Equality in the workplace
We recognize diversity, the fact that every person who works in the organization is at a different time of life. That there are people with similar conditions who, despite them, are in different moments of life and, as such, have different needs. And we decided that, no matter what moment of life you are in, there will be labor equality and there will always be benefits. For all. For mothers, fathers, grandparents, couples without children, and single people, with and without pets. We think of everyone.
As part of our commitment to the well-being of our workers, we have implemented a series of benefits that allow us to achieve a balance between personal, family, and professional life, thus allowing a better quality of life. Because we understand that part of their happiness lies outside the work environment. For our workers, family (however they conceive it) is the energy that moves their lives. And that is why one of our purposes is to work for their happiness, to offer them opportunities that motivate them to perform their duties in the best possible way.
We guide our actions to understand what our workers' needs are, promoting activities and benefits around their own family dynamics. And thinking of the great diversity of our employees, we created a quality of life model with more than 70 benefits, which they can access at any time they prefer.
These benefits are divided into 4 categories
2. My time
Free time to enjoy as desired with family, pets, friends and even to celebrate Halloween. And also balance days, family assistance due to illness, first day of school and half day off on birthday.
3. My experiences
Provides the opportunity to participate in sporting, recreational and cultural events. These are tailored experiences for employees to enjoy with whomever they want, and they can also choose their birthday gift!
The energy sector is a space that has traditionally been occupied by men in technical and managerial positions, because it was believed that women preferred other professions not related to engineering. However, for some years now we have been focusing on changing this reality in all management processes through the generation of more work opportunities for women who each day assume a more active and differential role, in management and operational positions.
As faithful believers of gender equality and always seeking work equity in an attempt to close the gender gap, we de decided to focus on the empowerment of women. When we saw that there were many more men aspiring to positions in the organization, we created the Seed Plan initiative, in order to assume direct responsibility for the fact that young women did not choose technical training as a possible professional development option, and in parallel we began to work together with universities to motivate the participation of women in contests to occupy positions in the company. So with their skills and competencies, many more women have arrived at the organization and little by little they have been populating all the work spaces through an interesting professional evolution. Initially only 1% of the participants who enrolled in the Seed Plan were women, a figure that has been increasing exponentially to reach 38% in the last Bogota group.
With more women motivated to work in the energy sector and participating in our Seed Plan project, it was possible that the first generation of women graduates formed an all-female crew that is in charge of field work such as replacing luminaires, electric infrastructure modernization or addressing power failures at the same level as male crews. Today we already have mixed crews, made up of male and female teams, and more and more women are leading day-to-day work in the field, and from their work and professional development they can provide for their families and move them forward.
The numbers prove it.
At the end of 2018:
Thinking about diversity and work equity, we realized how important it is for men to assume a more participatory role at home. Opening these spaces to promote men taking the quality of life benefits that the company offers them, we realized that we are contributing to the country’s equity, because a precedent has been set so that, with the support of fathers, mothers should not have to compromise their professional career.
Through our quality of life benefits such as: postnatal leave and accompaniment, absence due to family illness, spaces for celebrating important dates, among others, we promote the active role of fathers at home, allowing men to support children responsibilities and contribute to household chores. As we encourage both women and men to enjoy time with their family, and motivate men to use benefits that historically were only intended for mothers, we contribute to the development of our society and the consolidation of the family core.