24 May 2021
Corresponsables interview with our Director of Talent, María Ángeles Vicente
María Ángeles Vicente explains the entity's strategic plan in which one of the main pillars is diversity, and its adherence to the diversity charter. Cecabank's Director of Talent assures that the organisation has been promoting inclusion and work-life balance for several years through different independent measures, and it has been during this year that it has focused on diversity through a specific plan that included obtaining the EFR certificate, the drafting of an inclusive language guide and also the adhesion to the diversity charter
QUESTION: When and how did the commitment to diversity begin?
REPLY: Cecabank has been a very committed entity for many years. In July 2010 we signed our first equality plan with employee representatives. Since then, there has been a clear and firm commitment on the part of the organisation towards diversity. However, it has really gained momentum since 2017. That year, we launched our current Strategic Plan, in which people became the main focal point. From that moment on, we designed different actions that gravitated around people at the core, and one of the main priorities was diversity.
Q: As we are celebrating Diversity Month, in what context has Cecabank joined the diversity charter? What actions are being implemented as part of this alliance?
R: Cecabank has been promoting inclusion and work-life balance for several years through various independent measures. This year we have combined our approach to diversity through a specific plan that included, for example, obtaining the EFR certificate, the drafting of an inclusive language guide and also the adhesion to the diversity charter. In this more holistic approach, we consider communication to be a fundamental part. Firstly, internal communication to promote the work-life balance of our employees. In addition, we have had managerial discussions to encourage female talent and talked to experts. Secondly, external communication, which involves highlighting the value of what we are doing. If initiatives and projects are not showcased, then they may fly under the radar so much that it is as if we have done nothing. We believe this is important and therefore it is necessary to contribute to a diverse business context.
Q: What is the company's commitment to diversity?
R: As a wholesale bank, our level of specialisation is high and this sometimes makes it difficult to find the right profiles. But our commitment is broad and in this regard, over the last two years, we have launched a line of action to promote the inclusion of people with different abilities within our company. Another challenge that we wanted to address this year to consolidate our commitment to diversity was to obtain the EFR Certificate granted by the Fundación MásFamilia, which we were recently awarded in April.
Q: In which area of the company is diversity most promoted?
R: In terms of working conditions, we have focused on measures relating to flexibility and work-life balance. However, these measures need to be promoted in the different areas of human resources, from recruitment processes, through personal development and talent promotion, to training, occupational health and remuneration management.
Q: Which Cecabank diversity programmes are worth highlighting?
R: Noteworthy are the flexitime and teleworking programmes we implemented in 2017, at the start of our strategic plan. Both encourage work-life balance and thus promote diversity. We have implemented a number of outreach initiatives with the aim of raising awareness. It is very relevant to highlight the course offered to all company staff by Mercedes Wurlitz, the founder and CEO of Top100 Women Leaders in Spain, which was a very inspiring talk. In addition, we have held a session on inclusive language which we have disseminated through a guide. It is also worth highlighting the investment in training through quality programmes and collective development for our best talent. This year we will initiate a female talent development programme at Power in Woman's Talent to further develop this area.
Q: How important is CSR communication for Cecabank?
R: Our CSR, in addition to the diversity dimension that is highly relevant, is deployed in a sustainability plan that integrates environmental, social and good governance aspects. Among the most outstanding actions is the 'Tú Eliges' programme, which donates 100,000 euros to all the initiatives proposed. They are proposed and voted by the employees themselves, which also generates a lot of pride of belonging and staff engagement. Participation is very high, and this year in the midst of the pandemic, it was 77%, which shows that it is an activity that arouses a great deal of commitment from our employees.
On the other hand, rigour is one of our hallmarks, which is why it is important for us to transmit quality, transparent and rigorous information. For this reason, in recent years we have been preparing the Non-Financial Information Statement (NFIS). This report illustrates our work in the field of CSR. We believe that it is important that our stakeholders with whom we interact should also be familiar with our NFIS, which is why we have changed the design to make it more attractive and it is published on our website.
Q: What are the challenges in terms of CSR and sustainability?
R: In the field of diversity, we are working on updating and adapting the regulations to our Equality Plan, and one of the challenges we face is the reduction of the pay gap. Another objective is to continue identifying female talent, which is present in the entity, in order to enhance their leadership and empower them to occupy positions of greater responsibility. And, of course, to broaden the scope of diversity. Although the focus is now firmly on gender diversity as it is an issue that is at the centre of the public and political debate. We must also work on other aspects such as the integrity of people with different abilities and incorporate new areas such as generational diversity. I believe that we must continue to grow in this direction.
