A committee created to receive advice on strategic decisions in these two fields. This way, we gain new perspectives based on the experiences and knowledge of outstanding employees.

The Diversity Advisory Committee is composed of five members and meets every four months. All members work for leading national or international companies.

Focused on helping women in management in the company to support, advise and inspire other women in the development of their careers.

• Over 600 participants.
• 62 % of participants have been promoted.
• 59,5 % of participants improve in their skills development.
• The number of employees that apply for internal job vacancies has risen: 2.5 compared to 1.1 before the programme.

We participated in this programme aimed at women who work in organisations that form part of the Closingap alliance, a benchmark platform that analyses the economic impact of gender inequality and initiatives to reduce it.

We improved the shortlisting in internal promotion processes: one in three pre-candidates have to be a person from the least represented sex.

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• Over 700 spectators at the events.
• 1,103 live spectators for the internal CaixaBank Talk.
• 3,500 likes in the news section and posts on the PeopleNow channel and more than 300 messages in communities.
• 40 news items published across all channels.

Equality Plan

We adapted the CaixaBank Equality Plan signed in 2020 with all trade unions to comply with new legislation. In 2022 we revised our plan regarding the salary register and salary audit between men and women, in accordance with Royal Decree 902/2020 of 13th October.

Equal pay and diversity in human resources processes

• We carried out a study on equal pay between men and women fulfilling our obligation to adapt the Equality Plan to comply with new legislation. 
• We studied professional careers to identify differences between men and women and propose actions to reduce the gender gap.

• We have prepared and shared a compilation of recognised employment rights for victims victims of gender-based violence.
• We have a new confidential centralised inbox so that CaixaBank employees who might be victims of gender-based violence have the chance to report their situation.
• We share awareness content on the PeopleNow internal channel.

Unconscious bias training classes 

Aimed at human resources employees and the workforce as a whole.

• Training of human resources employees. We have carried out two online courses, composed of three 90-minute modules, to raise awareness about stereotypes that could have an influence when selecting, preparing or receiving promotions within teams.
  
  

• Training for the whole workforce. We started a new course on Virtaula, our e-learning platform, which deepens understanding of unconscious biases, stereotypes and prejudices and chains of discrimination, in order to raise awareness about what we can do to promote an inclusive and fair organisation.

Other actions

• We provide courses on diversity and inclusion on Virtaula and internal CaixaBank Talks.
• We develop communication and awareness campaigns on PeopleNow, our intranet.
• We promote our Egalitarian Communication Guide, a guide to promote more empathetic and egalitarian communication among the workforce and with customers.
• We provided the gender test, a tool that any CaixaBank employee can use to check that communication campaigns, both internal and external, are free of gender stereotypes.
• We improved the Network of Diversity and Inclusion Officers, which ensures that the Diversity and Inclusion programme reaches all territories and the whole workforce, as well as promoting its own initiatives.
  • 15 CaixaBank employees specialising in diversity and inclusion
  • Leaders in each territory

EFR (Family-Responsible Company) certification

The EFR certification, awarded by the Más Familia Foundation, has recognised our management model for work-family balance and equality since 2010.

• In 2021, we were the first Spanish financial institution to reach the A Level of Excellence.
• And in 2022 we were awarded the EFR certification again, after passing 2 audits, one internal and one external.

1. Online training to raise awareness about the leadership model and role for human resources managers.

2. Listening to employees’ voices

• We have held 8 focus group sessions with 86 participants: mothers and fathers, young talent, senior talent and employees without children. At the end of each session, the participants complete a survey about their perception of work-family balance and flexibility measures at CaixaBank.
• We give a survey every three years on the efficiency of our flexibility measures to a sample of employees.

Assistance plan for families

• Opening of nursing rooms in company buildings. At the company headquarters in Barcelona and the Innovation HUB in the same city, we have opened a new nursing room for mothers. We also have two nursing rooms at our company offices in Madrid.
  
  

• New online workshop “Welcome Mums and Dads!”. A workshop created to support employees who return to work after birth, adoption or foster care leave. 
• Support for every birth among the workforce. When human resources is notified of the birth of an employee’s child, a gift is sent, consisting of a basket that includes gifts for the baby and a reminder of all the benefits that are associated with having a child.

• We promoted the Aflora Plan with the Alares Social organisation. We promoted an internal campaign to encourage employees with disabilities to flourish in the company and we raised awareness throughout the organisation in terms of inclusion and diversity.

• We promoted the Family Plan with the Adecco Foundation. This is a programme of care, guidance and intervention for children of employees with a disability equal to or greater than 33%. The Family Plan is aimed at promoting competencies and skills to improve personal autonomy, as well as to provide greater possibilities for future employment.

• We incorporated two employees with ASD (Autistic Spectrum Disorder) in the IT Service and Quality Control (Resources Area) for software revision projects through the SPECIALISTERNE company.

• A new guidance and advice service on disability and dependence for employees and their families. With Alares Social, we guide and advise our staff in any situation or reality related to functional diversity through a service that is anonymous and free of charge. 
• New “Diversity, Disability and Appropriate Treatment” training course on Virtaula. A voluntary online course provided by the Adecco Foundation to discover the reality of people with with disabilities without stereotypes or biases, and how these people enrich companies and society. 
• Recurrent communications on PeopleNow, such as the celebration of International Disability Day and other content with families that are part of the Family Plan on PeopleNow.

Somos Saludables (We Are Healthy) programme with a generational approach that includes content and articles of interest, workshops, webinars, challenges and healthy routines. 

Ongoing training and healthy ageing plan, to support the employability of people throughout their professional career. 

Raising the awareness of everyone through specific content on diversity and inclusion and unconscious biases to combat prejudices and eliminate the labels given to each generation.

• We joined REDI (Business Network for LGBTI Diversity and Inclusion). Being associated with REDI means being committed to its mission to value talent regardless of gender identity, gender expression and sexual orientation. This way, we help to create more respectful societies and promote an LGBTI-inclusive culture, so that all our employees can develop their full potential. 

• We had a working session with REDI to design a roadmap for our promotion of LGBTI diversity.
• We attended the event organised by the British ambassador in Madrid to celebrate the 50th anniversary of the first Gay Pride in London. 
• Since 2020, we have followed the United Nations standards of conduct to combat discrimination against LGBTI people (Global LGBTI Standards for Business).

CaixaBank Women in Business Award

In 2022, we held the 6th year of these awards, which recognise the talent and professional excellence of 14 leading businesswomen in Spain, renowned for their career, strategic vision, capacity for innovation and transformational leadership. We promoted their visibility and participation in national and international networks (IWEC).

Award A - Self-Employed Professional Female

The second year of these awards acknowledging the leadership and talent of self-employed professional Spanish women. The national winner was Milagros Cabral, founder of Mariquita Trasquilá, a company in the fashion sector specialising in the making of party dresses at affordable prices. 

We funded the quantitative study by PIMEC (micro, small and medium-sized enterprises of Catalonia) in collaboration with the Faculty of Economics and Business Studies of the University of Santiago de Compostela and CaixaBank Research.

The study analyses the contribution of women in all socio-economic dimensions and from a gender perspective, in order to recognise their current and future value. The study arises from the need to develop quantitative tools to facilitate the balanced and equitable management of socio-economic policies.

• We launched the 3rd AgroBank Chair Award, which recognises the best final master’s degree project by women (University of Castilla-La Mancha).

• We collaborated with MAPA (Ministry of Fisheries, Agriculture and Food) to offer microcredits to entrepreneurs. 
• We opened a call for applications for rural areas through the ”La Caixa” Foundation, with 1 million euros available to improve living conditions and generate opportunities for women and young people.

CaixaBank Seniors

This is a value proposition aimed at the senior sector with a relationship model based on financial advantages and added value services.

• We created the figure of the Senior Manager, who are people committed to providing care and service to the senior group, with specific training in gerontology, products and the relational model, with the dual objective of profitability and engagement. They carry out the comprehensive management of a portfolio of customers and support them in their daily operations, helping them to use the appropriate tools to encourage their autonomy. 
• For the introduction of this figure we have received the Generation Award, in the Inside Company category, awarded by the Generation & Talent Observatory. These awards recognise good practices in awareness-raising and the management of generational diversity in organisations.

Braille pack: an accessible experience for all our customers

We are the first financial institution in Spain that offers the entire contracting process of a card in an accessible way.

After successfully completing a pilot project that began in May 2022, in collaboration with the ONCE Foundation, any CaixaBank card (credit, debit, and prepaid) can now be contracted in Braille code. This launch has meant the adaptation of the whole process, from the contracting to the activation of cards, so that help from other people is not required and it can be carried out with all confidentiality and privacy guarantees.

ClosinGap alliance

• We participated in this cluster that analyses the economic and social opportunities of gender gaps and that includes 12 major business organisations. 
• We prepared and presented our part of the study into the gender gap in the rural sector.
• We celebrated the 4th anniversary of ClosinGap at its 4th annual Economic Equality Summit. At this space for debate and reflection on how female talent is a springboard for economic growth, we also presented the ClosinGap Awards.

WONNOW Awards

We support gender equality in STEM professions and promote an increase in the hiring of women with these profiles in the CaixaBank workforce.

• We held the 5th WONNOW Awards with Microsoft Iberica. Through these awards we recognise the academic excellence and talent of STEM (science, technology, engineering and mathematics) degree students. 
• The 10 winners of the scholarship award joined the CaixaBank Group on October 2022 and began the mentoring programme with Microsoft in the following months. 
  
  

• We have launched the STEM ROOM project, an initiative co-created with the WONNOW winners to inspire scientific-technological vocations in children of 12 and 13 years. There are activities such as an escape room and the winners share information about their professional careers and personal stories to create role models. 

Promotion and follow-up through the

WONNOW Community

on LinkedIn

We continued to strongly support women’s sport, a sector where there is still some way to go to achieve gender equality. Therefore, we continued with sponsorships and initiatives to reach as many people as possible, including sport adapted for people with disabilities.

• We are the official sponsor of the Spanish women’s national football and basketball teams, as well as of several women’s football teams (Liga F - Professional Women’s Football.
• We sponsor other sports with strong local roots and with significant female participation.
• We promote reports and content on gender equality in sport.
• We support adapted sport with the sponsorship of the Spanish Paralympic Committee (CPE) and collaborate with the Spanish Federation of Sports for People with Physical Disabilities (FEDDF) to promote wheelchair basketball. All of this with the aim of supporting our athletes on the road to achieving their goal, a road full of shared values such as effort, dedication and self-improvement.

• We participated in diversity events in all territorial offices, and CaixaBank Talks for customers. 

• We collaborated in the 8M Challenge of the Eurofirms Foundation, which is a job placement project for women with disabilities. Its goal is to place 1,000 women with disabilities in the labour market in one year. Thanks to CaixaBank’s human resources volunteers with previous training, four women have been coached and trained.
  
  

2 individual mentoring sessions

for the female participants

• 4th mentoring programme for women at VidaCaixa.
  
  

• 4th multi-subsidiary female mentoring programme, with the participation of women from different group companies. As a new feature, this year both men and women were included in the mentor roles. 
  
  

• Communication campaign for the International Day for the Elimination of Violence Against Women. An internal communication action to spread awareness about violence committed against women and to remind people of the support channels available through human resources at CaixaBank Group companies.

• Communication campaign for the International Day of People with Disabilities. An internal communication action (PeopleNow) to spread awareness of the day and announce the launch of the new online course in Virtaula on Diversity and Inclusion by the Adecco Foundation, available for all CaixaBank Group employees.