International Women's Day: women in management
AUSSA stands out for its commitment to equality in the workplace, evidenced by its II Equality Plan and a Management Committee with 60% female participation. In an interview with three of the company's female directors, it is highlighted that selection for management positions is based on skills, regardless of gender. AUSSA addresses the pay gap in a positive way and promotes equality through flexibility, work-life balance and co-responsibility education. The Equality Plan not only improves talent attraction, but also has a positive impact on business results. Since its creation, AUSSA has maintained a commitment to equality, being a pioneer even before the legal obligation of Equality Plans. The company and its female leaders serve as a reference and motivation for future generations, promoting a message of independence and self-improvement without limits.
Our commitment to equality in the workplace is firm. The II Equality Plan for the next 4 years is currently in force and our Management Committee is made up of 60% women, well above the national average of 37% (EIGE, 2023).
On the occasion of International Women's Day, we are privileged to present an interview with three women who are part of AUSSA's Management Committee: Macarena Toribio, HR and Legal Director; Ruth Fernández, Operations Director; and Alcor Pineda, Financial Director.
Macarena, Ruth and Alcor tell us in this interview about the work done internally to build a more inclusive and equitable work environment in our company.
STEERING COMMITTEE
Today, only 37.3% of Ibex-35 companies have women in senior positions. However, how has AUSSA managed to comfortably surpass the national average with 60% of women on the Management Committee?
- Naturally, because gender has not been taken into account in the recruitment of people to management positions.
What characteristics should a person have in order to reach management positions?
Leadership capacity, empathy, result orientation.
Are the requirements for men different from the requirements for women to reach management positions?
No, they are the same, but they are neither male nor female requirements, they are not specific to either sex. It is possible to manage with different skills regardless of gender.
What obstacles do women have to fight against to reach management positions?
In AUSSA against none, outside AUSSA against old prejudices or stereotypes.
So, do men and women manage differently?
No, different people manage differently, not on the basis of gender.
How can you attract more women into management positions?
Promoting flexibility and conciliatory measures and encouraging co-responsibility education in society.
WAGE GAP
The Wage Gap according to the National Institute of Statistics is 18.36% (Annual Wage Structure Survey, 2021). However, at AUSSA it is -5.42%. How does the organization manage to "turn the tables"?
There is no wage inequality at AUSSA, but by having a higher number of women in managerial and technical positions and not having a high majority of middle management men, the wage gap is positive for women.
AUSSA EQUALITY PLAN
In 2023 AUSSA publishes the II Equality Plan that will be in force until 2027. Only 28% of companies in Spain have registered an Equality Plan (REGCON, 2023).
From a talent management point of view, how does AUSSA ensure real equality in the workforce?
Not taking gender into account for selection and promotion.
What are the most effective measures to ensure equality in the workplace?
With flexibility measures, conciliation and education in co-responsibility.
Is there an impact on the business caused by the Equality Plan?
Yes, since in attracting talent we count on 100% of the company, without differentiating by gender. The more talent, the better the business figures.
AUSSA was founded in 1998 and in 2018 the I Equality Plan was born, did the company have a commitment to labor equality since its beginnings or is it something that has been acquired over time?
Yes, already in 2007 we obtained the OPTIMA distinction in equality in the company and in 2018 the I Equality Plan was signed without there being any obligation for AUSSA.
A MORE EQUITABLE SOCIETY
They do not know it, but their work works as a reference, as a step forward towards where the cause of gender equality should walk. International Women's Day is inspired by strong women like them. Their work and their determination make many others not give up in their struggle for their professional ambitions. But what about them? Have they grown up with women in management?
Mothers who have managed their homes and their professional development with greater social difficulties than we have had.
That they have no limits and that they pursue their aspirations and prepare themselves to be good professionals in any sector. To be independent and not to imitate anyone.
