At CaixaBank, we have been working for years to promote equal opportunities and prevent any exclusionary or discriminatory conduct.
Through the publication of this Diversity and Inclusion Report, we present the projects carried out and the progress made in 2021 in our Wengage diversity programme, which enable us to continue working on the new diversity and inclusion challenges that will be part of our new 2022-24 Strategic Plan.
2021: a year in figures
% of employees are women
% of management positions held by women*
% of all people that have moved into management positions for the first time are women
disabled employees
employees from 4 generations
people of 73 different nationalities
*A and B branch deputy management upwards. Prior to merger with Bankia.
Global leaders
in the Bloomberg Gender-Equality Index.
538 women
in the internal mentoring programme for women, including the promotion of 64 % of participants.
1st financial institution
to achieve excellent in the EFR (Empresa Familiarmente Responsable - Family Responsible Company) rating.
5th year
of the Women in Business Award and 1st year of the Self-Employed Professional Women Award.
723 participants
in the 4th year of the WONNOW Awards for female excellence in STEM careers.
International Award
Winner of the 2020 International Award for Diversity Management en la categoria de gran empresa.
At CaixaBank we are working to make the company a leader in gender equality, and therefore in 2021 we promoted numerous initiatives defined by 4 key goals:
To strengthen the role of women in the company
To promote equality through human resource processes
To involve and raise the awareness of everyone
To raise the visibility of diversity
Profound changes are only possible if we start from within.
During 2021 we supported women at CaixaBank in their professional development. Because we want to recognise and raise the visibility of their talent, promote internal promotion and inspire future generations.
Mentoring programme for women
Focused on helping women in management in the company to support, advise and inspire other women in the development of their professional career.
A success in terms of participation and results.
41st AED (Spanish Association of Directors) Lead Mentoring Women Directors Programme
by CaixaBank, which we are strategic partners of. Aimed at large Spanish companies.
We know where we are going and, to get there, we need internal policies that we can use as a guide, with suitable measures to drive long-term changes.
We started from the idea that it is essential that more people should be aware of and committed to gender equality. Therefore, in 2021, we motivated and trained teams using innovative initiatives.
Egalitarian Communication Guide
We launched a new podcast series to provide continuity to our Egalitarian Communication Guide , which is an initiative to promote more empathetic and egalitarian communication among employees and with our customers. CaixaBank employees participated in each podcast.
Equality Week
For the third consecutive year, we celebrated International Women’s Day (8th March) with Equality Week: including activities for our teams, customers and the general public.
Network of equality agents
We strengthened our network of equality agents, human resources professionals specialising in equality and diversity, becoming referent points in each territory. This network ensures that the Wengage programme reaches all employees and promotes suitable initiatives throughout the company.
Gender Test
We developed the gender test, a tool that CaixaBank employees can use to check that communication campaigns, both internal and external, are free of gender stereotypes.
We used all available internal channels to raise the visibility of initiatives on diversity and inclusion. We shared information and made sure that it reached our teams through the network of equality agents.
For CaixaBank it is essential to continue to support our customers, remaining true to our commitment to a fairer, more egalitarian society. That is why we have also promoted gender equality externally, particularly in areas where women are still under-represented.
Leadership
and entrepreneurship
Innovation
and education
Sport
Rural areas
In 2021, thanks to strategic alliances that have multiplied the reach of our actions, we redoubled our efforts to recognise the talent of leading entrepreneurs, by rewarding their work and generating public debate.
Caixabank Women in Business Award
In 2021 we held the 5th year of these awards, which recognise the talent and careers of leading entrepreneurs, promoting their visibility and participation in national and international networks (IWEC - International Women’s Entrepreneurial Challenge).
Self-employed Professional Women Award
First year of these awards, which recognise the leadership and talent of self-employed professional Spanish women.
In 2021 we strengthened the promotion of careers in science, technology and mathematics through the WONNOW Awards, with conferences and workshops, and also through the alliance led by the Ministry of Education: “Niñas en pie de ciencia” (Girls in Science).
4th year of the awards that recognise the academic excellence and talent of STEM (science, technology and mathematics) degree students.
Julia Guerrero, winner of the WONNOW Award for academic excellence. Julia is a computer engineer specialising in artificial intelligence.
“NIÑAS EN PIE DE CIENCIA” (GIRLS IN SCIENCE) ALLIANCE
We joined the initiative of the Ministry of Education and Vocational Training to support the scientific and technological vocations of girls and young women.
In 2021 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 through football, basketball and running.
FOOTBALL
BASKETBALL
RUNNING
We sponsored popular races throughout Spain, where there is a growing number of women participating (depending on the race, participation can be close to 50%).
With AgroBank, we promoted the empowerment of women in places with great inequality: rural areas. And we did this in partnership with institutions and leading women’s associations on conferences, educational projects and studies.
We want to continue making progress so that everyone will have the same opportunities and will be able to develop their talent within our organisation, by promoting what unites us and raising awareness about differences. In 2021, we did the following:
Included and integrated people with disabilities
Developed talent and promoted equal opportunities
Raised awareness throughout the organisation
We ensured that our teams integrated everyone, whatever their disability.
Aflora Plan
We supported the Aflora Plan, an initiative to support and raise the visibility of employees with disabilities.
cases of recognised disabilities
views of internal news item
Wengage Diversity
On our new internal Wengage Diversity intranet we created a section on functional diversity to raise the visibility of this group and share relevant information.
views
news items on the intranet
The new 2022-24 Functional Diversity Plan
will enable us to fully develop disabled people’s talent and adapt work to suit their needs and situations.
We believe that promoting the employment of people with disabilities is essential to ensure their futures. Therefore, in 2021:
We promoted the Adecco Foundation’s Family Plan, a programme for the children of employees with a disability of 33% or higher, used to improve their independence through early intervention to guarantee their full inclusion through employment.
beneficiaries
We joined the 8M Challenge of the Eurofirms Foundation, the aim of which is to incorporate 1,000 women with disabilities into the workplace in one year. Thanks to the voluntary work of Human Resources providing in-service training, 4 women were trained and prepared: 3 of them have now got jobs.
4
13
3of the4
We identified various services and products for which we could contract special employment centres.
"Participating in the 8M Challenge has helped me to be more aware of my options and to believe in my abilities again."
Participant in the 8M Challenge
In 2021 we developed a new plan to include people with functional diversity in the company. Because we want to consider their needs and respond to them.
The new 2022-24 Functional Diversity Plan focuses on raising awareness throughout the organisation, in order to interact with people with disabilities without stigma or prejudice.
We published news items on the intranet to raise the visibility of functional diversity and present stories about employees’ families that live with this situation.
Inclusive policy for people with disabilities, a pioneering initiative in the banking sector. Promoted since 2020, this policy includes:
Principles of the policy
Non-discrimination
Promotion of open attitudes
Fighting against stereotypes and prejudices
Recognition of abilities, achievements and skills
Inclusion
Accessibility
At CaixaBank we are committed to the visibility of people with disabilities and their role in society. We believe that equal opportunities begin with the fact that people should have a decent job; that is why we work with other companies on promoting employment and training. We also provide access to our services and support adapted sport so that the values of hard work and achievement are socially recognised.
activities
volunteers
hours
beneficiaries
training actions
In 2021 we continued to support sportspeople with functional disabilities and promoted their achievements by sponsoring:
Every generation contributes different lessons, knowledge and intuition. Every generation also has its own specific needs and concerns. We want every person and every generation to contribute and fully develop their talent, feeling that our company respects and values them. That is why we work internally to create mixed teams and promote the value of generational diversity.
participants
of final rating out of 5
We participated in working groups with other companies to support senior talent and give it the social visibility it deserves.
We worked with the Generacciona Generation & Talent Observatory, participating in:
Diversity and inclusion continue to be a strategic priority for the CaixaBank Group. That is why we are launching a new plan so we can continue to evolve. Because as a company we want to continue to be leaders and a reflection of the society we live in.
We have a lot of work ahead of us, with future challenges and lessons, but we are convinced that we will make it possible thanks to the commitment of all the people in our team and the inspiration that our customers give us. Thank you to everyone who enables us to continue to move forwards.
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