“gender equality have better economic “countries...

“GENDER EQUALITY IS ABOUT MEN AND WOMEN”VIVIANE REDINGFORMER VICE-PRESIDENT OF THE EUROPEAN COMMISSION, RESPONSIBLE FOR JUSTICE, FUNDAMENTAL RIGHTS AND CITIZENSHIP, CURRENTLY MEP

FÓRUM EMPRESAS PARA A IGUALDADE OUR COMMITMENTIGEN 2014 REPORT

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ENT“COUNTRIES WITH MORE GENDER

EQUALITY HAVE BETTER ECONOMIC GROWTH. COMPANIES WITH MORE WOMEN LEADERS PERFORM BETTER. PEACE AGREEMENTS THAT INCLUDE WOMEN ARE MORE DURABLE. PARLIAMENTS WITH MORE WOMEN ENACT MORE LEGISLATION ON KEY SOCIAL ISSUES SUCH AS HEALTH, EDUCATION, ANTI-DISCRIMINATION AND CHILD SUPPORT.THE EVIDENCE IS CLEAR: EQUALITY FOR WOMEN MEANS PROGRESS FOR ALL.”BAN KI-MOONSECRETARY-GENERAL OF THE UNITED NATIONS

“GENDER EQUALITY IS ABOUT MEN AND WOMEN – WE NEED BOTH GENDERS ON BOARD TO MAKE A DIFFERENCE.”VIVIANE REDINGFORMER VICE-PRESIDENT OF THE EUROPEAN COMMISSION, RESPONSIBLE FOR JUSTICE, FUNDAMENTAL RIGHTS AND CITIZENSHIP, CURRENTLY MEP

EQUALITYOUR COMMITMENT

FÓRUM EMPRESAS PARA A IGUALDADE01

P.08 GENDER EQUALITY AS A DEVELOPMENT DRIVERP.10 FÓRUM EMPRESAS PARA A IGUALDADE - IGEN: 2014 STRATEGIC LINES P.12 ACTIVITIES CONDUCTED BY THE FÓRUM IN 2014

TESTIMONIALS FROM COMPANIES INVOLVED WITH THE FÓRUM02

P.16 APDL | DOURO AND LEIXÕES PORTS ADMINISTRATIONP.18 APS | SINES AND ALGARVE PORTS ADMINISTRATIONP.20 APSS | SETÚBAL AND SESIMBRA PORTS ADMINISTRATIONP.22 AUCHANP.24 BAÍA DO TEJOP.26 CTTP.28 EDPP.30 ESTRADAS DE PORTUGALP.32 GALPP.34 GEBALISP.36 GRUPO CHP.38 GRUPO PSAP.40 IBMP.42 INCMP.44 L’ORÉALP.46 MERCERP.48 MICROSOFTP.50 NESTLÉP.52 NOVO BANCOP.54 PSA MANGUALDEP.56 PTP.58 RENP.60 RTP P.62 SANTANDER TOTTAP.64 XEROX

INDEX IGEN REPORT 2014

FINDINGS AND 2015 COURSE OF ACTION04

DESCRIPTION OF THE COMPANIES AND REVIEW OF IMPLEMENTED MEASURES

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P.66 DESCRIPTION OF COMPANIES INVOLVED WITH THE FÓRUMP.68 THE ASSOCIATION - RATIO MEN | WOMENP.68 MANAGEMENT POSTS - RATIO MEN | WOMENP.70 EXTENT OF IMPLEMENTED MEASURESP.71 IMPLEMENTATION OBSTACLESP.72 SUCCESS FACTORSP.73 EVOLUTION OF MEASURES IMPLEMENTATION

P.74 FINDINGS AND 2015 COURSE OF ACTION

IGEN REPORT 2014

“115 MEASURES WERE PROPOSED BY THE

31 COMPANIES.” “FÓRUM EMPRESAS PARA A IGUALDADE DE GÉNERO

– OUR COMMITMENT”

CHAPTER 01 FÓRUM EMPRESAS PARA A IGUALDADE

Gender equality is a basic right that currently the companies also consider a matter of business and skills.

Over the years, multiple studies have confirmed that companies balanced from a gender equality perspective are companies with an increased market value.

“The Fortune 500 firms with the best track record in raising women to prominent positions are 18-69 percent more profitable than median firms in their area.” Christine Lagarde

These are more valuable because they reflect the market reality, composed of men and women. Because of their gender diversity they are capable to develop products, services and approaches to consumers more in line with the reality.

GENDER EQUALITY AS A DEVELOPMENT

DRIVER

IGEN REPORT 2014 8 9

These companies are more worthy because of the acknowledged merit in not ignoring or not making use of half the existing potential and skills in the labour market. Nowadays, the universities produce men and women with equal skills, therefore ignoring this reality is delaying the companies’ development and also, consequently, the society’s development.

The companies are more worthy because they contribute to inject in the economy a value raised within it. To ignore half the population is ignoring half the business potential. Research indicates that approximately 70% of the purchase decisions concerning the main consumer goods are taken by women. Thus, having active women integrated in the companies and with purchasing power means to keep a major virtuous cycle for companies and economies.

Finally, the companies are more worthy also because the market is increasingly attentive to gender equality and is starting to look differently (positively) the companies that favour this equality. We are convinced that soon (or perhaps this is happening right now) the criteria list to decide the purchase or a specific good or service will include gender equality.

In a recent study, OECD estimates that reaching gender parity in the labour market shall boost a 12% GDP increase in the developed countries, during the next 20 years.

This awareness binds the 31 companies that joined the Fórum Empresas para a Igualdade, IGEN. We know that with a positive attitude and constant sharing we are building better companies and contributing to the sustainable development of a better society.


FÓRUM EMPRESAS PARA A IGUALDADE

IGEN: 2014 STRATEGIC

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The Fórum Empresas para a Igualdade, created in 2013, acts as a pioneering project in Portugal and Europe due to its operation, organization model and development potential.

Based in a work methodology with and for the companies, the Fórum Empresas para a Igualdade gathers 31 participating entities that believe in Gender Equality acknowledgement as a development and sustainability cornerstone. Due to its dynamic nature, permanently growing and renovating, it fosters the inclusion of new companies that share Gender Equality values and show interest in joining this platform.

It should be noted that the Fórum Empresas para a Igualdade is open to observers - companies, professional organizations, non-governmental organizations and experts, either individually or from the Academy, interested in monitoring the activities undertaken or even enriching these activities with their own contributions.

In 2014, the Fórum Empresas para a Igualdade carried on looking for innovative solutions to diminish professional segregation, ensure a higher transparency in the remuneration systems and boost a better gender balance in the access to senior management positions, which items were set has strategic items, thereby continuing the work developed in 2013.

These subjects were discussed in plenary sessions and debates, whereby the Fórum Empresas para a Igualdade endeavored to mobilize the member companies and also raise awareness of the rest of the Portuguese businesses.

The first markers that tell us of an evolution in gender equality among the companies involved with the Fórum are a clear sign that we are following a path, initiated yes, but far from finished. It should be mentioned that in 2014 we observed an evolution concerning women in management positions, with over 50% of the companies in the Fórum recording over 30% of women in these positions.

By acknowledging how current and crucial this debate is, and also the distance yet to be covered, the Fórum Empresas para a Igualdade shall keep targeting the promotion of balanced access of both men and women to leading positions and also the promotion of transparency and equity in remuneration systems.

The Fórum Empresas para a Igualdade shall continue pushing the cooperation between all entities that identify with its values, while adopting principles and policies that foster Gender Equality, and the promotion of experiences share and measures and practices portability between companies.


ACTIVITIES CONDUCTED BY THE FÓRUM IN 2014

Aiming at carrying into effect the strategic lines set by the Fórum Empresas para a Igualdade, several activities were carried out during 2014.

As expected, 4 plenary meetings took place, during which, besides the usual presentation and sharing of good practices by the companies, .proposals, documents and activities debate and approval, a new methodology for these meetings was introduced. There is now a systematic approach to subjects for reflection in gender equality - social dialogue, pay gaps between men and women, women in management positions and family-work conciliation and parenthood. As laid down by the Fórum, these meetings took place at the member companies’ premises, e.g. at IBM, Gebalis, RTP, and Estradas de Portugal, and new practices were presented by Novo Banco, Gebalis, RTP, Baía do Tejo, REN, CTT, and Estradas de Portugal.

The Fórum coordination was secured by its task force with monthly meetings. Three work groups were also built and developed their activity as from this year, namely: Measures Monitoring/Annual Report Draft Group, Thematic Think Tank and Communication Group; Control Group, Fórum Management and Assessment.

1. Fórum 14th Plenary Meeting - RTP2. Accession Ceremony for new companies, March 27th, 2014 - Galp

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In 2014, ten new companies joined the Fórum. During a public ceremony, which took place in March 27th, at Galp Energia premises, The companies Estradas de Portugal, Galp Energia, L’Oréal, Mercer, Metropolitano de Lisboa, Grupo PSA - Comércio e Banque, and REN signed the Accession Agreement, thereby raising the number of companies in the Fórum Empresas para a Igualdade to 31 companies. This event of high media visibility gathered 200 people from different IGEN companies, public entities and social partners, and it was also an opportunity to disclose the efforts undertaken by the Fórum in 2013.

In 2014 there was also the opportunity to introduce new control tools, namely monitoring the annual chronogram and creation and implementation of a plenary meeting assessment sheet.

Fórum Empresas para a Igualdade took also part in a set of different action focusing the subject gender equality and work-family-personal life conciliation.

3. Accession Ceremony for new companies, March 27th, 2014 - Galp 3


The initiative “Family Week Jumbo” of Auchan, took place in October 2014 and it stands out for its goals of fostering, raising awareness and involve coworkers in the company’s dynamics related to work and family life conciliation, leadership, gender equality, individual productivity, parenting, among other subjects. During this week, in October 31st, the Fórum took part in a round-table about “Conciliate is to work better? The companies’ and workers’ perspective” with the contributions from Auchan, PT Portugal, Gebalis, and Mercer, together with CITE and ACT. This event included the first mutual visit between companies of the Fórum, in order to deepen the exchange of practices and know-how. Auchan presented the facilities of the Rik & Rok school in Alfragide, as well as the operating model.

Other actions with the significant involvement of the Fórum were: support to the Equality Municipal Day initiative, that will happen every October 24th. In this day, together with the Day Organizing Committee and Lisboa Municipal Council, the IGEN participated with interventions of CITE, Auchan, Gebalis, and Santander it the forum “Conciliation Time and People”, which took place in the auditorium of Museu do Fado, in Lisbon. APS, Baía do Tejo, and PSA Mangualde were also involved in local initiatives that marked this day.

Besides the said interventions, the Fórum Empresas para a Igualdade also developed initiatives aiming at fostering gender equality among the Portuguese entrepreneurs, social partners, the Academia and also among international organizations, thereby endeavoring to push towards a change in attitude in this subject.

4. Round-table “Conciliate is working better? The companies’ and workers’ perspective” Family Week Jumbo - Auchan Alfragide5. Invitation to the Equality Municipal Day 5

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One of these examples was the debate promoted by Xerox Portugal, in November 26th, on the subject of “Gender equality is a good business”. The debate, moderated by Paulo Fidalgo, gathered the Estradas de Portugal CEO, Mr. António Ramalho, ISEG teacher and researcher, Ms. Sara Falcão Casaca, and Santander Totta Director of Human Resources, Ms. Isabel Viegas. Strategic audiences were invited to attend this initiative, which aimed at including in the agenda the gender equality as a business, sustainability and competitiveness issue for the companies, thereby gathering a varied range of perspectives and opinions. During this event, the CITE President also disclosed the 2013 IGEN Report, which counted with the contribution from every company.

The Fórum also present at the Academia, with some of the member companies taking part in debates and initiatives brought forward by universities.

Aiming at impacting the implementation of policies promoting Gender Equality, the Fórum Empresas para a Igualdade saw an increase in visibility in 2014, both internally and externally, and strengthened the lobbying by taking public positions. It should be emphasized the proposals, among others, for tax incentives for companies promoting the work-family conciliation and childbirth sent to the Secretary of State for Labour, to the Secretary of State for Parliament Affairs and Equality, as well as to the Parliament Committee for Social Security and Work of the National Assembly.

The Fórum Empresas para a Igualdade also cooperated in the development of a tool created by CITE, a diagnostic tool for Gender Wage Gap in companies named DSG Calculator, which allows the companies and other employers to take a self-assessment exercise on men vs. women wages equality. This tool went through a trial and validation process in four companies in the Fórum and is now available at CITE site.

By taking part in different actions and fostering the Fórum’s own initiatives, the 31 member companies proceeded throughout 2014 to assume a culture of acknowledgment and compromise with gender equality as a cornerstone for development and sustainability in the business world.

6. Debate “Gender equality is a good business” - Xerox 7. IGEN 2014 REPORT 8. National Assembly

9. DSG Calculator - CITE website

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CHAPTER 02 TESTIMONIALS FROM COMPANIES INVOLVED WITH THE FÓRUM

APDL | DOURO AND LEIXÕES PORTS ADMINISTRATIONTESTIMONIAL

By the end of 2014, there was a total of 200 workers, 88 of which are local. Women represent 35% of the total staff. The hierarchy is composed of 3 management positions (2 men and 1 woman) and 26 leadership positions, where women constitute 42% of these jobs, mostly in middle management positions.

We are aware of the underlying responsibilities for a socially responsible company, therefore the APDL has pursued a management model that views its growth within a sustainable development logic, respecting the relevant socioethical values, namely the principles of equality of opportunity and treatment and non-discrimination between sexes.


WE ARE AWARE OF THE UNDERLYING RESPONSIBILITIES FOR A SOCIALLY RESPONSIBLE COMPANY, THEREFORE THE APDL HAS PURSUED A MANAGEMENT MODEL THAT VIEWS ITS GROWTH WITHIN A SUSTAINABLE DEVELOPMENT LOGIC, RESPECTING THE RELEVANT SOCIOETHICAL VALUES, NAMELY THE PRINCIPLES OF EQUALITY OF OPPORTUNITY AND TREATMENT AND NON-DISCRIMINATION BETWEEN SEXES.

In 2014 the company commitments under the Fórum Empresas para a Igualdade targeted the promotion of family-work life conciliation. The promotion of the quality of life, health and well being of the workers and their families are good practices systematically put into practice by the company to improve the workers productivity and, hence, to have a positive impact in the company’s image and reputation. The company implemented measures that

translate into health and education support for the workers and close family and brought about an investment of approximately 600 thousand euro during this year.

It was also carried out an awareness action on internet safety for the children of the workers, which was attended by 50 children between 6 and 14 years old, which got to know the rules for a sound and safe use of the new technologies.


TO ENSURE A HIGHER INVOLVMENT AND DIALOGUE WITH THE WORKERS OF BOTH SEXES AND FOSTER THE PRESENTATION OF TIPS CONCERNING THE WORK-FAMILY-PERSONAL LIFE AND PARENTHOOD PROTECTION, A FORMAL MECHANISM WAS CREATED IN THE COMPANY’S WEBSITE.

APS | SINES AND ALGARVE PORTS ADMINISTRATIONTESTIMONIAL


During 2014, APS made new commitments under the IGEN scope by carrying out a 21 hours training session on gender equality and non-discrimination, provided by the Commission for Equality in Labour and Employment (Comissão para a Igualdade no Trabalho e no Emprego, CITE) which included 16 individuals (10 women and 6 men).

To ensure a higher involvement and dialogue with the workers of both sexes and foster the presentation of tips concerning the work-family-personal life and parenthood protection, a formal mechanism was created in the company’s website.

In 2014 the 2014/2017 Plan for Gender Equality (PP005) was reviewed and the List of Services with Equipments to Support Work/Family/Personal Life Conciliation, specially the support to children and youth, seniors, disabled people and under the

scope of health and well-being, existing in the vicinity of the APS workers residence (LS006).

APS has a list concerning the General Information Obligation (LS021) and a list concerning the Specific Information Obligation - Respect Obligation Towards Men and Women’s Dignity at the Workplace, Equality and Non-Discrimination and Parenthood Protection (LS026).

Finally, to proceed with the National Campaign for Conciliation of Work-Family Life initiated in 2013, the poster exhibition in the premises of Sines Port was continued and we joined the Campaign for the National Equal Pay Day fostered by the CITE in an attempt to raise the worker’s awareness for gender equality, everyone’s responsibility.


THE APSS IS AWARE OF THE COMMITMENT MADE BY JOINING IGEN - FÓRUM EMPRESAS PARA A IGUALDADE SINCE ITS CREATION TO FOSTER PROFESSIONAL EQUALITY BETWEEN MEN AND WOMEN AND END ALL DISCRIMINATION. THEREFORE WE APPROVED FOR 2014 TWO MEASURES THAT WERE IMPLEMENTED AND TRANSLATED (THE FIRST MEASURE) INTO THE REVISION AND UPDATE OF SEVERAL DOCUMENTS EXISTING IN THE COMPANY, IN ORDER TO USE GENDER-NEUTRAL LANGUAGE OR A LANGUAGE PROMOTING GENDER EQUALITY, AND (THE SECOND MEASURE) INTO THE ADOPTION OF MEASURE TO SUPPORT CONCILIATION BETWEEN WORK-FAMILY-PERSONAL LIFE.

APSS | SETÚBAL AND SESIMBRA PORTS ADMINISTRATIONTESTIMONIAL


The APSS is aware of the commitment made by joining IGEN - Fórum Empresas para a Igualdade since its creation to foster professional equality between men and women and end all discrimination. therefore we approved for 2014 two measures that were implemented and translated (the first measure) into the revision and update of several documents existing in the company, in order to use gender-neutral language or a language promoting gender equality, and (the second measure) into the adoption of measure to support conciliation between work-family-personal life.

In addition to the revision of several internal regulations, as well other procedures already in place under our Quality, Environment, and Safety Management System, bearing in mind the usage of gender-neutral language, we now include every year in the Activity Plan a Chapter dedicated to gender equality and conciliation between work-family-personal life.

Within the subject conciliation, several fathers and mothers were authorized to have flexible work schedules so they can more easily support their children, and the “APSS Schoolbook Bank” was created for the employees’ children attending the 1st, 2nd, and 3rd cycles of basic education and also the secondary education, so to encourage exchange/donnation of schoolbooks, raise a sense of respect for the book in the students, contribute for a better environment by supporting a more fruitful management of paper, thereby favoring the employees savings.

Several protocols were closed with different institutions in health and catering areas to provide the employees and their families with more convenient prices in the services and goods by us.


AUCHANTESTIMONIAL

In this past years, Auchan Portugal Hipermercados made significant advances in gender equality, thereby proving the clear commitment and the importance of this subject in the company’s mission, values and strategy. 25 % of management positions are held by women, both men and women are integrated in jobs traditionally associated to one gender (such as security, the meat counter, fish counter, entry level employees and store management for middle management), the Rik & Rok schools are open throughout the year, every day of the week during the extended hours, and many other internal and external practices, all this show some investments to promote equality between men and women and to support conciliation of work-family life.This strategy is a clear influence of the Groupe Auchan and asserts a distinctive and pioneer attitude, specially in the distribution sector. In this sector, we are the only company in Portugal with SA800 certification since 2006, and we focus in

the creation of communication, monitoring and assessment processes and procedures allowing not only to improve


internal practices but also to raise awareness and involve the teams to adopt an ethical and responsible internal conduct, focused in enhancing the abilities of people, for that is the critical matrix for our human resources policy. This way to be and look at business received once more public recognition in 2015, since this was the only private sector company to receive the Honourable Mention of the Prize “Equality is Quality”, awarded by the Commission for Equality in Labour and Employment and the Commission for Citizenship and Gender Equality.

With the participation in the Fórum Empresas para a Igualdade, the most striking measure of 2014 was, indeed, the Family Week Jumbo. For five days nine different activities were executed (from family contests, encouragement for internal voluntary activities, workshops organization, among other) aiming at raising awareness, involving and encourage participation of all employees in dynamics on leadership, family importance, work-family conciliation, individual productivity, time management, among other, specially in

a demanding time of the year in terms of economic results and therefore with a strong impact at a personal and family level. The success of this model was primarily due to three factors: involvement of strategic interested parties (IGEN companies, Fundação Pão de Açúcar Auchan, Immochan, among others), which contributed to the execution of activities and improvement of the addressed themes; focus on the company directors as specific public requiring more awareness towards these themes and, finally, a global approach to the theme at a national level, thereby revealing its importance in the organizational culture of Auchan. The testimonials enhance some reactions to the positive aspects of this initiative:

“Usually, this subject is seldom addressed in companies, and Auchan was successful in creating ‘space’ for this theme, and we welcome it (...)”.

“Bringing about this theme in a seminar is a sign that the company is changing and worries about the employee’s family and well-being.”

“This is a relevant initiative. This is a reason to be proud of, the fact that my company takes interest in working these themes (...)’.

THIS WAY TO BE AND LOOK AT BUSINESS RECEIVED ONCE MORE PUBLIC RECOGNITION IN 2015, SINCE THIS WAS THE ONLY PRIVATE SECTOR COMPANY TO RECEIVE THE HONOURABLE MENTION OF THE PRIZE “EQUALITY IS QUALITY”.


Last year (2014) we started our Equality Plan by taking this as a major tool to pursue gender equality in this company. In 2014 this same Plan became a reality and allowed us to to conclude that Baía do Tejo is now a more inclusive company, more caring and more united.

TESTIMONIAL

BAÍA DO TEJO

To break deconstruct and dissipate deep-rooted habits as been a permanent challenge, readily taken by our company.

This theme as been increasingly welcomed, and became intrinsic instead of superficial, thereby meeting the major goal.

In this company Gender Equality is here to stay. This is not a craze, it is management practice.

PAULO GAMITO

MANAGER


IN THIS COMPANY GENDER EQUALITY IS HERE TO STAY. THIS IS NOT A CRAZE, IT IS MANAGEMENT PRACTICE.


CTT

CURRENTLY WOMEN REPRESENT 33.4% OF THE WHOLE STAFF, BUT AT SOME LEADERSHIP LEVELS THE PERCENTAGE OF WOMEN EXCEEDS THE WEIGHT IN THE COMPANY UNIVERSE. THUS 18.2% OF THE BOARD MEMBERS AND 40% OF THE EXECUTIVE COMMITTEE ARE WOMEN.

TESTIMONIAL


And we have been true to this tradition. Currently women represent 33.4% of the whole staff, but at some leadership levels the percentage of women exceeds the weight in the company universe. Thus 18.2% of the board members and 40% of the executive committee are women. 38.3% and 42.0% of the top and middle management positions are filled by women and the remainder management levels, including management of CTT stores and Post Distribution Centers, among others, are secured in 48.3% by women.

These numbers show how far this 12 thousand workers company has came, but it is clear that there is still a lot to do in terms of gender equality. In 2014 we developed the e-learning course “Equal Opportunities Right and Non-Discrimination”, which included a module on harassment, among others, and undertook the drafting of the Equality Plan. Concerning work-family-personal life conciliation, part of the benefits granted to the employees and families exceed the legal requirements. Throughout the year we organized different initiatives for the employees and their families to encourage interaction, sports and culture. The subject Pay Gap was already identified and will be dealt with in the future.

We are fully aware that diversity, in its various facets, is a drive for change, innovation and a guarantee for balance and suitable adaptation to the environment.

CTT is a company nearly five centuries old, and has long adopted a quite progressive stance concerning gender. Due to the nature of some services, such as client service, women soon took a relevant place. Everybody remembers the nice ladies at the old mail posts. Most of these ladies had management jobs and were in charge of the management of the store, its staff and ensure the preservation of the assets.


EDP

NFollowing approval of the Diversity Policy in 2013, EDP endeavored all through 2014 to implement measures fostering gender equality within the organization. The commitment to IGEN reflected therefore our goals, which included initiatives within survey, development and employees training.

An internal survey was implemented to assess the employees’ perception concerning possible obstacles to their career development. The results show that women have a much more significant insight of social obstacles (e.g. work-family conflict), attitudes (individual related) and interaction (e.g. gender and

race discrimination). The needs assessed thus turned out to be essential clues to the creation of specific measures.

By joining Professional Women’s Network Global (PWN) we were able to make available to EDP female employees tools relevant for their personal and professional development, as well as the opportunity to create an external network with other female professionals. We share the testimonial of a employee included in this network: “I acknowledge a huge advantage in establishing a wide and interesting networking, which allows to learn from experiences developed in other companies.”

TESTIMONIAL


“As a group we can attract, develop and withhold different types of talents, taking up the Diversity and Inclusion principles as facilitators of organizational innovation, thereby allowing us to develop a more comprehensive view of the society itself where we are embedded in.

Thus, we strive to integrate even more our gender equality and work-personal life practices, in order to attract, manage and develop individuals”.

PAULA CARNEIRO

EDP HR DIRECTOR

SIMULTANEOUSLY TO THE MEASURES ESTABLISHED, IT WAS ALSO POSSIBLE TO ACKNOWLEDGE THAT IN EDP, IN AVERAGE, THERE IS NO SIGNIFICANT DIFFERENCES BETWEEN MEN AND WOMEN SALARIES.

Also implemented the goal to ensure proportionality of women in internal training programs, at the Managers Development School, thereby promoting equal opportunities for development and a wider education and visibility for potential female applicants for management positions.

Simultaneously to the measures established, it was also possible to acknowledge that in EDP, in average, there is no significant difference between men and women salaries.


ESTRADASDE PORTUGAL

BY CREATING THE INFRASTRUCTURES OF PORTUGAL WE SHALL PUSH FORWARD TOOLS SUCH AS THE EQUALITY PLAN AND THE CODE OF CONDUCT AND SHALL RENEW THE COLLABORATION WITH IGEN CONFIDENT THAT WE WORK TO BUILD AN ORGANIZATIONAL CULTURE AND A SOCIETY INSTILLED WITH EQUALITY VALUES.

TESTIMONIAL


The importance of the subject Gender Equality and Conciliation grew throughout the 1st quarter of 2014 and turned out to be the major subject of the year in the company, both internally and externally.

It should be stressed out the approval of the Equality Plan of our company (PIEP) and the appointment of the Task Force for Equality (GTI), responsible for implementing the plan, and the signature of the Accession Agreement to Fórum Empresas para a Igualdade, which was attended by the CEO of EP.

To celebrate the International Women’s Day an electronic document was drafted on the role of women in our company, and several relevant facts emerged that “deconstructed” prejudices of a “house of men and engineers”

Besides the little known story of the female farm workers who were responsible for the preservation and construction of roads during the Estado Novo regime, we pushed forward the 1st female engineer graduated at the College of Engineering of Porto, in the 20th century, who was also the 2nd female engineer in this country, and the first female engineer of JAE (Junta Autónoma das Estradas), who spent all her career in our company - Eng. Moura.

In the past decades the evolution was very positive. In 2013: Feminization rate: 43.5%; women in management positions - 43%; women in senior management positions - 33%; educational level - 52% of the whole universe MW with higher education were women; senior executives - 52% of the whole universe MW in this career; pay gap - 1.028

The EP’s CEO sponsoring of the theme pushed Gender Equality to a new level. As an example, EP collaborated in the section on Gender Equality of the magazine Human Resources, nr. 49, with an article from our CEO with the title Create Routes for Equality; was present in several debate forums; fostered intern brainstorming session on conciliation; held a lunch with the company’s female managers, thereby showing its original view on “equality as a good business” and valued female shadow skills.

The training in gender equality was not forgot with the training of nursery school teachers and assistants for the company “O Ninho” and training of GTI members on central points for equality of the company’s Organic Units. These actions gave rise to a Tab at the company’s internal portal on this subject, with links to entities related to this theme.

The measures laid down in PIEP and Accession Agreement were generally met. We stress three of them:

• Under the program “Be part” suggested in the company’s Internal Communication Plan, fostering of 2 actions-discussion, one on Father’s Day, the other on Children’s Day.

• Initiative “Father of the Year” - encouragement to take shared initial parental leave with a 2 day bonus for each 30 consecutive days taken by the father, additional to the exclusive leave of the father, up to 4 day bonus.

• Workshop “Lets learn”, with the Chef Fábio Bernardino - preparing sweets for father-men and children.

However we would like to conclude this testimonial with the internal exhibition: “Gender equality. Us, Curves and Bridges” and the short documentary “Feminine Stories: a conquered place” (with clips from interviews to women holding management positions throughout time), accompanying it. The exhibition opened in October 16th, the day EP happily hosted IGEN’s 10th Plenary Meeting. These two initiatives originated others associated to its disclosure. They involved also different organic units of the company and rose awareness of its modernity, bringing to light the leading role conquered by women in business management and Portuguese engineering.

By creating the infrastructures of Portugal we shall push forward tools such as the equality plan and the code of conduct and shall renew the collaboration with igen confident that we work to build an organizational culture and a society instilled with equality values.


GALP

By joining the Fórum Empresas para a Igualdade, Galp Energia took a commitments to improvement embodying the principles of equality and non-discrimination between men and women in employment, and implemented measures which contributed to strengthen equal opportunities, as well as conciliation between work-personal-family life and parenthood protection.

At an initial stage, the company raised awareness among managerial staff to gender equality as a strategic asset for the company, raised awareness also to non discrimination by gender, enhancing the advantages of mixed teams, explaining the laws on motherhood and fatherhood protection and

TESTIMONIAL


AT AN INITIAL STAGE, THE COMPANY RAISED AWARENESS AMONG MANAGERIAL STAFF TO GENDER EQUALITY AS A STRATEGIC ASSET FOR THE COMPANY, RAISED AWARENESS ALSO TO NON DISCRIMINATION BY GENDER, ENHANCING THE ADVANTAGES OF MIXED TEAMS, EXPLAINING THE LAWS ON MOTHERHOOD AND FATHERHOOD PROTECTION AND EMPHASIZING THE IMPORTANCE OF MOTHER-FATHER SHARING.

emphasizing the importance of Mother-Father sharing. Thus, awareness raising activities were developed targeting senior managers, of compulsory attendance, on the advantages of respect for Gander Equality in team management.

There were also open conferences on Gender Equality and work-family conciliation, which focused on exercising parenthood as a cornerstone of Work-Family and Personal life Conciliation and as one of the major aid for human happiness and social well-being, affecting motivation and productivity in the work environment.

Another initiative consisted of expanding the use of

inclusive language in the company’s official documents still lacking this language. Therefore, a Guide was drafted with the rules to apply this inclusive language, subsequently to be distributed by the company services producing communication documents.

Also, the Code of Ethics was revised to reinforce Gender Equality policies assumed in the governance model.

The participation of Galp Energia in the Fórum Empresas para a Igualdade strengthened the company’s position concerning equal gender opportunities and proved a major experience in sharing information and ideas with other companies.


DURING THE YEAR TO WHICH THE REPORT RELATES, GEBALIS APPLIED AND WAS AWARDED FOR THE SECOND TIME THE “HONORABLE MENTION” OF THE “EQUALITY IS QUALITY AWARD”, WHICH RECOGNIZES EMPLOYERS WITH OUTSTANDING POLICIES IN EQUALITY BETWEEN MEN AND WOMEN AND WORK-FAMILY LIFE CONCILIATION.

GEBALISTESTIMONIAL


This year Gebalis celebrates 20 years and, since its creation in 1995, established measures to conciliate work-family-personal life and improve equality between men and women far beyond the legal provisions. By joining Fórum Empresas para a Igualdade in 2013, this company strengthened these commitments. Since then, we regularly disclose, both internally and externally, events related to Gender Equality, raised the document pool on this subject, improved the inclusive language and undertook a awareness raising activity on gender equality for technicians and middle managers of our company.

Concerning work-family-personal life conciliation, the workers are now allowed to bring their school-age children to the workplace for one day each month or when a special need arises. As from July 2014, employees are also allowed the birthday afternoon off work. Following this measure, and upon proposal of a collaborator, the employees are now allowed the whole birthday off during 2015.

During the year to which the report relates, GEBALIS applied and was awarded for the second time the “honorable mention” of the “equality is quality award”, which recognizes employers with outstanding policies in equality between men and women and work-family life conciliation. Gebalis was also awarded, in October 2014, for the 3rd time in a row (the first time in 2009 and the second time in 2012) with the European Label for Social Responsibility “CEEP CRSLabel” - acknowledging the activity of the company had a positive impact in the city of Lisbon at social, environmental and economical level.


GRUPO CH

At Grupo CH we do not consider Gender Equality as a special issue, separated form the daily management of our organization. This is the result of combining the values, principles and policies of the organization, and therefore is deep-rooted in our DNA. We do it naturally. We are aware that our social contribution goes far beyond the regulatory boundaries and, therefore, we have implemented a set of practices concerning the conciliation between personal-family-work life, and also fostered a balanced participation of women and men in the organization, namely in what concerns decision-making bodies.

TESTIMONIAL


AT GRUPO CH WE DO NOT CONSIDER GENDER EQUALITY AS A SPECIAL ISSUE, SEPARATED FORM THE DAILY MANAGEMENT OF OUR ORGANIZATION. THIS IS THE RESULT OF COMBINING THE VALUES, PRINCIPLES AND POLICIES OF THE ORGANIZATION, AND THEREFORE IS DEEP-ROOTED IN OUR DNA.

In 2014 we endeavored to intensify the number of protocols with support services with special benefits for employees and families, and also to promote internally the enjoyment of those benefits. In this context we performed a diagnostic to identify the effective needs of the employees and adapt our activity.

Also a priority in 2014, raising awareness among the employees to this issue and sharing information on rights to gender equality through our internal communication channels.

The Grupo CH started in 2014 a study on its pay gaps, by firstly performing a qualitative analysis its human resources management processes associated to salaries attribution and other benefits and, secondly a quantitative analysis of salaries reality.


GRUPO PSA

THE AUTOMOTIVE SECTOR REMAINS A HIGHLY MASCULINE SECTOR, ALTHOUGH LITTLE BY LITTLE WE MEET EVOLUTIONS CONCERNING FEMINIZATION AND GENDER EQUALITY.

TESTIMONIAL


The automotive sector remains a highly masculine sector, although little by little we meet evolutions concerning feminization and gender equality. In our sector, as in many other sectors, there are very few women in senior positions, management committees or executive committees. Currently there is still some skepticism about women’s’ capability to assume responsibilities, regardless of their skills. As a consequence, women are under daily scrutiny and cannot afford to err. However, a skilled woman who reaches to a management position and lived through this type of experience is generally prepared because she had to work and acquire much more knowledge than a man in the same position.

One major goals of the Women Network of Grupo PSA Peugeot Citroen “Women engaged for PSA” is to contribute to Top Management feminization. It started in France, in 2010, with the support of the former group CEO, Mr. Philippe Varin and the current support of Eng. Carlos Tavares. In 2014 the network was launched in the Iberian Peninsula and Algeria and, in 2015, we will make an effort to raise the number of members, namely in Portugal, where there are a few women with the right profile. The network is intended to skilled women with ambition and potential to reach positions of high responsibility. This an opportunity for women to meet other women with new experiences, from other sectors and share these fulfilling experiences, thereby expanding their knowledge and their network. They can freely join the network through an application with a motivation letter and the Steering Committee validates the inclusion of new members. The network provides meetings with senior managers of this group, between other women professional

networks and a annual seminar for all members. Besides the personal development, the Women’s’ Network has an additional role with a direct involvement in business: half the decisions to buy a car are taken by women and indirectly their weight is even higher. Therefore is crucial to take into account the feminine opinion from the car design to the client’s progress. Thus, new work groups were created to have an active participation in the development of new products, providing a feminine view as a “client” and professional in the sector. Additionally, there are groups to work on a feminine perspective or the business, from the client’s experience at a car dealership all through the feminine leadership. This business facet represents a major axis and the PSA Women network aims at a full integration in the future of the Group.

Women in leading positions have a very important mission to secure a more fair future for the next generations. Thus, they must CONVINCE, exhibit the credibility, the professionalism of Women to make it usual to select a candidate for a Top Management job because of its skills and not because of gender. We already walked most of the path, but there is yet a long way to go that will require quite some determination and perseverance in order not to quit.

HÉLÈNE BOUTELEAU

COMMERCIAL DIRECTOR FOR PEUGEOT AND REPRESENTATIVE IN PORTUGAL OF THE WOMEN’S NETWORK “WOMEN ENGAGED FOR PSA”


IBM

IBM’s ongoing commitment with diversity is one factor that brings us forward as one of the leading companies globally integrated in the world.

We would like to mention the “EX.I.T.E Camp” - this activity encourages interest in technology and engineering among young girls between 11 and 13 years old. The EX.I.T.E. - Portuguese acronym for Exploring the Interest in Technology and Engineering is an IBM initiative aiming to contribute in the medium term, to a more balanced scenario as regards to the number of men and women choosing courses connected to engineering and technologies, regardless of the social or economic context. The 2014 EX.I.T.E. Camp took place between 8 and 11th at the Polytechnic Institute of Tomar, under the theme “Technology is future!”, became an agenda

TESTIMONIAL


full of activities, projects and games put into practice by a group of 40 volunteers from IBM, Polytechnic Institute of Tomar and Technology Innovation Centre of Tomar, managed by SoftINSA, an IBM Group company.

This was the 10th consecutive edition of this initiative in our country and we are proud of this continued commitment of IBM in Portugal, also in Corporate Citizenship area, and of IBM’s ongoing investment in science and technology, in this case addressing professional gender inequality, by focusing in Portuguese women. It should be mentioned the support and acknowledgement of EX.I.T.E. also by the national relevant entities, which also contributed, together with a very positive assessment by those involved in it, to the continuity and sustainability of this initiative in Portugal.

Additionally, as regards to diversity and inclusion, and also equal opportunities, the Company proceeds making available to its employees a whole range of activities and programs, among which we would like to highlight, in 2014, implementation of Curative Medicine, Nutrition Consulting, Tai-Chi Practice with skilled teachers. These initiatives are included in a wider program, aiming at diminishing cardiovascular accidents risk, and lowering high blood pressure, thus pursuing an improvement in healthy habits and allowing a better management and interconnection between personal-family-work life for all employees.

WE WOULD LIKE TO MENTION THE “EX.I.T.E CAMP” - THIS ACTIVITY ENCOURAGES INTEREST IN TECHNOLOGY AND ENGINEERING AMONG YOUNG GIRLS BETWEEN 11 AND 13 YEARS OLD. THE EX.I.T.E. IS AN IBM INITIATIVE AIMING TO CONTRIBUTE IN THE MEDIUM TERM, TO A MORE BALANCED SCENARIO AS REGARDS TO THE NUMBER OF MEN AND WOMEN CHOOSING COURSES CONNECTED TO ENGINEERING AND TECHNOLOGIES...


INCM

Imprensa Nacional-Casa da Moeda is a socially responsible company has been firmly implementing measures that promote gender equality among its employees and adopting policies for conciliation of family-work life.

Joining Fórum IGEN, and active participation in international projects is a deliberate option of this company, which allowed both the internal development of this theme and the implementation of measures and innovative policies.

Thus, we are happy to conclude that most commitments taken for 2014 were met.

Special mention should be made to the approval of the Gender Equality Plan, which outlined the creation of a follow-up structure named Committee for Gender Equality and a specific email address to send relevant questions.

The donation of a Baby Kit for each new baby born from an employee was one initiative that got widespread approval together with the encouragement to enjoy the fathers parental leave.

Lets hear from the beneficiaries:

TESTIMONIAL


IMPRENSA NACIONAL-CASA DA MOEDA IS A SOCIALLY RESPONSIBLE COMPANY HAS BEEN FIRMLY IMPLEMENTING MEASURES THAT PROMOTE GENDER EQUALITY AMONG ITS EMPLOYEES AND ADOPTING POLICIES FOR CONCILIATION OF FAMILY-WORK LIFE.

In your opinion, what is the result of the conciliation policies implemented by the INCM throughout the years?I think it was very positive.I believe a productive employee is an employee who can dedicate time to the family without affecting his/her work.With the evolution in the conciliation policies women can be mothers and professionals at the same time. As a collaborator in INCM, it is quite challenging to keep the balance between family and work without one hurting the other.

Which do you value the most?The possibility to adjust my working hours to my personal needs through remote work, thereby allowing me to stay with my kids.

SOFIA PIRES

IT (EMPLOYEE FOR THE PAST 9 YEARS)

How do you see the gender equality principle implementation in your daily work?First of all I fell happily discriminated because I am the only man working with 13 women. In my opinion, gender inequality shall have to be eliminated through an integrated intervention in the different domains of the society, only then can we achieve full equality between men and women.

RICARDO NEVES

CANTEEN COORDINATOR (EMPLOYEE FOR THE PAST 16 YEARS) )


L’ORÉALTESTIMONIAL

Committed to pursue an integration model for equality at work, L’Óreal Portugal joined Fórum Empresas para a Igualdade since March 2014. In line with its mission and values, 50 employees received training on Diversity and Equality, and also 23 managers in recruiting and selection according to the principles of equity and non-discrimination.

The conference “One step for Equality” was carried out to share results and debate ideas. The recruitment campaign at the universities was relaunched, thereby fostering elimination of professional gender stereotypes.


Implementing new socially responsible practices securing a more balanced positioning of men an women in the different professional ranks and, specially, in middle and senior management positions, of which over 50% are women, and valuing parental protection, reflected in the extension of mandatory parental leave, already enjoyed by 68% of the fathers, those are a few reasons that made our subsidiary into an European reference in diversity and labour equity.

The obtained results bring about two large challenges for the future: responsibility to keep the attained level and promote it through innovation and sharing among companies.

To encourage conciliation between personal-family-work life, the “Summer time” (employees can leave work from 3 pm on Fridays) was expanded to a 3 month period. Employees also have the birthday off.

In 2014, for the first time, a woman was appointed for Country General Manager of Grupo L’Óreal in our country - Inês Caldeira.

For the second time, L’ÓREAL Portugal was acknowledged the better European subsidiary to promote gender equality in the labour universe by obtaining the highest rating from GEES - Gender Equality Europeans Standard.

FOR THE SECOND TIME, L’ÓREAL PORTUGAL WAS ACKNOWLEDGED THE BETTER EUROPEAN SUBSIDIARY TO PROMOTE GENDER EQUALITY IN THE LABOUR UNIVERSE BY OBTAINING THE HIGHEST RATING FROM GEES - GENDER EQUALITY EUROPEANS STANDARD.


IN 2014 MERCER PORTUGAL FOSTERED SEVERAL INTERNAL INITIATIVES TO IMPROVE EQUAL OPPORTUNITIES FOR MEN AND WOMEN WITHIN THE COMPANY. WE THINK IT IS JUST AS IMPORTANT TO CONTRIBUTE FOR A HIGHER GENDER EQUALITY IN PORTUGAL BY INVESTING TIME AND MONEY AND INVOLVING SENIOR MANAGERS (MEN AND WOMEN) IN THIS SUBJECT.

MERCERTESTIMONIAL


Diversity is one of the six values in Mercer, gender equality is clearly a subject of major importance. For that, we implemented the Women@Mercer initiative in Portugal approximately 3 years ago and joined the Fórum Empresas para a Igualdade in 2014.

In 2014 Mercer Portugal fostered several internal initiatives to improve equal opportunities for men and women within the company. We think it is just as important to contribute for a higher gender equality in Portugal by investing time and money and involving senior managers (men and women) in this subject.

We highlight the following events/activities:• Presentation the results of the study Women Thrive, business thrive, which main goal was to identify ways to speed up gender equality;• Carrying out internal workshops for employees, aiming at providing both women and men better skills in leadership;• Internal campaign for Woman’s Day with the exhibition of several posters in the office to show statistics that prove why the gender equality is important in Portugal;• Party for employees’ children (small children and adolescents) carried out at Mercer and drawn up by the parents to encourage balance between personal and work life.

As regards to the results, we would like do highlight:• Mercer employees (male) with children spent for the first time Father’s Day or a few hours with their children, and so this initiative contributed to the perception and experience of personal life balance as an issue for both men and women;• The number of Women@Mercer members raised significantly since last year - and now has 104 members, including, finally, 19 men!


MICROSOFT

IN TECHNOLOGY COMPANIES THE ISSUE OF GENDER EQUALITY IS A CHALLENGE, AND TO MEET SPECIFIC GOALS, SUCH AS RAISING THE PERCENTAGE OF WOMEN, RAISING THE NUMBER OF WOMEN IN TECHNICAL POSITIONS AND IN LEADERSHIP AND MANAGEMENT POSITIONS, WE HAD TO DRAW UP SPECIFIC MEASURES SUPPORTED BY THE ORGANIZATION’S TOP MANAGEMENT, WHICH MEASURES LED US TO GOOD RESULTS.

TESTIMONIAL


Microsoft Portugal joined the Fórum Empresas para a Igualdade since its beginning because this is a subject comprehended in our policy for Diversity and Inclusion and because it completed the investment and work developed by us on this subject.

In technology companies the issue of gender equality is a challenge, and to meet specific goals, such as raising the percentage of women, raising the number of women in technical positions and in leadership and management positions, we had to draw up specific measures supported by the organization’s top management, which measures led us to good results. Our actions ranged, for instance, from looking into the quality of the development plans and careers of our employees, recruitment activities in technical universities, and efforts to include feminine talents in succession plans for the more relevant positions in the company.

Despite the good results we shall continue to walk the path we committed to because we think that balance in terms of gender representativeness isn’t just “nice to have”, but an imperative for our success.

Being a member of Fórum Empresas para a Igualdade is part of our path and commitment!


We also believe that the implementation of measures such as flexibility and conciliation between family-work life are critical for gender equality evolution. To this end, we have been monitoring the use of these measures in order to encourage putting them into practice and we can claim very positive results. To improve the balance between men and women is essential to secure the best talents, best vision of our consumers and ensure that we are taking the best business decisions.

2014 was a challenging, passionate year, and we believe that we are on the right track to become an organization of excellence in gender equality.

At Nestlé we are aware that our employees are the key to success. Nothing can be achieved without their involvement. Thus. Nestlé provides them with crucial tools for their professional and personal evolution, namely as regards to implementation of measures allowing equal opportunities and career development.

One of those measures comprehends recognition of employees who advance independently and with success their secondary or college education or even other specific training in their area of interest, whereby of all the employees recognized in 2014, 50% were women and 50% were men.

NESTLÉTESTIMONIAL


WE ALSO BELIEVE THAT THE IMPLEMENTATION OF MEASURES SUCH AS FLEXIBILITY AND CONCILIATION BETWEEN FAMILY-WORK LIFE ARE CRITICAL FOR GENDER EQUALITY EVOLUTION.


NOVO BANCO

WE ARE PROUD OF BEING A COMPANY INCLUDING IN ITS HUMAN RSOURCES POLICY THE PRINCIPLE OF EQUALITY AND NON-DISCRIMINATION - REGARDLESS OF THE TYPE OF DISCRIMINATION WE ARE TALKING ABOUT - AND WHERE THERE IS A QUITE BALANCED RATIO BEWTWEEN BOTH SEXES, SPECIALLY WHEN COMPARED TO MARKET DATA.

TESTIMONIAL


As a company member of the Fórum Empresas para a Igualdade, and before we share the milestones of 2014, we think it is appropriate to put in context our change process during the past year.

By mid August the brand Novo Banco was created, and we had to decide whether to stay or not within the Accession Agreement to Fórum Empresas para a Igualdade, signed in early 2014 (when the name BES was still effective), and also to think about the pursuance of the commitments made before the Fórum for that year. The decision taken by the Board and Human Resources Department to proceed with the project was unquestionable, and from among a considerable number of change projects (inherent to a Transition Bank), Gender Equality was considered as a major subject and therefore it should stay among the institutions’ goals.

We are proud of being a company including in its human resources policy the principle of equality and non-discrimination - regardless of the type of discrimination we are talking about - and where there is a quite balanced ratio between both sexes, specially when compared to market data. In December 2014 there was 47% women compared to 53% men in our permanent staff.

We are also proud for being able to keep our benefits policy for employees despite the turmoil in 2014, most of the measures already in place, going far beyond the legal requirements, both for parenthood and conciliation.

We are proud because we are the only banking group in Portugal where a woman holds the position of Chair of the Executive Committee of one of its banks (Banco BEST).

Finally, and although we acknowledge the long way we still have to go concerning women representation in the Board, we are proud because we met all goals we have set ourselves for 2014 under this Fórum Empresas.

2014 was another year of valuable sharing and exchanging of experiences and good practices with the other institutions in the Fórum Empresas para a Igualdade in the sense that it not only allowed to implement in our Bank some new practices, but also allowed to inspire other with our good practices, thereby pursuing a higher goal which is to contribute to a better world in terms of Gender Equality. It is worth to mention, considering that several companies in the Fórum are undergoing a huge change process, this share came true thanks to the network built, and expanded to other subjects, thereby enriching even more the importance of belonging to IGEN.

We think it is particularly interesting and effective the format of this project and we want to highlight and thank the excellent job executed by the different subgroups that made up the Fórum, as well the constant support and incentive from CITE.

The Novo Banco shall proceed in 2015 being a part of this Fórum, taking new commitments, implementing more measures pro-equality, pro-conciliation, pro-support to parenthood. among others.


PSA MANGUALDE

IN THE EARLY 2014 WE APPOINTED ONE OF OUR FEMALE TECHNICIANS RESPONSIBLE FOR THE NIGHT SHIFT OF THE MECHANICS TEAM UNIT. UP TO THIS MOMENT, THIS JOB HAD ALWAYS BEEN HELD BY MEN. WE WERE PLEASED TO SHATER TWO PARADIGMS, A WOMAN LEADING THE MECHANICAL SECTOR DURING THE NIGHT SHIFT.

TESTIMONIAL


In every automotive p§lant there is a competition to gain the production of future models. For this reason new project teams are built to work hard on the future launch. In this context, we appointed one of our female engineers chief officer for the project in Mangualde. This position requires regular international meetings with the plant representative, leading a transversal technical team operating in Mangualde.

In line with our social responsibility policy, we encouraged the celebration of 2014 Equality Day in Mangualde Municipality. In this way, in partnership with the City Hall, ten women from this municipality were honored for their pioneering spirit and courage shown in the performance of their professions, traditionally executed by men.

We received with great pride the designation of one of our colleagues to join the international network WEP (Women Engaged for PSA). This network was built to encourage and support motivated women to build a high rank career within PSA Group. WEP is supported by the Group’s Executive Committee and aims at putting more women in management positions. To reach this goal, WEP has an strict and bold actions plan.

We will have to face new challenges in the next years so that we will reach Equal Opportunities!

IDALÉCIO FILIPE

SOCIAL AND HUMAN RELATIONS DIRECTOR

Peugeot Citroen Automóveis Portugal (Mangualde Manufacturing Center) proceeded in 2014 with the implementation plan for gender equality encouragement.

We had four milestones during this year.

In the early 2014 we appointed one of our female technicians responsible for the night shift of the mechanics team unit. Up to this moment, this job had always been held by men. We were pleased to shatter two paradigms, a woman leading the mechanical sector during the night shift.


PT

and Policies of PT Portugal companies, specially reporting of situations of discrimination towards vulnerable groups or towards equal opportunities and harassment situations.

We are aware that this is a highly relevant theme for the companies, at PT we keep on the commitment to implement every year measures ensuring and strengthening our policies in this subject.

In 2014 we selected two themes relevant for both men and women. The duty towards respect for Women’s’ and Men’s’ Dignity at the Workplace and Conciliation of Work-Family-Personal life.

At PT Portugal, gender equality is a principle long established. A principle in which we believe and is put into practice everyday by everybody in the organization.

Our actions are guided by a set of practices focused on respect for dignity of the human being, excluding all forms of discrimination or abusive conducts and always fostering respect for differences.

In this sense, together with internal disclosure of workers’ rights and duties as regards to equality, we created a channel for reporting abusive practices. Through this channel it is possible to communicate irregular situations concerning respect and fulfillment of Social Responsibility Principles

TESTIMONIAL


Together with the syndicates, we drafted and distributed a good practices guide for conciliation of work-family-personal life, reflecting a set policies for schedule flexibilization, social benefits and professional support for workers and their families.

Firstly, this is an indisputable recognition by the management of the positive impact the boosting of policies and practices encouraging balance between work and family can have, in both the organizations performance and in the motivation and well-being of the workers. LUÍS SILVA

HUMAN RESOURCES OPERATIONS DIRECTOR

TOGETHER WITH THE SYNDICATES, WE DRAFTED AND DISTRIBUTED A GOOD PRACTICES GUIDE FOR CONCILIATION OF WORK-FAMILY-PERSONAL LIFE, REFLECTING A SET POLICIES FOR SCHEDULE FLEXIBILIZATION, SOCIAL BENEFITS AND PROFESSIONAL SUPPORT FOR WORKERS AND THEIR FAMILIES.


REN

At REN, Gender Equality is considered a matter of fundamental rights, and therefore it is expressly secured in the Code of Conduct and Social Responsibility Policy Declaration, together with other types of discrimination, namely discrimination based on race, faith or political opinion.

REN is highly active in this field and in 2014 officially assumed the diversity, equality and inclusion subjects as major drivers in management. This commitment came true through the accession to the Fórum Empresas para a Igualdade, but also by launching the internal program focused on this issues, not only combining all recurring initiatives on this subject through the years but also including other initiatives resulting from employees’ suggestions and from an internal diagnostic.

TESTIMONIAL


Focused on this subject, made by independent entities for REN. We stress out the measures associated with women’s recruitment for technical areas, with conciliation between work-family life and birth encouragement. It should be mentioned birth and marriage gift checks; Maternity Coaching sessions to help mothers returning from leave; school merit awards for employees’ children and workshops on work-personal life balance, and also the possibility to take 3 days leave in each semester for family assistance without loss of wages.

REN emphasis on Gender Equality has had a positive impact in the results. Thus, although women still represent approximately 23% of the whole population, there is 25% of

IT SHOULD BE ALSO MENTIONED, THE REPRESENTATIVITY OF WOMEN IN MANAGEMENT POSITIONS SAW IN 6 YEARS AN EVOLUTION FROM 14% TO 29%, AN EXCELLENT RESULT MIRRORING ALL THE EFFORTS THIS COMPANY PUTS IN THIS FIELD.

women up to the age of 29, thereby revealing an increasing trend. This trend reflects the inclusion of this subject in our recruitment policy.It should be also mentioned, the representativity of women in management positions saw in 6 years an evolution from 14% to 29%, an excellent result mirroring all the efforts this company puts in this field. It is noteworthy that the low pay gap within REN, 2% in 2014, is indeed a result we are proud of.

REN’s progress in Gender Equality is indeed clear, and pushes us every day to the challenge of making our company increasingly balanced in the distribution of employees by gender, thereby securing, simultaneously, that we attract more and better talents for our staff.


RTP HAS BEEN STRATEGICALLY IMPLEMENTING A HUMAN RESOURCES POLICIES FOCUSED IN VALUING ITS WORKERS, ENSURING EQUALITY, SPECIALLY DURING SELECTION, RECRUITING AND TRAINING.

RTPTESTIMONIAL


As a founding member of IGEN - Fórum Empresas para a Igualdade - RTP represents the commitment to foster equality at work and fight against all forms of gender discrimination.

Since its creation, RTP keeps in its daily agenda good practices in gender equality. Joining IGEN means be part of a fórum for sharing ideas among companies and include

in its management strategy principles of equality between women and men.

The measures/commitments taken then, together with a set of indicators of achievement, allowed us to answer to some problems that were assessed by then.

During 2014, we engaged in signing one more set of protocols with companies, aiming at making proximity services easier and eventual cost reductions for basic goods, aiming at conciliate work-personal-family life. Casa Pessoal RTP also carried out an entertainment activity for employees and their families, in order to allow socialization, such as the Family Feast in July 18th. We monitored the implementation of the practices we were engaged in in this Agreement throughout the year, thereby being able to fully achieve the commitments taken.

RTP hosted in July 14th 2014 the 9th Plenary Meeting of the Fórum Empresas para a Igualdade. Of all the activities laid down in the IGEN strategic proposals for 2014/2015, RTP joined the Thematic Reflection and Communication Group, within which was in charge of the subgroup Video coordination.

The mission of this subgroup is to create a promotional and institutional video to make known the existence of IGEN, its major goals and its importance in terms of social instrument indicative of good practices for institutions and organizations in general.

RTP has been strategically implementing a human resources policies focused in valuing its workers, ensuring equality, specially during selection, recruiting and training.

At RTP we believe that a gender equality policy is a key part of our mission as a public service.


Bank Santander Totta carries out since 2007 several measures to promote equal opportunities between genders, and we see this subject as a guarantee for promotion of internal merit and talent and as a major contribution to the bank’s business and results.

From the beginning we are aware that working on conciliation would be mandatory for both women and men to be able to enjoy all job opportunities that open in the bank. In this regards, we have currently measures such as schedule flexibility, leave on special days for the family, financial support for family issues, among others, which allowed us to gain certification in 2010 as Family Responsible Company with a “C” rating, and in 2013 we renewed this certification with “B+” rating

SANTANDER TOTTATESTIMONIAL


“GENDER DIVERSITY ADDS VALUE AND ENRICHES OUR SOCIETY, OUR COMPANY AND OUR CLIENTS”

In 2014, additionally to keep direct measures for fostering gender equality, taken under IGEN in 2013 (Women Training Program - Women Executive Program, with 2 new editions in 2014; monthly lunches with the President), the bank decided to put into practice 2 new measures:

a) Launching the website “To Serve Your Well-Being” at the bank’s intranet, with all information to support the employees and their families’ well-being. Simultaneously and to raise visibility, other measures were developed: (1) Newsletter “To Serve Your Well-Being”, published in the Intranet, creation of a vide with testimonials from employees, (2) Screensaver on the subject, (3) manufacturing coasters for trays at the Centro Totta restaurant with support themes for employees and families.

b) “Talent pipeline”: Procedure to map internal talents based on merit, allowing to establish an Individual Development Plan for each employee, promoting mobility and meritocratic progression.

Santander Totta is committed to take part in the Fórum Empresas para a Igualdade and work steadily to encourage gender equality, and this is well established in the Corporate Policy for Gender Equality and in the Equality Plan.

“Gender diversity adds value and enriches our society, our company and our clients”.

POLICY FOR GENDER EQUALITY

BANCO SANTANDER


AT XEROX DIVERSITY IS SEEN AS A COMPETITIVE ADVANTAGE FAR BEYOND DIFFERENCES OF ANY TYPE AND INCLUDES OTHER FEATURES, SUCH AS DIVERGENT PRODUCTION AND DIFFERENT WORK STYLES.

XEROXTESTIMONIAL


Since the invention of xerography, over 75 years ago, Xerox has helped the companies to simplify the way they work. Currently we are a global leader in business processes and documents management, helping people to be more efficient and organizations to work more efficiently.

In 2015 Xerox celebrates the 50th anniversary of its arrival to Portugal. and since the first day it is an organization in constant development and constant search for new technologies and suitable solutions to the needs and expectations of the clients, constantly based on an challenging environment, flexible to participation and inclusion of all employees.

We are a non-discriminating company, and each one of us has a major role to ensure that our coworkers and business partners are treated with dignity and respect. As an employer we have well defined and implemented practices/policies on non-discrimination during recruitment, selection, remuneration, training, job assignment, promotion and any other activity, and also non-discrimination on race, color, nationality, creed or religion, gender, age, ethnicity, marital or family status, sexual orientation, gender identity, union membership or disability.

At Xerox diversity is seen as a competitive advantage far beyond differences of any type and includes other features, such as divergent production and different work styles. Employees are protected against all types of discrimination. It is all clear in our policy “Business Ethics” and the Company’s Code of Conduct.

At Xerox we believe that diversity celebrates and values the differences and this belief extends to our business partners. We respect our employees personal space and we provided the conditions that allow them to better balance their personal-work life.

To this end, and within a process of continuous improvement in Diversity, Parenthood and “Worklife Balance” we joined IGEN, and we are honored to be part of this Fórum, where we can share Good Practices and take new commitments.

““Working for 27 years in a company turns a persons identity intrinsically associated to it. I became a Man, spouse and father in this “great house”.

I am privileged for being part of an organization which encourages the connection between Company/Work-Person/Family Life, to create a perfect symbiosis, thereby providing the employees a range of benefits within Balance/Work Life. In my case, I have 4 children and I am married with an Xerox employee, and my wife feels the same. I would like to highlight some activities indispensable for the daily life of someone with a large family:• Children support - Employees may leave the workplace to attend an emergency, without the need to provide a formal justification;• Health insurance for the whole family;• Parental leave complement - Xerox supports the father salary and 6th month of leave;• Parental Incentive - Offer of one month’s salary upon birth of a baby;• Annual study allowance - an excellent support in expenses with family education up to 25 years;• Offer of a set of school items;• Protocols with several day-care centers.

Additionally to these benefits, I could also name the medical assistance on the company’s premises, with free visits through Curative Medicine services, and also protocols with pharmacies, with the opportunity of extraordinary discounts and delivery at Xerox.

And, because companies are the persons, if the persons feel happy and rewarded, this is enough for the company to prosper and meet success.”

BRUNO ENCARNAÇÃO

CHAPTER 03 ANÁLISE DO CUMPRIMENTO DAS MEDIDAS IMPLEMENTADAS PELAS EMPRESAS

Joining Fórum Empresas para a Igualdade de Género - O nosso Compromisso requires the setting of commitments aiming a continuous improvement in Gender Equality.

In 2014, each one of the 31 companies in the Fórum set its action measures, thereby making a total of 115 measures. These are comprehended in nine dimensions and are laid down in the Accession Agreement, namely: Company Mission and Values; Staff Recruitment and Selection; Training Throughout Life; Remunerations and Career Management, Social Dialogue and Participation of Workers or their representative organization; Obligation to Respect Women’s and Men’s Dignity at the Workplace; Information, Communication and Image; Conciliation of Work-Family-Personal life; protection of Motherhood and Parenthood and Family Support.

In order to follow-up the implementation of these measures, a questionnaire was sent in early 2015 to the 31 companies, of which 30 replied. With this questionnaire we intended to check the implementation level of each activity laid down in the Accession Agreement by making available at the same time a space for opinion collection on the level of interest in participating in the Fórum, its dynamics and operational structure.

CHARACTERISTICS OF THE COMPANIES

CHAPTER 03 DESCRIPTION OF THE COMPANIES AND REVIEW OF IMPLEMENTED MEASURES

IGEN REPORT 2014 67 6766 67IGEN REPORT 2014

The analysis of the graph below shows that Fórum Empresas para a Igualdade is composed of a quite diversified group of companies concerning number of employees - mostly large and medium companies - their nature - public or private companies -, and also their activity sectors. This heterogeneous composition favors experience and knowledge sharing with the global purpose of promoting Gender Equality.


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NOTE: DATA FROM AUTOMÓVEIS CITROEN SA E PEUGEOT PORTUGAL AUTOMÓVEIS, S.A. IS COMBINED.

THE ANALYSIS OF THE RATIO MEN VS. WOMEN AMONG THE COMPANIES IN THE FÓRUM SHOWS THAT THE MAJORITY OF THESE COMPANIES HOLDS A LARGER NUMBER OF MEN. OF THE TOTAL NUMBER OF COMPANIES,

ONLY 6 HAVE A LARGER PERCENTAGE OF WOMEN.


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CONCERNING MANAGEMENT POSITIONS, THE COMPANIES STILL REFLECT THE NATIONAL REALITY, THAT IS, MEN STILL PREDOMINANTLY OCCUPY THESE ROLES IN THE COMPANIES. IN ONLY TWO COMPANIES THE PERCENTAGE OF WOMEN IN

MANAGING POSITIONS EXCEEDS THE PERCENTAGE OF MEN, 57% IN ONE OF THEM AND 62.5% IN THE OTHER.


Reviewing the measures proposed in 2014 was noticeable a 83% implementation of the measures presented as a progress commitment in terms of gender equality. That is, of the 115 proposed measures, 96 were implemented.

The implemented measures are comprehended in the nine gender equality dimensions. Noteworthy, however, 36% of these fit in the Work-Family-Personal Life Conciliation dimension.

EXTENSION OF IMPLEMENTED MEASURES

REVIEW OF IMPLEMENTED MEASURES

COMPANY MISSION AND VALUES

STAFF RECRUITING AND SELECTION

TRAINING THROUGHOUT LIFE

REMUNERATION AND CAREER MANAGEMENT

DIALOGUE AND WORKERS AND/OR REPRESENTATIVE ORGANIZATIONS PARTICIPATION

RESPECT OBLIGATION FOR WOMENS’ AND MENS’ DIGNITY AT THE WORKPLACE

INFORMATION, COMMUNICATION AND IMAGE

WORK-FAMILY-PERSONAL LIFE CONCILIATION

MOTHEROOD AND PARENTHOOD PROTECTIN AND FAMILY SUPPORT

IGEN REPORT 2014

of the companies pointed out as major obstacles to accomplishment of the actions the difficulties in deploying and involving employees, with 31% highlighting structure/logistic issues as major factors for the difficulties met.

70 71

The companies were also required to reflect on obstacles met, and

also on facilitators concerning implementation of these measures.

OBSTACLES TO MEASURES IMPLEMENTATION

OF THE 96 MEASURES PUT INTO PRACTICE, 92% WERE IMPLEMENTED

WITH FULL SUCCESS.

Only 8% of these activities did not meet the expected success.

This situation might be explained, in some cases, by the low level of

employees adherence, on other cases there were technical difficulties met

during implementation.

STAFF DEPLYING

STRUCTURE/LOGISTIC ISSUES

EXPENSES CONNECTED TO THE INNITIATIVES

CONCERNING EXTERNAL STAKEHOLDERS


Concerning success factors mentioned by the companies, we noted that most answers focused on senior management, essential requirement for success in implementation gender equality in companies, and this was the more relevant (66%).The second most mentioned success factor concerns the fact that the measures developed provide benefits to employees far beyond the legal requirements.

SUCCESS FACTORS

COMPANY ALIGNMENT WITH IG

BENEFITS BEYOND LEGAL PROVISIONS

POSITIVE FEEDBACK FROM EMPLOYEES

INCLUSIVE LANGUAGE


EVOLUTION OF MEASURES IMPLEMENTATION

An analysis of the 2013-2014 evolution shows a significant raise in the percentage of implemented measures.

In 2013, 63% of the proposed measures were implemented, and in 2014 the implementation rate rose to 83%, which translates into a 20% growth.

20132014

True to its origin and in front of the competitiveness challenges, the Fórum companies kept in 2014 a collective culture of social responsibility, thereby including in its management strategies the equality principles between men and women in a clear commitment to fostering professional equality and fighting all forms of discrimination at work.

Based in a work methodology with and for the companies, the Fórum Empresas para a Igualdade brought together in 2014 a set of 31 companies, which acknowledge Gender Equality as a development, sustainability, and competitiveness cornerstone. Its dynamic nature, permanently growing and renovating, it fosters the inclusion of new companies that share Gender Equality values. For the 2nd year of activity, the Fórum was an open group which all companies can join by signing and agreement and by defining their commitments.

With this constant commitment to gender equality values and openness to inclusion of new companies the Fórum’s value and sustainability is guaranteed and the continuous joining of new companies is expected, thereby integrating and reinforcing this pioneering project in Portugal and Europe.

In 2015, Fórum Empresas para a Igualdade, in line with CITE strategic axes, shall continue to search for innovative solutions in order to fight pay gap and promote social dialogue; promote a larger presence of women in senior management positions; promote conciliation and parenthood, thereby proceeding the efforts taken in 2013 and in 2014.

For that, the Fórum companies shall focus on the perseverance in implementing the strategic lines set to 2014 and to 2014/2015:

CONCLUSIONSAND 2015

COURSE OF ACTION

CHAPTER 04 CONCLUSIONS AND 2015 COURSE OF ACTION


The Fórum Empresas para a Igualdade shall continue pushing the cooperation between all entities that identify with its values, while adopting principles and policies that foster Gender Equality, and the promotion of experiences share and measures and practices portability between companies.

1| RAISE INTERNAL AND EXTERNAL VISIBILITY OF THE FÓRUM AND ITS MEMBERS (E.G. INSTITUTIONAL CONTACTS AND MEDIA CONNECTIONS);

2| STRENGTHEN LOBBYING THROUGH “STANCE TAKING” SUCH AS SUBMITING THE PROPOSAL ON TAX INCENTIVES FOR COMPANIES FOSTERING WORK-FAMILY CONCILIATION AND CHILDBIRTH, SENT TO THE SECRETARY OF STATE

FOR LABOUR, TO THE SECRETARY OF STATE FOR PARLIAMENT AFFAIRS AND EQUALITY, AS WELL AS TO THE PARLIAMENT COMMITTEE FOR SOCIAL SECURITY AND WORK OF THE NATIONAL ASSEMBLY;

3| HOLD DEBATES ADDRESSED TO STRATEGIC INTERESTED PARTIES (SOCIAL PARTNERS; ACADEMIA, INTERNATIONAL ORGANIZATIONS; PUBLIC BODIES...);

4| HOLD A NUMBER OF MUTUAL VISITS;

5| ORGANIZE AND GROUP THE MEASURES BY EXTENT AND PUT THEM IN LINE WITH INTERNATIONAL AND NATINAL PRIORITIES;

6| HOLD PLENARRY MEETINGS ACCORDING TO ISSUES OF INTEREST, BASED ON THE FOUR OPERATING PILLARS: PAY GAP; FEMININE LEADERSHIP; SOCIAL DIALOGUE; CONCILIATION AND PARENTHOOD.

TITLEFÓRUM EMPRESAS PARA A IGUALDADE: O NOSSO COMPROMISSO - 2014 REPORT

AUTHORFórum Empresas para a Igualdade

EDITINGCITE - Comissão para a Igualdade no Trabalho e no EmpregoRua Viriato, n.º 7 – 1.º, 2.º e 3.º andares1050-233 LISBOATel.: 215 954 [email protected] • www.cite.gov.pt

GRAPHIC DESIGN AND ARTWORK: Gravitylevel - Design & Arquitetura, Lda

PRINTING AND FINISHINGEmpresa Diário do Porto, Lda.

ISBN978-972-8399-54-2

LEGAL DEPOSIT381105/14

COPYING1000 exemplares

1ST EDITION, LISBON, 2016

The contents of this publication do not necessarily reflect the position or opinion of the Commission for Equality in Labour and Employment, and it may be duplicated fully or in part with the reference.

NOTE

In 2014 some companies underwent structural changes. The company name in the report is the name held in thar year.

“GENDER EQUALITY IS ABOUT MEN AND WOMEN”VIVIANE REDINGFORMER VICE-PRESIDENT OF THE EUROPEAN COMMISSION, RESPONSIBLE FOR JUSTICE, FUNDAMENTAL RIGHTS AND CITIZENSHIP, CURRENTLY MEP

FÓRUM EMPRESAS PARA A IGUALDADE OUR COMMITMENTIGEN 2014 REPORT

FÓRU

M EM

PRES

AS PA

RA A

IGUA

LDAD

E OU

R COM

MITM

ENT“COUNTRIES WITH MORE GENDER

EQUALITY HAVE BETTER ECONOMIC GROWTH. COMPANIES WITH MORE WOMEN LEADERS PERFORM BETTER. PEACE AGREEMENTS THAT INCLUDE WOMEN ARE MORE DURABLE. PARLIAMENTS WITH MORE WOMEN ENACT MORE LEGISLATION ON KEY SOCIAL ISSUES SUCH AS HEALTH, EDUCATION, ANTI-DISCRIMINATION AND CHILD SUPPORT.THE EVIDENCE IS CLEAR: EQUALITY FOR WOMEN MEANS PROGRESS FOR ALL.”BAN KI-MOONSECRETARY-GENERAL OF THE UNITED NATIONS

“gender equality have better economic “countries...

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