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Humana redoubles its commitment to equity with its new Equality Plan

05-03-2025

Humana redoubles its commitment to equality by registering its new Equality Plan in the Registry and Deposit of Collective Agreements, Collective Labour Agreements and Equality Plans (REGCON) of the Ministry of Labour and Social Economy.

This plan ensures that the principle of equal treatment and opportunities between people and the principle of non-discrimination governs all the foundation's actions in a transversal manner, and is integrated into the policies and procedures of the organisation's human resources management.

The organisation closed 2024 with a staff of 738 people: 70% are women and 30% men. Forty-two nationalities are represented. The average age is 36.6 years, with a seniority of 4.7 years. 5% of the posts filled have been through processes derived from the incorporation of people at risk of social exclusion and/or with different abilities.

The Equality Plan has been designed with the aim of establishing a framework for action that will enable the company to meet its objectives, incorporating a series of measures that seek to ensure equality and equity within the organisation.

‘The drafting of the Equality Plan is the result of consensus within a negotiating committee, made up of representatives of the foundation and the legal representation of the workers. The company Talention, specialised in drawing up equality plans, has participated as mediator. The three parties have achieved a plan adapted to our reality and size as an organisation‘’, explains Joan Carrió, Human Resources Director at Humana.

Objectives of the plan

The main aims of the Equality Plan are:

  • To identify, based on the diagnosis of the situation, the necessary areas for action and to implement the relevant measures.
  • To promote staff awareness of equality issues.
  • To prevent, detect and act against sexual and/or gender-based harassment.
  • To ensure adequate monitoring of the implementation of the measures.

The Equality Plan includes 54 measures (15 have already been implemented), distributed in 9 blocks:

  • Selection process, promotion and training
  • Professional classification
  • Working conditions and occupational health
  • Co-responsible exercise of personal, family and professional life rights
  • Under-representation
  • Remuneration
  • Prevention of sexual and/or gender-based harassment
  • Organisational communication
  • Employment rights and protection of victims of gender-based violence

‘This Equality Plan is not just a document, but a firm commitment to our values as a foundation and to social responsibility. We are convinced that diversity and equality are drivers of innovation and growth’, says Carrió.

Monitoring and evaluation

Carrió assures that ‘a key aspect is the monitoring and evaluation of the plan itself, since it will allow us to know the results obtained in the different areas of action. This process will be carried out within the Monitoring and Evaluation Commission of the plan. There is no point in drawing up a document with dozens of measures if they are not implemented and are not followed up’.

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