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.
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 44 initiatives globally. Examples include #SheTransformsIT, the STEAM Alliance for Female Talent and Girls Love Tech, among others. Through Girls Love Tech alone, we have offered more than 1,200 young women from all over Spain the opportunity to connect with more than 100 mentors and experts from the Company, in more than 150 training, inspiration and mentoring activities.
We want today’s girls to be tomorrow’s leaders, especially in the technology field
Our objectives are, in addition to working to increase the proportion of women in our workforce, to reach 37% of women in management positions by 2027 and to reach the adjusted gender pay gap +-1% by 2024 (this target was already met in 2022).
In addition, we aim to achieve gender parity in the Company’s top management bodies by 2030. In the long term, we have the ambition to eliminate the gross gender pay gap by 2050.
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.
LGBT+ 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 LGBT+ diversity and run internal campaigns making clear our support for the UN ‘Standards of Business Conduct’ to protect the rights of LGBT+ people.
Young Talent
Connecting young talent means bringing in new ways of looking at things. It means ensuring that we have agile, restless and even rebellious 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 Fundación Telefónica Employment Map, which help them to identify professional opportunities and the skills required to access them.
Ethnic diversity
Telefónica is publicly committed to taking action to close the race 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 ethnic minorities and boost their careers. In addition, more than 75% of our employees have voluntarily disclosed their ethnic background. All these actions are leading to the achievement of our 2027 targets: 25% ethnic minority 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 41.7% of employees who identify themselves as black. In relation to leadership positions, we will reach 32.8% of black leaders by 2023.
Disability Inclusion
At Telefónica, we have publicly committed 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.
For Telefónica, contributing to providing opportunities for people with disabilities is not only an ethical imperative, but also a question of talent and business. In the current context, no company can afford to do without any valuable professional
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.
