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Undertakings with our female professionals

  • Protocol of support and substitution for maternity: In the event of biological maternity or adoption, the continuity and equal opportunities of all our female managerial and pre-managerial staff with managerial and human development responsibilities are guaranteed during maternity leave. From the moment in which they inform us of their future maternity, they will meet the person who will substitute then; they then begin to prepare the substitution three months prior to the expected date of leave; and one month before and one month after leave, the two will share functions.
  • Work from alternative locations: We have broken with the culture of on-site work and give staff in personal situations which require flexibility maximum freedom via a mobile system which allows them to perform the same functions they do in the office.
  • Reduced working day without a pay cut. All CAN Group staff with children aged between 0 and 3 have the right to reduce their working day by two hours without any change to their pay for one year.
  • Possibility of reduced working day and adaptation to the school calendar. Women aged over 40, a group for which finding work is hard, have the chance to work part-time during the school year.
  • Publication of a protocol against sexual harassment and sex discrimination. Our declaration of principles on sexual harassment, which sets out a protocol of action when incidents are reported.
  • Sales network meeting protocol. Creation of a single channel of organisation which guarantees reasonable meeting times, with a predefined agenda and estimated length.
  • Time-management training. Time-management training programme, which involves the creation of a manual of best organisational practices for office efficiency.
  • Management offices close at 7.45 pm.
  • Elimination of gender stereotyping for certain jobs such as security (inclusion of women), cleaning and secretarial work (inclusion of men).
  •  Promotion of mixed teams, in all our Customer Service Areas and at our Cancha branch offices.
  •  1st Female Leadership Course given to 17 female managers. The course aimed to exercise strategic behaviour and managerial thought based on the cultural differences between men and women.
  •  Publication of a Non-sexist Language Manual. Guide for internal application which sets out the use of non-gender-based collective nouns and curbs the use of terms with derogatory implications for women or hint at inequality.

     


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