On June 7, 2022, the 1st Plan for Equal Opportunities between women and men came into force, which includes commitments and measures aimed at developing labor relations based on equal treatment and opportunities between women and men, quality in the employment and respect for diversity.

Agromart Balear S.L is committed to the implementation of the I Equality Plan for effective equality between women and men and as a strategic principle of its culture; granting equal opportunities and equity, the fight against gender violence and promoting the reconciliation of life, personal, family and work, a key value in the people management policy.

Agromart‘s commitment is to promote and maintain a culture of diversity based on respect and equal opportunities, not discriminating based on gender, culture, creed, sexual orientation, nationality and identity. We care about the well-being of all our staff.

The Equality Plan is integrated into the values and culture of Agromart and is considered a fundamental principle in the management of human resources.

The duration of this plan is 4 years and will be applicable to all Agromart workers, for which some areas of action have been established that are detailed below.

AREAS OF ACTION

AREA 1 CULTURE AND ORGANIZATIONAL MANAGEMENT

In this area, the objective is to measure the degree of integration of the value of equal opportunities between men and women within the company, the involvement in promoting management that fosters equality, the perception of the people who make up the workforce and how it participates in the equality measures it develops.

AREA 2 COMMUNICATION AND NON-SEXIST USE OF LANGUAGE

Not only will what we communicate be important, but also how we do it, avoiding inconsistencies that may arise, developing improvements in equality. The company ensures that oral, written and/or visual communications, both internal and external, do not contain any sexist or discriminatory element.

AREA 3 LABOR CONDITIONS

In order to respect equity and take advantage of the talent and skills of women and men, the working conditions of the workforce will be examined, getting involved in the promotion of measures that guarantee non-discrimination and equal opportunities.

AREA 4 FEMALE UNDERREPRESENTATION

The concept of female underrepresentation is essential to make visible the effects of structural discrimination in society against women in the company and will serve to promote a greater female presence, but also to improve their working conditions in general.

AREA 5 ACCESS TO THE ORGANIZATION

The selection policy is what permeates all the processes through which access to the company is made. The objective is to guide this policy in such a way that it prevents someone’s sex or personal situation from being a determining factor.

AREA 6 PROFESSIONAL CLASSIFICATION, REMUNERATION AND REMUNERATION AUDITS

In salary policy, the objective is to ensure that people’s remuneration is always based on objective criteria, that is, that there is no type of variation directly or indirectly linked to sex, or the personal situation of the worker. The salary policy is directly linked to the evaluation of the work carried out and the responsibility assumed and work will be done to use criteria that are as objective as possible.

AREA 7 INTERNAL AND/OR CONTINUOUS TRAINING

Measures and policy of equal opportunities in training will be incorporated to contribute to an assessment and optimization of the possibilities of all human capital. Develop an annual training plan fully focused on the real needs of the company and that includes the gender perspective.

AREA 8 PROFESSIONAL DEVELOPMENT AND PROMOTION

The gender perspective and its importance to retain the talent of key people in the company will be discussed, in order to contribute to achieving effective equality between women and men in the workplace. The professional development and promotion of people will be encouraged, encouraging their vocational feeling and pride of belonging.

AREA 9 WORKING TIME AND CO-RESPONSIBILITY

Those measures that the company can add to those it already has, to improve conciliation, will be improved, addressing both aspects of flexibility and services offered for this purpose. Advance in the consolidation of a culture of co-responsibility between both sexes in the care of charges and encourage that the permits or adaptations of the day for the care of children or relatives are also required by men

AREA 10 PREVENTION OF SEXUAL AND SEX-BASED HARASSMENT

In order to achieve less social inequality, greater awareness of sexual or gender-based harassment and prevention of possible cases will be acquired. Promote a preventive culture of sexual and/or gender-based harassment in all areas and levels of the company.

AREA 11 OCCUPATIONAL HEALTH FROM A GENDER PERSPECTIVE

From occupational health, the phenomenon known as the “glass ceiling” must be taken into account, which refers to the barriers that women encounter in accessing positions of responsibility that have repercussions on women’s occupational health.

AREA 12 GENDER-BASED VIOLENCE

Work will be done to support the culture against gender violence, raise awareness among the workforce and guarantee respect for sexual diversity, disseminating and improving the rights established for female workers who are victims of gender violence, thus contributing to their protection.

AREA 13 LGTBI GROUP

Addressing the LGTBI collective from an awareness perspective is necessary so that both senior officials, management positions, as well as the company’s staff become aware that this group must be considered and represented.

OBJECTIVES OF THE EQUALITY PLAN

The main objective of the Plan is to advance gender equality, including actions that lead us to achieve effective equality between men and women. To this end, the following general objectives have been established:

• Advance in equal opportunities and treatment between men and women and ensure that internal and external communication promote an inclusive image.
• Guarantee selection processes that comply with the principle of equal treatment and opportunities, and promote a balanced presence between women and men in all areas of the company.
• Monitor the application of the salary policy to guarantee equal pay for jobs of equal value.
• Raise awareness and train the staff in general and, especially, the personnel related to the organization of the company in equal treatment and opportunities, to guarantee objectivity and equality between women and men and objectivity in all processes.
• Promote the presence of equality criteria in all relative processes in the area of ​​promotion.
• Facilitate the exercise of conciliation rights, reporting them and making them accessible to the entire workforce.
• Introduce the gender perspective in the occupational health policy and guarantee that the entire workforce enjoys a work environment free from situations of harassment.
• Disseminate, apply and improve the legally established rights for women victims of gender-based violence, thus contributing, to a greater extent, to their protection.