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CORPORATE RESPONSIBILITY REPORT 2011
Chapter XII of the Sogecable Group’s II Collective
Agreement (applicable to Sogecuatro and CINTV) deals
with matters of equal oppor tunity and non-discrimination,
sexual harassment for reasons of gender and morality, and
gender violence.
In order to ensure compliance with these policies, the
Equality Plans contain evaluation and follow-up measures
that guarantee that Company Management and the
Equality Committees oversee their correct application
and analyse the level of attainment of the objectives
considered.The
“EqualityAgent”
, designated by Company
Management, is responsible for the following functions:
• Informing and providing guidance to possible users
concerning the measures contained in the Equality
Plan.
• Coordinating people to ensure the correct application
of the measures adopted in all areas of the company
affected.
• Preparing information on the application of the
Equality Plan, and proposals for improvement.
• Applying and repor ting possible legislative updates
related to any of the matters included in the Equality
Plan.
Although not officially appointed as such, the Equality
Agent’s functions are carried out by an employee of the
Industrial Relations Management department and who is
also a member of the Equality Committee.
The actions carried out by the Equality Agent are as
follows:
• Preparation of follow-up information: in July 2011 all
follow-up information concerning equal treatment
and non-discrimination for the six month period was
delivered to the Equality Committee of Mediaset
España and Atlas España, together with information
on notewor thy issues concerning the application of
the Equality Plan and other measures in this respect.
• Involvement in the preparation and application of the
four Equality Plans in effect in 2011: I Equality Plan of
Mediaset España, II Equality Plan of Atlas España, II
Equality Plan of Publiespaña/Publimedia Gestión and
II Equality Plan of Conecta 5.
• Communication campaign: a communication
campaign has been conducted through several
internal channels generally used by all employees
from their workstations to inform them of applicable
measures and rights.
Following the preparation of a prior detailed diagnosis
of the real situation in each Group company, the Equality
Plans lay down the specific objectives in each of the areas
involved, including work / life balance, remuneration,
professional classification or communication objectives,
among others, together with the measures to attain them.
Equality Plans have improved the right to a work/ life
balance, extending, for example, maternity or nursing
leave, promoting a culture of equality throughout,
ensuring awareness of the measures implemented by
the companies through internal communication and
establishing prevention mechanisms and actions in the
event of situations of psychosocial risk and harassment
at work.
In 2011 all the Equality Plans that were in effect
until 2010 were extended and the first Equality Plan
was implemented in Mediaset España. In all cases, all
measures have been maintained and some have even
been improved, for example, increasing flexible working
hours for the ordinary timetable applicable in Mediaset
España and Atlas España which improves the possibility of
achieving an appropriate work /life balance.
The
procedure for managing psychosocial risks and
harassment
at work, which encompasses all measures
aimed at eliminating and preventing sexual harassment
and / or discrimination for reasons of gender, mainly
includes the following measures:
• Management’s declaration of the principles of equality
of treatment and non-discrimination.
• Preventive measures focusing on the origin of risks.
• Development of specific action procedures.
• Follow-up of actions carried out.