Example Guide of the Bp Final

8/3/2019 Example Guide of the Bp Final

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2010-1-ES1-GRU06-20750Conciliation for Equality in the XXI century

Example: Good practice 1COMPANY DATA

Name of the company:

Number of employees in:Ratio of female workers in the leadershipLess than 25% from 25 to 50% from 50 to 75%

More than 75%Percentage of workers on fixed-term contractsLess than 10% from 10 to 20% More than 20% Ownership Private Public Partner:

Sector:Telecommunications Distribution and Logistics Accommodation and catering

Transportation Publicity and media

Assessment Other services for businesses

Banking, financing, and insurances Health Central and local administration Education

Leisure

Production or distribution of energy orwater Chemicals, petroleum, gas, cork and

plastics Metal

Electronics industry Software industry

Automotive industry Food, beverages, tobacco Textile, shoes, clothing, leather Wood, paper and graphic art

ConstructionOthers: ............................................

NAME OF GOOD PRACTICE:

Internal training in equal opportunities in hours of work

TYPE OF MESURE:

Flexibility

Leaves

Flexibility regarding work area

Social or non-legal counseling,

Policies regarding services or

how to facilitate life-work

balance beyond workplace Personal support and advice

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. Presentation and information on the Equality Law.2. Communication on the company's strategy on equality.3. Presentation, analysis and reflection on the equality plan of the company.4. Delivery of documentation.5. Suggestion Board on Equality.6. (...)

BENEFICIARIES

All employees of the company.

IMPLEMENTATION PROCESS


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The strong commitment of the company in terms of equality has taken to

implement measures to raise awareness as something casual and within dailywork's development.The measure has been gradually implemented starting with the first equalitycompany 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..


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Name of the company:Number of employees in:

Ratio of female workers in the leadershipLess 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 Distribution and Logistics Accommodation and catering Transportation Publicity and media Assessment Other services for businesses Banking, financing, and insurances

Health Central and local administration

Education Leisure

Production or distribution of energy orwater Chemicals, petroleum, gas, cork andplastics Metal Electronics industry Software industry Automotive industry

Food, beverages, tobacco Textile, shoes, clothing, leather

Wood, paper and graphic art Construction

Others: ............................................NAME OF GOOD PRACTICE:

Extension of maternity leave: 15 days in addition to the required by law

TYPE OF MESURE:

Flexibility

Leaves




how to facilitate life-workbalance beyond workplace

Personal support and advice

DESCRIPTION:

The company provides 15 additional days at 16 weeks of paid leave for maternityrequired by law.

BENEFICIARIES

All women employed by the Company. (The 74.84% of total employees)


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 thisinitiative, which enjoys a high degree of acceptance in the template.

The 15 days of leave additional maternity thus become one of the cornerstonesSocial Benefits program of the Company and are, along with working hours, one ofthe strengths of the policy of Reconciliation of Professional and Personal Life, by

promoting incorporation of women into the workforce and the possibility of being amother without ceasing to exercise their career.


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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 possibilityof taking this permit and all other family-oriented policies that are implemented

within the program Social Benefits and Conciliation of the Company.


Reduced absenteeism


Increased productivity and competitiveness Improved company image


Replacement cost reduction and return


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Name of the company:Number of employees in:Ratio of female workers in the leadershipLess 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 Distribution and Logistics

Accommodation and catering Transportation

Publicity and media Assessment Other services for businesses Banking, financing, and insurances Health Central and local administration

Education Leisure

Production or distribution of energy orwater

Chemicals, petroleum, gas, cork andplastics

Metal Electronics industry Software industry Automotive industry Food, beverages, tobacco Textile, shoes, clothing, leather

Wood, paper and graphic art Construction

Others: ............................................

NAME OF GOOD PRACTICE:

Flexible working arrangements

TYPE OF MESURE:

Flexibility

Leaves




how to facilitate life-workbalance beyond workplace

Personal support and advice

DESCRIPTION:

Internal procedure governing how to apply for flexible working hours beyond theflexible schedule input and output. The type of adjustment is fully customized (withsome of the telework days, or part of the day, for example).

The process requires the analysis by the researcher and manager of the impactthat flexibility has requested the results, the team or clients, and identifyingmeasures contingency chords.

BENEFICIARIES

All employees of the company.


- 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


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support of Resources Human.

- Flexible Working arrangements are reviewed every six months to makeadjustments relevant.


Reduced absenteeism


Increased productivity and competitiveness

Improved image company


Replacement cost reduction and return

Example Guide of the Bp Final

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