EQUALITY PLAN IMH CAMPUS MACHINE TOOL TRAINING FOUNDATION 2024-2028

LONG-TERM OBJECTIVES:

The central objective is to continue advancing towards real and effective gender equality among the women and men who comprise the IMH Campus Foundation. This fundamental goal is developed through a set of LONG-TERM OBJECTIVES summarized as follows:

  • Consolidate equality principles and values in the internal functioning and organizational culture of the organization, to become an organization committed to gender equality, demonstrating these values through concrete actions.
  • Mainstream gender perspective in each of the entity's processes.
  • Ensure equal opportunities for entry and professional development at all levels, reducing inequalities and imbalances within the organization (promoting the presence of women in levels and positions where they currently have low participation).
  • Promote the health and well-being of all company personnel, improving the quality of life for employees and their families, by establishing measures that promote work-life balance.
  • Prevent, address, and resolve cases of sexual harassment or harassment based on gender that may occur in the workplace.
  • Ensure that decision-making is always based on objective criteria and process transparency.
  • Inform, train, and raise awareness at all levels of the company on Gender Equality.

SHORT-TERM OBJECTIVES:

  1. SELECTION AND PROMOTION.

Objective:

Develop and apply objective procedures and policies in selection and hiring processes, eliminating any requirement directly or indirectly related to gender, based solely on merit, ability, and suitability for the position, assessing candidates based on their suitability.

Measures:

  • Conduct non-discriminatory selection processes by eliminating gender biases, favoring the hiring of underrepresented groups in case of equal merits.
  • Establish a standardized promotion procedure considering competencies, involvement, and performance of employees, promoting the advancement of underrepresented groups in case of equal merits.
  1. TRAINING

Objective:

Provide training and awareness to all IMH Campus Foundation personnel on gender equality.

Measures: 

  • Conduct training actions on gender equality for the staff.
  • Ensure equal access to the company's internal training plan.
  1. COMMITMENT AND STRATEGY

Objective:

Highlight the IMH Campus Foundation's commitment to gender equity in all its interactions with the environment.

Measures: 

  • Participation in actions aimed at attracting women and girls to STEM careers.
  • Host visits from training centers, incorporating a gender perspective.
  • Participation in events and activities related to equality.
  1. ORGANIZATIONAL CULTURE AND COMMUNICATION

Objective:

Promote an internal and external image of the organization committed to equality.

Measures:

  • Increase employees' knowledge regarding the Equality Plan.
  • Circulate the guide with recommendations for non-exclusive language use.
  • Disseminate the IMH Campus Foundation's commitment to equality to collaborating companies and entities.
  • Establish a communication channel on the website to receive equality-related suggestions.
  • Ensure that all merchandising, signage, etc., reflects our commitment to equality.
  • Ensure the preparation of both internal and external communications from a gender perspective (website, social networks, etc.).
  1. REMUNERATION POLICY

Objective:

Ensure the application of the principle of equal pay for work of equal value in all professional groups of the IMH Campus Foundation.

Measures: 

  • Conduct a complete, updated, and accessible annual Salary Register.
  • Analyze job valuation defining the remuneration policy and correct gender biases identified.
  1. WORKING HOURS ARRANGEMENT

Objective:

Ensure the exercise of reconciliation rights, informing about them and making them accessible to all staff.

Measures: 

  • Provide personalized information tailored to the needs of the applicant regarding reconciliation.
  • Conduct analysis and monitoring of all individuals adhering to these measures.
  1. WORKPLACE HEALTH AND SAFETY

Objective:

Ensure workplace safety and health, including preventing all situations of sexual harassment or harassment based on gender.

Measures: 

  • Review and update the Protocol for action against sexual harassment and harassment based on gender or LGBTI collective.
  • Disseminate the new Protocol for action against sexual harassment and harassment based on gender or LGBTI collective to the entire staff.
  • Conduct and support informational campaigns against harassment.
  • Assess workplace risks with a gender perspective.
  • Analyze black spots in terms of lighting in passage areas.

 

ACTION

 

  1. Conduct non-discriminatory selection processes by eliminating gender biases.

  1. Establish a standardized promotion procedure considering employees' competencies, involvement, and performance.

  1. Carry out training actions on gender equality for the staff.

  1. Ensure equal access to the company's internal training plan.

  1. Participate in initiatives aimed at attracting women and girls to STEAM careers.

  1. Host visits from training centers, incorporating a gender perspective.

  1. Take part in events and activities related to equality.

  1. Increase employees' knowledge regarding the Equality Plan.

  1. Circulate a guide with recommendations for non-exclusive language use.

  1. Disseminate the IMH Campus Foundation's commitment to equality to collaborating companies and entities.

  1. Establish a communication channel on the website to receive equality-related suggestions.

  1. Ensure all merchandise, signage, etc., reflects our commitment to equality.

  1. Ensure the preparation of both internal and external communications from a gender perspective (website, social networks, etc.).

  1. Conduct a complete, updated, and accessible annual Salary Register.

  1. Analyze job valuation for defining the remuneration policy and correct gender biases identified.

  1. Provide personalized information regarding reconciliation needs.

  1. Analyze and monitor individuals adhering to these measures.

  1. Review and update the Protocol for action against sexual harassment and harassment based on gender and the LGBTI collective.

  1. Disseminate the new Protocol for action against sexual harassment and harassment based on gender and the LGBTI collective to the entire staff.

  1. Conduct and support informational campaigns against harassment.

  1. Evaluate workplace risks with a gender perspective.

  1. Analyze poorly lit areas in passage zones.