Commitment to diversity

Fraternidad-Muprespa Equality Plan

Once its validity ended, the II Equality Plan was prepared with actions that facilitated conciliation and the promotion of co-responsibility such as the extension of paternity leave, flexible hours or the implementation of teleworking; as well as those aimed at protecting possible victims of gender violence.

During 2017, work was carried out on carrying out a new diagnosis that compared the starting situation with that of that year, resulting in the III Equality Plan which includes, in addition to the permanent and extended commitment actions, other new ones aimed at raising awareness among the workforce on issues of conciliation, co-responsibility and vulnerable groups, collecting actions for the first time aimed at the network's healthcare centers, the LGTBIQ community and the study of the wage gap.

With the III Equality Plan of for Insurance, Reinsurance and Mutual Entities for Work Accidents and Occupational Diseases of Social Security, (2016-2019).

After the arrival of the relevant authorizations from the supervisory bodies of the Mutual Fund, on June 1, 2023, the IV Equality Plan of thus complying with Royal Decree 901/2020, of October 13, which regulates equality plans and their registration and deposit of collective bargaining agreements and agreements.

From this date, and according to its action schedule,

Organizational culture and commitment to Equality.
Access to employment.
Professional Classification System, Job Valuation and Equal Pay.
Training, development and professional promotion.
Co-responsibility and conciliation.
Occupational Health with a gender perspective.
Sexual harassment and harassment based on sex.
Gender violence.

The negotiating committee has been working so that this new document serves to continue advancing and guaranteeing equal treatment and opportunities between men and women in access, selection, hiring, promotion and training, as well as raising awareness among the entire workforce about the importance of promoting co-responsibility and achieving real equality as a universal principle.

and the empowerment of all women and girls at all levels.

In addition, the Mutual Fund has a long history of gender equality, which has been demonstrated with the development of its different equality plans and with the granting of the Equality in the Company Distinction in 2015.

For the preparation of all its plans, Fraternidad-Muprespa has the contributions of the representatives of the workers of the Mutual Fund through the aforementioned Equality Commission.

Distinction of Equality in the Company

The distinction recognizes companies and other entities that stand out through the implementation of equality measures or plans in the development of equal opportunity policies between women and men in the workplace.

Diversity Charter

In 2023, the commitment to adhere to the Diversity Charter has been publicly renewed, by which it voluntarily assumes and subscribes, among others, to the principles of raising awareness about equal opportunities, advancing in the construction of a diverse workforce, promoting the inclusion or integration of all people who belong to the company and promoting the reconciliation between family and work life.

Inserta Program

Carrying out internship programs.

Training for people with disabilities.

Indirect labor integration through the promotion of responsible purchases, the promotion of Special Employment Centers and Social Clauses.

Promotion of actions for the production of accessible goods and services.

Dissemination and social awareness actions.

Inclusion of disability in social responsibility plans or strategies.

Assessment of social innovation projects aimed at promoting the hiring of young people with disabilities, women with disabilities and people from other groups who within the social disability sector have greater difficulties accessing the labor market.