PROCESS
The company began to adopt an approach involving "caring for the life of employees" as from the office move in 2010 and in response to the initiative of the task force on "Sustainability" (virtual green). The work relies on each employee’s sense of responsibility.
In view of the remoteness of the new premises and the scarcity of infrastructures in the surrounding area, there is a recognised need to adapt the workday to an uninterrupted timetable from 7.30 a.m. to 3.30 p.m. ("logistics working to the advantage of reconciliation")
The sustainability group began to address issues related to reconciliation and equal opportunities, and in-house management work began in 2012 with a view to drafting the First Equal Opportunities Plan for Women and Men, which was officially endorsed by EMAKUNDE in 2013.
Its impact and level of satisfaction are measured, and a more strategic Reconciliation Plan is to be developed as part of the Equal Opportunities Plan.
The company is looking at ways of incorporating the equal opportunities process into its general (integral) management model.