Diversity management
[GRI 405-2]
Issues related to diversity have been unequivocally regulated in corporate documents, which refer to all companies comprising the Budimex Group. These include: ‘The Principles of the Company’s Responsibility Policy’ of the Ferrovial Group, owner of Budimex. They oblige all employees of the Group to respect fundamental human rights, to promote equality and diversity and to take care of their work-life balance. The second Group-wide document is the ‘Principles for the Protection of Human Rights’, concerning the avoidance of discrimination, the promotion of equal opportunities, and the recognition of the value of diversity in the workplace. The third is the ‘Code of Ethics’, which implements the assumptions of the indicated policies and prevents discrimination in the field of employment.
Budimex implemented the ‘Diversity Policy’, which refers to equal treatment due to gender, age, disability, health, nationality, political beliefs, form, scope and basis of employment, as well as committed to creating an atmosphere and organisational culture that ensures respect for all forms of diversity. The provisions of the document also cover the areas of recruitment, access to training and promotion, remuneration, reconciliation of work and private life, as well as protection against bullying and unjustified dismissal. Budimex SA also breaks barriers connected with the health state of its employees by hiring disabled people. In order to manage the Policy efficiently, anti-discrimination and anti-mobbing monitoring was introduced, as well as a system of educational tools, training and workshops. The annual results of its implementation are reported to the Management Board.
The Budimex Group is also a signatory to the ‘Diversity Charter’ – an international initiative which constitutes a voluntary commitment of a given organisation to equal treatment of all employees, counteracting any discrimination in the workplace and taking measures to create conditions conducive to diversity. The document expresses the organisation’s readiness to engage all groups of its stakeholders in actions aimed at the protection and promotion of diversity.
An important indicator in the scope of taking care of nondiscrimination due to gender is the Gender Pay Gap Ratio: -1.9%.
The Budimex Group of Companies regularly analyses the GPGR – Gender Pay Gap Ratio. The ratio is calculated based on total remuneration, including bonuses and awards, and represents the ratio of women’s to men’s salaries in individual job groups weighted by location and seniority in the company.
Measures taken at Budimex to reduce the pay gap:
The company implements salary increases as part of a gender-equal increase process. From 2022 onwards, Budimex directly allocates a portion of the increase budget to pay equity-related increases.
Development and maternity support activities are directed at equalising career opportunities for women (e.g. the development programme for women ‘Cast-Iron Success’ and ‘Mom on Maternity Leave’).
In its diversity policy, the Company declares that it will achieve pay equality across groups in the coming years. Information in this regard will be supplemented once further solutions have been identified.
Gender Pay Gap Ratio
In accordance with the Ferrovial Group’s established methodology for analysing the pay gap, the Company establishes the gap and reports the values of the gap within the Ferrovial Group. For 2022, the data is as follows:
Table 37. Results of the adjusted pay gap calculation for the Budimex Group for 2022.
* Comparative analysis on the basis of fixed remuneration components (i.e. excluding, inter alia, above-standard bonuses, awards, housing allowances, variable allowances, overtime, per FTE and in relation to persons employed throughout the reporting period).
Polski