Fostering diversity, equity and inclusion
By fostering a diverse and inclusive work environment, we ensure that our people feel respected and valued, encouraging performance and professional development.
We are certain that Diversity, Equity and Inclusion (DEI) are fundamental to our organisational culture.
Because of the scope of our business around the world, one of the most exciting managerial challenges is multiculturalism. With business spread across multiple geographies, an approach which takes into account the differences that enrich our workforce is of the essence.
Key actions
As part of our ongoing commitment to ensuring DEI across the workplace, our DEI Strategy was introduced this year to align all our talent management efforts to our DEI objectives. This strategy is based on three guiding priorities.
Talent diversity
We are dedicated to creating a workforce that reflects the diversity of the markets we serve, ensuring a broad range of viewpoints and experiences that drive innovation.
Equal opportunity
Our commitment also means to provide equal career opportunities for all team members, actively removing any barriers and ensure fairness and career advancement for everyone.
An inclusive work environment
We prioritize a workplace where every employee feels respected and upheld, and a zero-tolerance policy towards discrimination and harassment.
Our most relevant initiatives for this year include the following:
The Diversity and Inclusion Policy.
This policy sets the guidelines for action that enable all team members feeling valued, respected and enjoying equal opportunity for learning and development within the company, which in turn shall enhance innovation, productivity and job satisfaction.
The overall diversity strategy
- This includes a short-, medium- and long-term plan that will enable steady progress on the priorities outlined. The essence of the DEI strategy addresses the following three key aspects:
- Ensuring that our workforce is representative of the communities we operate and serve in.
- Ensuring that our programmes provide equal opportunity for all and mitigate any roadblocks.
- Ensuring that Aleatica provides an inclusive employee experience, enabling a strong sense of community, where people can freely express who they are in a psychologically safe environment.
DEI Global Committee
The Global Committee was created on June 27. It is made up of 14 members: 3 from Mexico, 6 from the other countries, one from Aleatica, three highly engaged roles for implementing projects on Sustainability, Communication and People, as well as Aleatica’s CEO, serving as Sponsor. A Country Committee, which will be made up of Business Unit members, shall be put together in order to listen, recognize and gather local needs and proposals from multiple organisational levels and profiles, to be relayed on to the Global Committee. The Global Committee main purpose is to report and provide feedback to the People and Culture team within the DEI strategy, in addition to playing a crucial role in the organisation’s change management.
Inventory and regulatory audit
Local legal requirements in all geographies were assessed and included, together with an audit, all of which will allow us to pinpoint any unfulfilled gaps, if applicable, according to all local legal regulations. New hires and onboarding processes, development and talent management with a DEI perspective shall be looked into.
Global Breaking Barriers Programme
By the end of October, we will have reached a total 910 support channels. The programme aims to raise awareness through candid discussions about any challenges posed by diversity, any gender equality gaps currently faced, unconscious biases and shared responsibility. The programme includes webinars, flash talks and discussion opportunities to challenge our beliefs as a call to action.
Partnership with the Inclúyeme organisation
This partnership was created to foster and include people with disabilities at the workplace and to society. This organisation will provide organisational awareness and education about this angle of diversity. It will also provide access to the labour market in Mexico and other LATAM countries.
Team members by gender
Female talent attraction
Diversity is cherished and upheld, and therefore we intend to provide the best conditions to the best and brightest talent.
We are committed to ensuring equal work opportunity and focuses on developing and attracting female talent.
Female employees over total workforce (%)
0.4 % Variation
Women in leadership positions (%)
6.0 % Variation
Women in middle management (%)
(2.4 %) Variation
Women in operations
0.4 % Variation
Convencidos de la relevancia de ofrecer las mismas oportunidades tanto al talento femenino como al masculino,
cada mujer en Aleatica tiene acceso a programas de capacitación personalizados, oportunidades de tutoría y entrenamiento de liderazgo diseñados para fomentar el crecimiento profesional.
Se procura que en todas las ternas finalistas
para llenar alguna posición haya al menos una persona del género femenino.
En unidades de negocio donde existe menor participación de mujeres ejecutivas o líderes,
Trabajamos constantemente para evitar los sesgos de género
Pay equity
We know that pay equity is a fundamental pillar of our DEI promise, and therefore we are committed to bridging any existing gaps across the organisation. To ensure a level playing field, Aleatica is consistently working to find any disparities which may prevent our team members from being compensated fairly and equitably.
Gross annual salary by gender and position
|
Category
|
Men
|
Women
|
Gender Pay Gap (%)
|
|---|---|---|---|
|
Executives
|
135,243
|
98,892
|
27 %
|
|
Middle management
|
38,655
|
36,819
|
5 %
|
|
Administrative/operations
|
11,991
|
11,006
|
8 %
|
This year, our pay gap was lowered by 4 % vs 2023.
Average gross salary by gender (€)
29%
26%
22%
Gender Pay Gap ( %)
Workplace accessibility
Our greatest concern is to provide a work environment where everyone feels included and can develop to their full potential. To do this, we work to ensure workplace access across our facilities and processes, rendering them inclusive and within the reach of all team members.
