GRUNDTVIG COFE 2010-1-ES1-GRU06-20750

Conciliation for Equality in the XXI century

Example: Good practice 1

COMPANY DATA Name of the company: Number of employees in: Ratio of female workers in the leadership Less than 25% from 25 to 50% from 50 to 75% More than 75% Percentage of workers on fixed-term contracts Less than 10% from 10 to 20% More than 20% Ownership Private Public Partner: Sector: Telecommunications Production or distribution of energy or Distribution and Logistics water Accommodation and catering Chemicals, petroleum, gas, cork and Transportation plastics Publicity and media Metal Assessment Electronics industry Other services for businesses Software industry Banking, financing, and insurances Automotive industry Health Food, beverages, tobacco Central and local administration Textile, shoes, clothing, leather Education Wood, paper and graphic art Leisure Construction Others: ............................................ NAME OF GOOD PRACTICE: Internal training in equal opportunities in hours of work TYPE OF MESURE: Flexibility Policies regarding services or Leaves how to facilitate life-work balance beyond workplace Flexibility regarding work area Personal support and advice Social or non-legal counseling, DESCRIPTION: Informal training sessions, designed to transversally incorporate the perspective of equal opportunities between women and men in all areas of the company. Within these sessions the following activities are developed: 1. 2. 3. 4. 5. 6. Presentation and information on the Equality Law. Communication on the company's strategy on equality. Presentation, analysis and reflection on the equality plan of the company. Delivery of documentation. Suggestion Board on Equality. (...)

BENEFICIARIES All employees of the company. IMPLEMENTATION PROCESS

GRUNDTVIG COFE 2010-1-ES1-GRU06-20750

Conciliation for Equality in the XXI century

The strong commitment of the company in terms of equality has taken to implement measures to raise awareness as something casual and within daily work's development. The measure has been gradually implemented starting with the first equality company plan's communication. BENEFITS FOR THE ORGANIZATION: Reduced absenteeism Improved health (less sick) Increased productivity and competitiveness Improved company image Increased customer loyalty Cost reduction and substitution return Other Increased awareness, etc..

GRUNDTVIG COFE 2010-1-ES1-GRU06-20750

Conciliation for Equality in the XXI century

Example: Good practice 2

COMPANY DATA Name of the company: Number of employees in: Ratio of female workers in the leadership Less than 25% from 25 to 50% from 50 to 75% More than 75% Percentage of workers on fixed-term contracts Less than 10% from 10 to 20% More than 20% Ownership Private Public Partner: Sector: Telecommunications Production or distribution of energy or Distribution and Logistics water Accommodation and catering Chemicals, petroleum, gas, cork and Transportation plastics Publicity and media Metal Assessment Electronics industry Other services for businesses Software industry Banking, financing, and insurances Automotive industry Health Food, beverages, tobacco Central and local administration Textile, shoes, clothing, leather Education Wood, paper and graphic art Leisure Construction Others: ............................................ NAME OF GOOD PRACTICE: Extension of maternity leave: 15 days in addition to the required by law TYPE OF MESURE: Flexibility Policies regarding services or Leaves how to facilitate life-work balance beyond workplace Flexibility regarding work area Personal support and advice Social or non-legal counseling, DESCRIPTION: The company provides 15 additional days at 16 weeks of paid leave for maternity required by law. BENEFICIARIES All women employed by the Company. (The 74.84% of total employees) IMPLEMENTATION PROCESS The high percentage of female staff with whom the Company has (a 74.84%), together with the Conciliation active policies developed by the company, raises this initiative, which enjoys a high degree of acceptance in the template. The 15 days of leave additional maternity thus become one of the cornerstones Social Benefits program of the Company and are, along with working hours, one of the strengths of the policy of Reconciliation of Professional and Personal Life, by promoting incorporation of women into the workforce and the possibility of being a mother without ceasing to exercise their career.

GRUNDTVIG COFE 2010-1-ES1-GRU06-20750

Conciliation for Equality in the XXI century

Additional measures implemented under this theme are: - Plug for the birth of children - Family support for children monthly up to 18 years - Help care for children under 3 years All women at maternity leave benefit from directly from this paid leave. The rate of women with children in the workforce is very high due to the possibility of taking this permit and all other family-oriented policies that are implemented within the program Social Benefits and Conciliation of the Company. BENEFITS FOR THE ORGANIZATION: Reduced absenteeism Improved health (less sick) Increased productivity and competitiveness Improved company image Increased customer loyalty Replacement cost reduction and return

GRUNDTVIG COFE 2010-1-ES1-GRU06-20750

Conciliation for Equality in the XXI century

Example: Good practice 3

COMPANY DATA Name of the company: Number of employees in: Ratio of female workers in the leadership Less than 25% from 25 to 50% from 50 to 75% More than 75% Percentage of workers on fixed-term contracts Less than 10% from 10 to 20% More than 20% Ownership Private Public Partner: Sector: Telecommunications Production or distribution of energy or Distribution and Logistics water Accommodation and catering Chemicals, petroleum, gas, cork and Transportation plastics Publicity and media Metal Assessment Electronics industry Other services for businesses Software industry Banking, financing, and insurances Automotive industry Health Food, beverages, tobacco Central and local administration Textile, shoes, clothing, leather Education Wood, paper and graphic art Leisure Construction Others: ............................................ NAME OF GOOD PRACTICE: Flexible working arrangements TYPE OF MESURE: Flexibility Policies regarding services or Leaves how to facilitate life-work balance beyond workplace Flexibility regarding work area Personal support and advice Social or non-legal counseling, DESCRIPTION: Internal procedure governing how to apply for flexible working hours beyond the flexible schedule input and output. The type of adjustment is fully customized (with some of the telework days, or part of the day, for example). The process requires the analysis by the researcher and manager of the impact that flexibility has requested the results, the team or clients, and identifying measures contingency chords. BENEFICIARIES All employees of the company. IMPLEMENTATION PROCESS - Development of procedure and the principles that guide. - Approval from the direction - Publication on the intranet of the company - Management of applications from employees and their manager, with the

GRUNDTVIG COFE 2010-1-ES1-GRU06-20750

Conciliation for Equality in the XXI century

support of Resources Human. Flexible Working arrangements are reviewed every six months to make adjustments relevant. BENEFITS FOR THE ORGANIZATION: Reduced absenteeism Improved health (less sick) Increased productivity and competitiveness Improved image company Increased customer loyalty Replacement cost reduction and return