07. Responsible resource management and commitment to human capital Annual Report 2013 Commitment to our human capital Our Human Resources policy is a reflection of our conviction 128 that our human capital is our best guarantee for meeting our commitments to society. We believe that: ƒƒ There is only one way to inform, educate and understand people and that is through people. ƒƒ There is only one way to be world leaders in communication, and that is by developing leaders among our team members. ƒƒ There is only one way to be responsible in society, and that is by having independent and socially committed professionals. All the Group’s companies believe in strict respect for the basic labor rights as recognized by the International Labor Organization, especially in issues related to equality and non-discrimination on the basis of sex, ideology or beliefs. Similarly, each company strictly adheres to the labor laws of the country in which it operates. Apart from certain company directors, all our staff are subject to labor agreements in each of their companies. These agreements substantially improve working conditions and thus provide our professionals with a stimulating and competitive working environment, free of financial concerns, with job security, independence and sophisticated technology. Staff enjoy total freedom to participate in trade unions and the Group fosters social dialogue. PRISA’s commitment to human capital has the following main goals: ƒƒ To promote and foster the defense and effective practice of the principle of equality between the sexes, ensuring the same rights to access to work and professional development at all levels. ƒƒ To increase women’s chances of gaining posts of greater responsibility within the Company, thus reducing inequalities. ƒƒ To prevent discrimination on grounds of sex by means of a special protocol for taking action where necessary. ƒƒ To establish measures that favor the balance between the personal lives and professional responsibilities of our employees. Equality PRISA’s staff structure shows an almost equal breakdown by sex. In 2012, within the Group, 46 % of employees were women and 54 % were men, compared with figures of 48 % for women and 52 % for men in 2011. Additionally, 27 % of senior management posts were occupied by women in 2012, compared with 29 % in 2011. The figure for middle management is 37 %, the same as last year. Social benefits It is Group policy to provide companies with adequate resources so as to offer employment benefits that will be sufficiently attractive to the very best professionals. It is worth noting that PRISA operates in 22 countries and has more than three hundred companies. Each market in which it operates has special characteristics to which Human Resource Management Policy must be sensitive and thereby be in a position to offer an appropriate response to both the needs and the expectations of the professionals joining these companies. Within this framework, in 2012 we designed a flexi-ble benefits program, implemented in Spain in January 2013 and under review for possible implementation in Portugal. The objective of this plan is to allow our employees to select their benefits in accordance with their real needs and thereby potentially increase their net salary. Flexibility PRISA’s companies have come to understand the real benefits of offering balanced work days that provide an optimum balance our staff’s professional and personal lives. Many of our companies offer employees flexible work days, home working, and the possibility of working intensive shifts in summer, at Christmas and Easter.
PRISA Annual Report 2013
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