage of women total promotions
27.90% 38.00%
Percentage of Women IT/Engineering Percentage of new hires are women
27.10% 34.60%
Percentage of women attrition Time-bound action plan with targets to increase the representation of women in leadership positions
7.20% Yes
Time-bound action plan with targets to increase the representation of women in the company
No
Pay
Adjusted mean gender pay gap Global mean (average) raw gender pay gap
NA 8,11%
Time-bound action plan to close its gender pay gap Executive compensation linked to gender diversity or diversity, equity and inclusion (DEI)
Until 2025 Yes
Inclusive culture
Number of weeks of fully paid primary parental leave offered Number of weeks of fully paid secondary parental leave offered
16 weeks 16 weeks
Parental leave retention rate Back-up family care services or subsidies through the company
97% No
Flexible working policy Employee resource groups for women
Yes, flextime and work from home policy Yes
Unconscious bias training Annual anti-sexual harassment training
Yes No
Download the Redeia´s gender equality KPIs in PDF format

Since the late 90s we have been carrying out actions and participating in projects for the integration of equal opportunity as well as of the work-life balance.

  • 1997-1998. Participation in the Óptima programme of the Women’s Institute. Recognition by the Women’s Institute as Collaborating Entity on Equal Opportunities between men and women.
  • 1999. Inclusion of the principle of equal opportunity in the Collective Bargaining Agreement, as well as in the successive Agreements.
  • 2004. Intercentres Committee agreement regarding gender violence. Award for Equality and the Work-life Balance granted by the Local Government of Alcobendas (Madrid).
  • 2005. Creation of the Work-life Balance Roundtable and the Work-life Balance Interlocutors.
  • 2007. Action Guide for the prevention of moral, sexual and gender harassment.
  • 2008. 9th Collective Bargaining Agreement, creation of the Parity Committee on Equality for the design and execution of the Equality Plan. Commissioning of the ‘Red Concilia’ project.
  • 2009. Obtaining of the ‘EFR Certificate’. Approval of the Work-life Balance and Equality Plan.
  • 2010. Drafting of a Work-life Balance Guide for the workforce and the management team. Attainment of the ‘Equality in the Company’ Seal from the Ministry of Health, Social Services and Equality (MSSSI).
  • 2012. ‘Alares’ National Award for the Work-Life Balance and for Social Responsibility. Signing of the MSSSI Agreement on raising awareness regarding gender violence matters.
  • 2013. Signing of the ‘Diversity Charter’.
  • 2014. Renewal of the 'Equality in the Workplace' seal granted by the Ministry of Health, Social Services and Equality.
  • 2015. Set up the Women´s Leadership Observatory with the aim of proposing actions to increase the presence of women in management.
  • 2016. Internal campaigns to raise awareness and collaboration in various forums and working groups on subjects such as the Gender Tension Gap Study.
  • 2017. Red Eléctrica de España renewed the Corporate Equality (DIE) Seal granted by the Ministry of Health, Social Services and Equality.
  • 2018. Red Eléctrica promoted the participation of girls and women in STEM education and careers throughout two initiatives: collaboration in the internship programme 'Ahora tú' organized by SEPI and the signing of an agreement with the Real Academy of Engineers.

Inclusion of people with disabilities

The action plan associated with the model for managing disability in the workplace was launched in 2016, since then it has focused on actions that raise awareness and increase knowledge regarding disability among all employees, thus facilitating their inclusion in the organisation. Initiatives such as the ‘Plan Familia’ or ‘Proyecto Unidos’, support the integration of people with disabilities into the workplace.

In order to carry out the various actions included in the plan, ensure compliance with legal obligations in this area and work in favour of disability, Red Eléctrica has the collaboration of the Adecco Foundation, as well as the full engagement and involvement of the Company’s management team, and maintains important contracts for the procurement of goods and services with Special Employment Centres.

It should also be noted that the impetus given to inclusion by corporate volunteers has marked the beginning of a new line of support for diversity.

Our main actions regarding disability have revolved around the following:

  • Creation of employment through the procurement of goods and services from special employment centres.
  • Supporting diversity through corporate volunteering.
  • Plan Familia: support programme for employees whose family members have some form of disability.
  • Plan Aflora: support programme for employees who may qualify for the disability certificate.
  • Employee awareness campaigns.
  • Support for the ‘Jobs for All’ Programme of the Adecco Foundation.

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