Iberia has been working on a Diversity, Equity and Equality Plan that focuses on the different gender, generational, cultural (nationality), LGTBIQ+ and disability groups. The company seeks to adapt the management of the diverse talent of its workforce, which will generate greater commitment and a sense of belonging.
Iberia seeks, in terms of gender, for women to have a greater presence at all levels and professions within the company. The development of internal and external initiatives to give visibility to female talent contributes to this end.
According to María Bello, Director of People Development and Diversity, «companies should be a reflection of our society and contain as much heterogeneity as possible. Through the new Plan, we want to refocus DE&I initiatives and understand how diverse our company is, detect opportunities for improvement and break down barriers. To do this, we want to involve the entire organization, rely on training and awareness programs, set goals, plan actions and review all our processes.»
At Iberia, 38% of the workforce are women. All of them stand out in large numbers in the administrative sector or as cabin crew. But they are still a large minority in the areas of pilots, aeronautical engineers and aircraft maintenance technicians.
One of the objectives of the parent company, IAG, which is aligned with its subsidiary Iberia, is to reach 40% of women in management positions within the next two years. At Iberia, the number of women in the company has increased from 18% to 34% in senior positions.
