REDI, Business Network for Diversity and Inclusion LGBTI, welcomes 22 new associated companies, including AB InBev, Allianz Seguros, April, CHEP, DLA Piper, DOW, El Corte Inglés, Endemol Shine, ING, Microsoft , MSD, Orange, Groupe Renault, Salesforce and Schneider Electric
The event has included a discussion table and two inspiring talks in which Senior Management from companies such as El Corte Inglés, Lilly, Nielsen, Openbank-Santander, Groupe Renault, Repsol and Telefónica have talked about the importance of fostering an inclusive work environment In the companies.
The CEOE headquarters hosted the award ceremony for the 22 large companies, SMEs and institutions that officially adhere to REDI, the first inter-business network and experts on diversity and inclusion of LGBTI employees in Spain, which already has 80 associated companies in just two years since its foundation.
REDI, through its general co-directors, Marta Fernández Herraiz and Óscar Muñoz, has welcomed 15 large companies, which have collected their accreditation this Thursday: AB InBev, Allianz Seguros, April, CHEP, DLA Piper, DOW, El Corte English, Endemol Shine, ING, Microsoft, MSD, Orange, Groupe Renault, Salesforce and Schneider Electric. There are also 7 SMEs and institutions that have also joined: Aiwin, Arawak, Editorial Comares, Egencia de Expedia Group, Fides Consultores, Fundación December 26 and The Brownie Film Co.
HIGH BUSINESS MANAGEMENT JOINS STRENGTHS TO MAKE YOUR COMMITMENT VISIBLE WITH THE INCLUSION OF LGBTI DIVERSITY IN LABOR ENVIRONMENTS
The event was attended by the Vice Minister of Employment of the Community of Madrid, Eva María Blázquez Aguado, the General Secretary of the CEOE, José Alberto González-Ruiz and speakers from renowned firms such as Amadeus, El Corte Inglés, Lilly, Nielsen, Openbank-Santander, Groupe Renault, Repsol, SAP and Telefónica.
The Secretary General of the CEOE welcomed the need to apply a more inclusive policy in companies so that “talent and work capacity are valued without gender identity and / or sexual orientation being a difference in treatment and of any salary ”. The closing speech, by the Deputy Minister of Employment of the Community of Madrid, also influenced the institutional implication for the “fight against discrimination of any kind”.
The event was inaugurated by Valle Rodriguez, Director of People and Culture of Amadeus and member of the Board of Directors of REDI and continued with a round table about the role of Senior Management as an ally of LGBTI Diversity in the Company, moderated by Ana Zumalacarregui, director of the TRUE agency.
Patricia Daimiel, General Director of Nielsen Spain and Portugal, stressed ‘the importance of providing data in order to develop a good diagnosis’ and ‘make Senior Business Management an ally’. In fact, Nielsen Spain has inspired the company’s global strategy in terms of inclusion and management of employee groups.
For its part, the Director of CSR and the Foundation for Inclusion and Sustainable Mobility in Groupe Renault, María Luisa de Contes, has pointed out that, being her own a firm belonging to the engineering sector and of male predominance, is being promoted “ an even deeper social change as a way for the inclusion of the LGBTI collective, which guarantees the effective exercise of rights; change that, in turn, is visibly reflected in the company. ”
In the same vein, Joaquín Hormaechea, Director of Diversity and Talent at Repsol, spoke about the way in which a Spanish multinational has the challenge of addressing diversity. According to him, “linking international and business experience to the specific LGBTI strategy has been a success, it is the way to learn from concrete cases that address the same problem anywhere on the planet.”
The Director of Labor Relations and Prevention of El Corte Inglés, Pablo Tauroni, has put the focus of his intervention in the role of family-type businesses. Tauroni explained how the diversity variable fits in from a more ‘reduced’ business dimension, which, where appropriate, has been based on ‘facilitating awareness training for the management leadership, with maximum participation,’ with an eye on expanding the “ diversity agenda ‘to all the cadres of the Spanish firm.
María Alonso, Legal Director for Spain, Portugal and Greece of Lilly, has contributed the vision of an American multinational, where diversity and inclusion policies are very advanced. Adapting this reality to the Spanish local context has been “to also involve Senior Management starting”, he stressed, to immediately verify an “improvement of labor relations”.