Our Second Equality Plan will be in effect until November 2026, highlighting our commitment to supporting equal opportunities and non-discrimination .
Our Second Equality Plan is based on three fundamental objectives, including equal treatment and opportunities in all areas and as part of the management model; the guarantee of non-discrimination, both direct and indirect, based on gender and in special situations, such as maternity, paternity, family obligations, and working conditions; and the elimination of any form of discrimination in all areas, particularly in internal promotion and talent selection processes, in order to achieve a balanced representation of men and women.
Among the most notable measures are a 40-hour non-recoverable time package for parents with children up to 16 months old, continuous hours for parents with legal guardianship, flexible start and end times to facilitate work-life balance, specific measures and permits for victims of gender-based violence, and training and awareness-raising programs for managers on equality , gender bias, and the prevention and treatment of harassment, among others.
The plan will be subject to a continuous improvement process to ensure its compliance at all times. This monitoring will be carried out by the Monitoring Committee, composed of representatives from the company and employees. They will be responsible for reviewing progress and ensuring compliance with the established objectives.
"Altia has a strong commitment to equal opportunities between men and women in all fields and focuses its efforts on ensuring that only talent and qualifications are decisive in selection and promotion criteria. With our Second Equality Plan , we take another step toward building a society we believe in because it is more just and equal."
Adela Pérez · Vice President
