Equality
& diversity

Alestis is committed to diversity and equal opportunities. The company is aware of the importance of guaranteeing equal opportunities between men and women in terms of employment access, training, promotion and working conditions, as well as diversity management, ensuring respect for the individual characteristics and personal dignity, privacy and personal rights of each employee within our organisation.

In accordance with this, Alestis does not tolerate and pursues any action that could lead to situations of discrimination based on origin, nationality, ideology, religion, race, gender, age or sexual orientation, injury to personal dignity or harassment.

There is also an explicit commitment to equality in relation to selection and promotion processes, which is documented in the selection procedure, as well as on the company's intranet, in the "internal opportunities" section: "At Alestis, aware of the need and importance of gender equality, we have defined as a principle for selection that, in equal conditions between candidates, the gender with the least representation in the area applying for the vacancy will be favoured as far as possible".

The company is aware of the significance of ensuring equal opportunities for men and women in employment access, training, promotion and working conditions.

Equality Plan

Throughout 2022, the organisation advanced in the negotiation process for a new unique Equality Plan for all of the company's facilities (as opposed to the previous ones, which were defined by facility). To this end, a negotiating committee was formed, which met up to five times during the year, to advance in the negotiation of the equality diagnosis and the next equality plan.

The committee also approved the Protocol for the prevention of and action against sexual harassment and harassment on grounds of sex in the workplace at Alestis Aerospace, S.L.

This protocol includes a statement of principles and definitions of the various forms of harassment and identification of conduct that could constitute such behaviour (preventive measures), the channels for filing complaints in situations that could constitute harassment, which Alestis makes available to all staff, as well as the action procedure which, with the maximum guarantee of confidentiality and protection of the persons involved, will guide the investigation of the facts brought to the company's attention or of which the company becomes aware (proactive measures) and the reactive measures against harassment and, where appropriate, the disciplinary regime.

Alestis do Brasil does not have an Equality Plan, as there is no legal requirement in the country in this regard. However, it seeks to maintain a balance between both sexes, always acting under criteria of inclusion, respect and diversity. As an example, vacancies and selection processes are published without gender restriction.

In order to promote equal opportunity employment, collaboration agreements are formalised with universities and industrial training centres in each area. The role of the company consists of receiving students, both in curricular and extracurricular internships, always with an internal tutor assigned to take care of their development during the internship period.

In 2022, 16 people (3 women and 13 men) have completed curricular internships at Alestis, along with 18 people (9 women and 9 men) with extracurricular internships. Seven of the latter have joined the Alestis workforce at the end of their internships (3 women and 4 men).

Alestis does not tolerate and pursues any action that could lead to situations of discrimination based on origin, nationality, ideology, religion, race, gender, age or sexual orientation, injury to personal dignity or harassment.

Alestis strives at all times to have the best professionals for each position, without this being affected by gender, age, religion, race, sexual orientation, etc. Thus, hiring and promotions are made according to the potential, performance and conduct of people, valuing the talent of all members of the organisation.

Alestis also supports the integration of people with disabilities in the workplace. Alestis currently has 8 people on its staff at its sites in Spain with a certificate of disability of over 33%, as well as alternative measures to cover the remaining 12 positions up to the legally required 2%. These alternative measures consist of purchases from eight special employment centres, amounting to 255,168.45 €. Alestis do Brasil has one person with a disability on its staff.

Alestis has not implemented specific initiatives relating to universal accessibility for people with disabilities.

For the promotion of equal opportunities employment, collaboration agreements are formalised with universities and training centres related to the industrial activity of each area.