Page 121 - MEDIASET ESPAÑA / 2013. Corporate Responsibility Report

CORPORATE RESPONSIBILITY REPORT 2013
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psychosocial risk and harassment in the workplace. The
first Equality Plan has also been implemented in the
company Premiere Megaplex, which came into effect in
June 2013.
In the case of Mediaset España, in March 2013 it signed
an agreement with the Equality Committee to bring
the content of the Equality Plan into line with the
improvements agreed in Mediaset España’s 10th Collective
Agreement. These improvements included: flexibility in
the lunch break, special intensive Christmas and Easter
timetable, individualisation of three days for personal
matters, application of flexible compensation system and
fairer priority order in holiday turns.
All matters relating to equal opportunity and non-
discrimination, as well as the reconciliation of personal and
working life in the company are handled by management
of the Labour Relations and Compensation Area. All
the Group’s Equality Plans include a Equality Agent with
specific duties for guaranteeing equal opportunities for
the employees.
With regard to the prevention of harassment in
the workplace, Mediaset España has a procedure
encompassing all measures aimed at preventing and
eliminating sexual harassment and/or gender-based
discrimination. This procedure is applicable to Mediaset
España, Publiespaña and Publimedia (in force since May
2010), Conecta 5, Telecinco Cinema and Mediacinco
Car tera (in force since November 2009) and Premier
Megaplex (in force since June 2013), and essentially
covers the following issues:
• Employer’s declaration of principles of equality of
treatment and non-discrimination.
• Preventive measures designed to take effect at the
point of origin of the risk.
• Development of specific intervention procedures.
• Monitoring of measures adopted.
The procedure itself provides for a system of monitoring of
its functioning and analysing the suitability and practicality
of its content.
The Code of Ethics of Mediaset España, the fulfilment
of which is mandatory for all employees, executives and
Board members, guarantees the principle of equality
of opportunity and non-discrimination in all situations,
especially in all matters concerning access to employment,
working conditions, training and professional development
and promotion.
It also declares a policy of zero tolerance towards any
abusive, humiliating or offensive behaviour or conduct
which could be classified as harassment, either physical or
psychological, particularly that based on considerations
of race, colour, sex, religion, ethnic origin, nationality, age,
personal and family situation, sexual orientation, disability,
physical state or any other behaviour prohibited by law.
Mediaset España considers that it is essential to have
a good policy of communication with employees in
relation to equality and non-discrimination in order to
ensure the real and effective application of the measures
implemented. To this end, the company distributes
and keeps on its internal communications channels all
information relevant to this area, principally by way of
information circulars on the corporate intranet and the
Employee Portal, where there is a specific “Equality”
section and the contents of all Equality Plans and
procedures for the handling of psychosocial risks and
situations of harassment in the workplace are published
in full, which ensures they are known to all staff.
During 2013, as in previous periods, there have been
no discrimination related incidents. The diagnoses
of situations performed previously as a basis for
developing and determining the objectives of the
Equality Plans did not detect any situations that might
be regarded as discriminator y or constituting inequality
in the work place.
With regard to the relationship in the Group companies
between the base salary for men and for women,
Mediaset España guarantees equal treatment for all
its workers based on their employment category. The
Collective Agreements applicable to Group companies
officially contain the salary tables for each professional
category and develop the applicable remuneration regime,
irrespective of gender, indicating salary complements
and terms and conditions. As is stated in the Collective