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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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2010-1-ES1-GRU06-20750Conciliation 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 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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GRUNDTVIG COFE
2010-1-ES1-GRU06-20750Conciliation for Equality in the XXI century
Example: Good practice 2COMPANY 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 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
Flexibility regarding work area
Social or non-legal counseling,
Policies regarding services or
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)
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 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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GRUNDTVIG COFE
2010-1-ES1-GRU06-20750Conciliation 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 possibilityof 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
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GRUNDTVIG COFE
2010-1-ES1-GRU06-20750Conciliation for Equality in the XXI century
Example: Good practice 3COMPANY 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 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
Flexibility regarding work area
Social or non-legal counseling,
Policies regarding services or
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.
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
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GRUNDTVIG COFE
2010-1-ES1-GRU06-20750Conciliation for Equality in the XXI century
support of Resources Human.
- Flexible Working arrangements are reviewed every six months to makeadjustments 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
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