Communication on Progress

2015 Communication on Progress

Participant
Published
  • 02-Feb-2016
Time period
  • January 2015  –  December 2015
Files
Format
  • Stand alone document
Differentiation Level
  • This COP qualifies for the Global Compact Active level
Self-assessment
  • Includes a CEO statement of continued support for the UN Global Compact and its ten principles
  • Description of actions or relevant policies related to Human Rights
  • Description of actions or relevant policies related to Labour
  • Description of actions or relevant policies related to Environment
  • Description of actions or relevant policies related to Anti-Corruption
  • Includes a measurement of outcomes
Women's Empowerment
  • The COP describes policies and practices related to supporting women's empowerment and advancing gender equality in the community

  • Strategies to ensure that community investment projects and programmes (including economic, social and environmental) positively impact women and girls

  • Strategies to ensure that community investment projects and programmes (including economic, social and environmental) include the full participation of women and girls

  • Other established or emerging best practices

    Queremos que las ONG, asociaciones, fundaciones o empresas con las que colaboramos den un trato igualitario a quienes son objeto de su ayuda. Trabajamos con organizaciones que demuestran su implicación y sensibilidad por la lucha de la igualdad de género

  • Designing community stakeholder engagements that are free of gender discrimination/stereotyping and sensitive to gender issues

  • Gender impact assessments or consideration of gender-related impacts as part of its social and/or human rights impact assessments

  • Ensuring female beneficiaries of community programmes

  • Community initiatives specifically targeted at the empowerment of women and girls

  • No practice for this criterion has been reported

  • Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to address this area, including goals, timelines, metrics, and responsible staff

  • The COP contains or refers to sex-disaggregated data

  • Equal pay for work of equal value

  • Flexible work options

  • Access to child and dependent care

  • Recruitment and retention, including training and development, of female employees

  • Gender-based violence and harassment

  • Education and training opportunities for women workers

  • Creating and maintaining workplace awareness of gender equality and, inclusion and non-discrimination for all workers

  • Other established or emerging best practices

    En la empresa, hay igualdad en salario de hombres y mujeres para el mismo cargo. Comparamos el sueldo base con el salario mínimo estatal, desglosado por género. La formación, está desglosada por género. También la plantilla, en su totalidad y por centros

  • Achieving and maintaining gender equality in senior management and board positions

  • Achieving and maintaining gender equality in middle management positions

  • Support for pregnant women and those returning from maternity leave

  • Gender-specific health and safety issues

  • Mentoring and sponsorship opportunities for women workers

  • No practice for this criterion has been reported

  • Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to address this area, including goals, timelines, metrics, and responsible staff

  • The COP describes policies and practices related to supporting women's empowerment and advancing gender equality in the workplace

  • Achieving and maintaining gender equality in senior management and board positions

  • Achieving and maintaining gender equality in middle management positions

  • Equal pay for work of equal value

  • Flexible work options

  • Access to child and dependent care

  • Support for pregnant women and those returning from maternity leave

  • Recruitment and retention, including training and development, of female employees

  • Gender-based violence and harassment

  • Education and training opportunities for women workers

  • Creating and maintaining workplace awareness of gender equality and, inclusion and non-discrimination for all workers

  • Other established or emerging best practices

    En nuestro Código ético, la igualdad es uno de los ejes transversales. Rechazamos la desigualdad de género y hombres y mujeres tienen las mismas oportunidades laborales y formativas. Tenemos un protocolo de prevención del acoso laboral y acoso sexual.

  • Gender-specific health and safety issues

  • Mentoring and sponsorship opportunities for women workers

  • No practice for this criterion has been reported

  • Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to address this area, including goals, timelines, metrics, and responsible staff

  • The COP describes policies and practices related to supporting women's empowerment and advancing gender equality in the marketplace

  • Supplier diversity programme

  • Other established or emerging best practices

    Nuestro plan de igualdad se aplica también en la relación con las empresas que forman nuestra cadena de suministro. Ésta ha de basarse en los criterios de igualdad, antidiscriminación y prevención de acoso sexual.

  • Composition of supplier base by sex

  • Support for women business owners and women entrepreneurs

  • Supplier monitoring and engagement on women's empowerment and gender equality including promotion of the Women's Empowerment Principles to suppliers

  • Gender-sensitive marketing

  • Gender-sensitive product and service development

  • No practice for this criterion has been reported

  • Any relevant policies, procedures, and activities that the company plans to undertake by its next COP to address this area, including goals, timelines, metrics, and responsible staff