Our commitment to equality is also reflected in monitoring the pay gap.
The pay gap is the difference between the average salary of men and women, expressed as a percentage of the male wage. This is called the gross pay gap.
Objective factors across the whole company that affect this calculation and should be taken into account include, age, seniority, job classification level, collective agreement, agreement guarantees and working hours. This calculation makes it possible to isolate the effect that these factors have on the so-called adjusted pay gap, which would be a more precise indicator for measuring salary differences between men and women.
One of the factors that has the greatest impact on Cepsa in the pay gap is the larger proportion of men with management positions (Managers and Heads of department). We have therefore set ourselves the objective of increasing the presence of women in these positions, with the help of the measures included in the Diversity and Inclusion Program.
Breakdown of the Cepsa team by gender:
Our Strategic Committee has set the goal of increasing the percentage of women in leadership positions. To accomplish this, we have defined the following action plans:
- To implement a new inclusive Leadership Model and a Skill Assessment Model, which includes inclusion as one of the eight key skills that our professionals should have
- To review the promotion procedure for leadership positions to ensure objectivity and traceability in decision making
- To establish training and cultural change on unconscious biases
- To develop the management skills of women with potential
- To introduce blind resumes in internal and external selection processes