At Telefónica we incorporate diversity and inclusion management as a key element to connect talent and grow as a company.
We are convinced that only by managing diversity from a cross-cutting perspective of inclusion and integration will we be able to break down the inequalities associated with labels.
In order to achieve this goal, it is key to count on both the management commitment and a leadership model that acknowledges prejudices and is capable of managing them. For that reason, our Global Diversity Council encourages an inclusive culture, in which every employee opinion is respected and shared with total freedom.
*Data collected at the end of 2020.
Our data shows that we are committed to …..
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 equally for equal work, but also about ensuring that they have equal opportunities regardless of their gender.
In addition, we collaborate with programs to increase the presence of young women in technical careers, addressing the shortage of women in STEM careers and entrepreneurship. To this end, we promote equality in our sector with initiatives such as ‘Scale Up Women’ (Open Future), ‘Women and Engineering’, #WomenHacker, ‘Step into STEM’, and we participate in international competitions such as the ‘Technovation Challenge’.
We want today’s girls to be tomorrow’s leaders, especially in the technology field
Our objectives for 2024 aim to achieve 33% of female executives and a/-1% of adjusted wage gap.
In our controls, we go further and calculate the “Adjusted Pay Gap”. We compare the average total compensation of men and women in similar positions, considering other factors in addition to gender, such as: country, legal entity, professional category, functional area, seniority and work schedule.
These targets will help us to meet the objective of closing the non-adjusted gender pay gap by 2050.
We guarantee a safe and trusting space, where all employees feel free to be themselves regardless of their sexual orientation or identity.
We conduct courses and workshops on LGBT+ diversity and internal campaigns making clear our support for the United Nations “Standards of Business Conduct” to protect the rights of LGBT+ people.
Connecting young talent means incorporating new ways of seeing things, ensuring that we have agile, restless and even rebellious disruptors, 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. We do it through different initiatives, such as festivals for young talent or the Employment Map built by Fundacion Telefónica, which help them identify professional opportunities and the required skills to access them.
At Telefónica, we are publicly committed to taking action to close the race gap in our business. Our UK partnership with Race at Work Charter and Black British Network highlights our commitment to take tangible steps to address social inequality based on ethnicity or race.
As part of this commitment in the United Kingdom, we have voluntarily published our ethnic pay gap and created inclusive policies, development and career acceleration resources for our ethnic minority employees.
We promote the social and labor integration of people with disabilities. This is demonstrated by our adherence to the global initiative The Valuable 500, with commitments that push us to continue normalizing the relationship with professionals with disabilities and to continue improving the accessibility of our products and services and our customer service channels.
Diversity and inclusion policies
Our commitments to ensure equal opportunities and an inclusive environment.
You can use the Responsible Business contact form to raise any issue related to sustainability at Telefónica.
Disability at Work Guide
Guidelines to facilitate interaction with employees with disabilities.
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