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Diversidad, equidad e inclusión

At Aleatica, we foster an environment where diversity enriches, inclusion strengthens, and differences are valued and respected.

Our aim is to create a workplace filled with empathy, inclusion, and a sense of community through initiatives like forming sports teams and hosting celebratory events.

We recognise that being located in different regions, with diverse cultural, social, and identity contexts, drives us to grow and improve every day. Our DEI dimensions are gender, multiculturalism, and people with disabilities.

Key actions

Our DEI Strategy is built on three priorities that guide our actions.

Talent diversity

We are dedicated to building a workforce that reflects the diversity of the markets we serve, ensuring a wide range of perspectives and experiences that drive innovation.

Equal opportunities

Our commitment extends to providing equitable advancement opportunities for all our team members, actively removing barriers to ensure fairness and professional growth for everyone.

Inclusive work environment

We prioritise building a workplace where every employee feels respected and valued, with a zero-tolerance policy for discrimination and harassment.

Among our most significant initiatives in 2025 are:

Rompiendo Barreras​

At Aleatica, we believe that a strong culture of diversity, equity and inclusion is built by every individual within our organisation. Through the global “Rompiendo Barreras” program, we publish informative capsules and run webinars and forums aimed at the management levels of our Spanish-speaking Business Units.

The goal is to foster empathy, openness and respect as core values in the workplace.

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Employees trained in 2025 on these topics

Fundación Inclúyeme​

Regarding social and labour inclusion, we reaffirmed our partnership with Fundación Inclúyeme to facilitate the hiring of people with disabilities, supporting both recruitment processes and internal awareness in Mexico and Latin America.

Currently, 1% of our workforce comprises individuals with functional diversity, and in 2025, we were recognised at the DEI Awards for our efforts in the region.

Furthermore, our ARM business unit was awarded the Inclusive Company certification by the Ministry of Labour and the Presidential Council for Women's Equality in Colombia.

In collaboration with the Museo de Memoria y Tolerancia, we conducted in-person and virtual tours focused on diversity and respect, with the participation of

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employees from Mexico and Spain.

When it comes to female talent, we firmly believe in our role in ensuring equal opportunities.

The proportion of women in our workforce grew by one percentage point between 2024 and 2025, and 213 women joined the company during the year, accounting for 42% of new hires.

Team members by gender 2024

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Total
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Team members by gender 2025

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Total
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2025 Diversity by nationality

Mexico

1,849

Peru

293

Spain

196

Italy

168

Colombia

166

United Kingdom

166

Chile

85

Generational diversity 2025

536

Employees between 18 and 30 years old

1,469

Employees between 31 and 45 years old

639

Employees between 46 and 55 years old

244

Employees over 55 years old

Key actions

Our DEI Strategy is built on three priorities: 

  1. Talent diversity;
  2. Equal opportunities;
  3. An inclusive work environment with zero tolerance for discrimination and harassment.

The main instruments guiding it are the Diversity, Equity and Inclusion Policy, the Code of Ethics and Conduct, and the Human Resources Policy.

Global DEI Committee and Country Committees
They are the primary enablers for listening to and identifying needs. This year, the Global Committee participated in training initiatives on DEI culture, covering topics such as inclusive leadership, unconscious biases, and multiculturalism.
In 2025, we trained 1,025 employees on diversity, equity, and inclusion topics.
629 employees participated (580 from Mexico and 52 from Spain
We continued our partnership with Fundación Inclúyeme. ARM was awarded the Inclusive Company certification by the Ministry of Labour and the Presidential Council for Women’s Equality in Colombia. In 2025, we were recognised at the DEI Awards for our efforts in the socio-occupational inclusion of individuals with disabilities in Latin America.

Key DEI performance indicators

Goal
2025 Performance
Regulatory compliance and addressing DEI gaps
Regulatory inventory completed; gaps identified by country.
Increase the number of women in executive positions by 5% by 2025 (baseline: 34.8% in 2024)
35% (remains the same as in 2024).
Increase the number of women in middle management positions by 5% by 2025
32% (2% more than in 2024).
0.5% of the workforce to be people with disabilities by 2025; 1% by 2026; 2% by 2027; 5% by 2030
1% (we are ahead of the 2026 target).
Increase the perception of an environment free from harassment and discrimination to 85%
81%

Female talent at Aleatica

In 2025, 213 women joined the company (42% of all new hires), demonstrating a continued commitment to attracting female talent to all positions and roles.

Women as a percentage of the total workforce

1 % Variation

Women in leadership positions (executives)

- % Variation

Middle management

2% Variation

Women in operations

1 % Variation

Gender pay gap

The gender pay gap narrowed by one percentage point to 21%, a figure very close to the global average of 20% reported by the ILO.
Year
Average salary for men (€)
Average salary for women (€)
Pay gap
2023
25,983
19,115
26%
2024
24,854
19,313
22%
2025
25,178
19,905
21%

26%

22%

21%

Gender Pay Gap ( %)

Pay gap by job category 2025

Swipe right on the table.

Category
Men
Women
Gender Pay Gap (%)
Executives
135,696.08
100,520.22
37%
Middle management
38,405.27
37,284.31
5 %
Administrative/operations
12,144.25
11,321.33
9%
Category
Men
Women
Gender Pay Gap (%)
Executives
135,696.08
100,520.22
37%
Middle management
38,405.27
37,284.31
5 %
Administrative/operations
12,144.25
11,321.33
9%

37%

5%

9%

Gender Pay Gap ( %)