THE CHALLENGE
Company in the financial sector. It is in the process of cultural transformation, which is why it was decided to count on the collaboration of Morgan Philips to cover the needs associated with a project to improve processes related to talent management, which included the creation of an Equality Plan and awareness of Diversity and inclusion for the entire company.
A proposal was requested for the improvement of processes and the creation of the company's Equality Plan and awareness and training actions in this area.
HOW WE HELPED
Morgan Philips helped to analyse and diagnose the degree of inclusion and accessibility to the different profiles in the processes of the HR area. Including the elaboration of the company's Equality Plan. To then design new inclusive processes, adapted to the needs of our client.
In accordance with current legislation, to carry out a study aimed at identifying and estimating the magnitude of inequalities and potential obstacles to achieving functional, generational, gender and cultural equality.
The analysis included content on management processes (selection and recruitment process, professional classification, training, professional promotion, remuneration and prevention of sexual harassment or harassment for any reason not justified by their qualifications and work performance).
The analysis was carried out from a quantitative (age, nationality, type of contract, remuneration, etc.) and qualitative point of view (selection processes, compensation policies, corporate communication, etc.).
Based on this information, a remuneration audit was carried out, which is the main instrument for verifying whether the company's compensation system, in a transversal and comprehensive manner, complies with the effective application of the principle of equality in terms of remuneration. In addition, an exhaustive diagnostic report was drawn up on the potential improvements to be made in the different concerns of the organisation.
Once the equality plan had been finalised and registered, an awareness-raising communication campaign was carried out to explain the importance and benefits of incorporating diversity and inclusion as a transversal element of the company. At the same time, training sessions were designed to explain in a personalised way to the professionals involved in the processes that were going to implement improvements in coordination with the HR department. Adapting the approach to the audience and their specific needs.
THE IMPACT
The objectives that were achieved thanks to this project were:
- Better use of Human Resources
- Development of transparent and equitable policies
- Design of a new inclusive selection process that focuses only on the technical and competencies required for the job.
- Development of a new, more objective evaluation process that focuses on the performance and competencies of each post.
- Composition of a Handbook of good practices on equality.
- Management commitment to equality in the company.
- Improvement of the company's image, both internally and externally, through social responsibility and compliance with national regulations. Strengthening its image as an employer.