At Telefónica we incorporate diversity and inclusion management as a key element for connecting talent and growing as a company.
Only by managing diversity in an inclusive way will we be able to guarantee an environment free of discrimination and, consequently, break down the inequalities associated with labels.
To achieve this, it is essential to have a clear commitment from management, with a leadership model that is aware of and capable of managing prejudice. That is why we promote an inclusive culture, where employees are free to contribute their views.
Our data shows that we are committed to…
Gender equality
At Telefónica we are committed to reducing the pay gap. We believe that understanding the pay gap is not only about ensuring that our employees are paid the same for the same work, but also about ensuring that they have the same opportunities regardless of their gender.
This commitment is reflected in our results: our adjusted pay gap stands at 1.2% in 2025, an improvement from the 1.3% recorded in 2024. This progress motivates us to continue working toward a fairer and more equal company.
In addition, we support programmes to increase the number of young women in technical careers, addressing the shortage of women in STEM careers and entrepreneurship. We do this by advancing equality in our sector through a total of 33 initiatives globally. Examples include Mulheres de Fibra, the STEAM Alliance for Female Talent and Girls Love Tech, among others. Through Girls Love Tech alone, we have offered more than 8,000 young women the opportunity to connect with mentors and experts from the Company in training, inspiration and mentoring activities.
In addition to working to increase the proportion of women in our workforce, we have set ourselves the goal to reach 37% of women in management positions by 2027 and 38.5% by 2030.
The annualised achievement of the target for women in management positions (37% in 2027) increased its weight in the calculation of our employees’ variable remuneration fivefold, from 1% in 2021 to 3% in 2022 and 5% in 2024.
LGBTI+ Community
We ensure a safe and trusted space where all employees feel free to be themselves. We have specific initiatives to promote the attraction, development and well-being of trans people.
We run courses and workshops on LGBTI+ diversity and run internal campaigns making clear our support for the UN ‘Standards of Business Conduct’ to protect the rights of LGBTI+ people.
In addition, we conduct internal surveys and assessments to understand the perspectives of our workforce and work closely with specialized organizations and with our affinity groups, which are made up of LGBTI+ employees and allies.
Young Talent
Connecting young talent means bringing in new ways of looking at things. It means ensuring that we have agile professionals who bring innovation and creativity to the way we work and generate value.
At Telefónica we know this and we are committed to young talent as one of our strategic priorities. And we do this through various initiatives, such as festivals for young talent or the Talentum scholarships.
Ethnic diversity
Telefónica is publicly committed to taking action to close the ethicity gap in our business, starting with raising awareness among our workforce. As part of this commitment, in the UK we voluntarily published our ethnic pay gap and have promoted agreements, training and mentoring programmes to empower young people from the global majority and boost their careers. All these actions are leading to the achievement of our 2027 targets: 25% global majority employees and at least 15% in leadership positions.
Similarly, in Brazil we have specific career development and scholarship programmes for black people. In addition, we offer specific vacancies in leadership positions for black people. All these actions allowed us to reach 44.8% of employees who identify themselves as black. In relation to leadership positions, we reached 34.1% of black leaders by 2025. These indicators bring us closer to achieving our goals of having 45% black employees and 40% black leaders by 2035.
Disability Inclusion
At Telefónica, we have achieved our commitment to doubling the number of people with disabilities in our workforce by the end of 2024, while continuing to work to guarantee the accessibility of our channels, facilities, products and services from the moment they are designed. Proof of our commitment is our adherence to the global initiative The Valuable 500, through which we have made specific commitments in this area.
We work with specialized organizations that help us fill our vacancies with candidates with disabilities, prioritizing technical and technological roles in line with our digital transformation. We provide the necessary tools and support throughout their entire journey as employees to ensure successful integration, and we make sure that our facilities and workplace services are accessible to everyone.
Diversity and inclusion policies
Our commitments to ensure equal opportunities and an inclusive environment.
Contact us
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Disability at Work Guide
Guidelines to facilitate interaction with employees with disabilities.