Sustainability Report 2022
Meanwhile, the distribution of the working day, both in Spain and in Latin America (where the concept of an intensive working day does not exist), includes practices of flexible start and finishing times , as well as the adaptation of intensive workdays at certain times of the year (summer, Christmas and Easter). This varying distribution of working hours is established by agreement between the different departments and legal representation of the workers. Through a whole range of employment conditions, the Group endeavors to improve on legal minimums and to offer flexible arrangements for the employee's working life, thereby helping to attract talent and reduce the rate of absenteeism, which in 2022 stood at 1.92% . The commitment to guarantee a work-life balance is applicable to all companies and to all employees who work at PRISA. Measures applied at Santillana in Spain (Corporate Center) to facilitate a better work-life: Additional days off up to a maximum of 10 additional days off annually for any person in the workforce to deal with any situation as they see fit. Special voluntary leave of absence, with a guaranteed return to the same job position, for a minimum period of 2 months and a maximum of 12 months. Paid leave to accompany minors, dependents and family members (up to second degree) on medical appointments. Working day reduction without the need to justify legal guardianship of a child or dependent. A reduction in the working day of a minimum of one eighth and a maximum of half of the duration of the daily shift is allowed. Leave for training activities related to the job performed. Recoverable and paid leave to deal with exceptional family situations . Talent management and development PRISA has its own online training platform for its workforce called PRISA Campus , which offers employees of the different Group companies a wide range of training courses. Furthermore, in Spain , thanks to the Flexible Remuneration Plan , the Group allows employees to contract their own training, provided that it is related to their position, as well as training in language learning (English and Portuguese). This type of training is not considered as remuneration in kind and is therefore exempt from tax. At Santillana and Prisa Media in Latin America, the above resources are in addition to a full training package, with great strides being made in post- COVID year 2022 to train the workforce in order to improve their employability. In Spain, Santillana’s Work-Life Balance Plan permits employees to request unpaid leave of between 3 and 9 months to pursue training related to their jobs. During the year 2022, PRISA employees completed 65,259 hours of training, an increase of 58% compared to 2021. Training hours Santillana PRISA Media TOTAL 843 147 Corporate 45,111 31,170 19,305 65,259 41,267 9,950 PRISA Sustainability Report 2022 51 50 Responsible management
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