People are our differentiating value and their development is our growth.
Telefónica is composed of people who create value by listening closely to customers, making the complex simple, daring to think big and taking risks.
From 2019, we will include our global gender diversity objective in the variable remuneration scheme for the Company’s executives.
Steering our policies, bodies and actions towards fostering diversity and equality among all demographic groups within the Company.
We guarantee the representation of at least one woman in 100% of the executive appointment and promotion processes. To ensure that, since 2018 we have had a Transparency Committee composed of the Chairman and four top executives.
And also through pacts signed by various Telefónica operations, which demonstrate the cross-cutting nature of our commitment: Thus, in 2018 we adhered to the United Nations LGTB Diversity Principles.
With global career acceleration programmes: the “Young Leaders Programme” for young people, and “Women in Leadership”, for professional women. And also through promoting female entrepreneurs. That is why the Women’s Age initiative, of Telefónica Open Future, encourages young women to become entrepreneurs. Thus, in 2018 we invested more than one million euros in startups led by women.
In 2018, we organised various awareness-raising forums and events worldwide, with the aim of promoting an inclusive environment, within the framework of the:
• International Women’s Day
• International Sexual Diversity Day
• International Day of Persons with Disabilities.
Attracting the best talent is the only way to ensure the future
We seek talent throughout the organisation, not only at the top. Career opportunities are based on meritocracy, transparency and inclusion. We work day by day to promote the development of their skills, helping our employees to develop their maximum potential. For which we have:
• A talent model, to identify key skills and capabilities. Both in management and in digital skills in Security, Big Data, Artificial Intelligence, the Cloud or the Internet of Things.
New channels and mechanisms to identify and attract the best talent:
• Global training programmes:
• Career acceleration programmes in Universitas Telefónica.
Our employees are the leaders of the Company who will guide us to where the Company is heading.
In Universitas, we have developed a total commitment model, which develops the main human intellectual, physical, emotional and spiritual dimensions These contribute to promoting an all-round leader.
The remuneration of our employees seeks to reward their efforts and dedication.
We reassert the important role played by trade unions in the defence of workers’ interests.
We have a digital disconnection commitment with our professionals to allow them to rest.
Balance is key in attracting and retaining talent, especially in the new generations. In order to capture the digital opportunities and growth, we must do things differently:
Our transformation is effective
By being more flexible, we achieve better results,in terms of both employee engagement and business indicators.