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Good practice Imported

AdP Waters of Portugal - Gender Equality Plan 2024

Portugal · National · National · See the Portugal profile

The Águas de Portugal Gender Equality Plan outlines a comprehensive set of actions aimed at promoting gender equality in decision-making and leadership positions within the company. Aligned with Law No. 62/2017, which mandates a minimum representation of 33.3% women in management

33.3%
Statutory minimum share of women in management/supervisory roles (Law 62/2017)
40%
AdP target share of women on Board of Directors by 2030 (2030)

Details

Promoter
Aguas de Portugal - AdP — website
Power domain
Economic Power
Methods / tools
Competence development, Awareness-raising, Benchmarking
Keywords
Board, responsibility, monitoring, evaluation, social responsability

Context

Águas de Portugal (AdP), the national water utility group, adopted a Gender Equality Plan aligned with Law No. 62/2017, which sets a minimum 33.3% representation of women in management and supervisory roles. The plan operates within AdP's SA8000 social-responsibility management system.

Objectives

Achieve balanced gender representation in decision-making and leadership; by 2030, reach 40% women on the Board of Directors.

Activities

Continuous monitoring of SA8000 compliance with employee feedback reviewed by senior management every six months; mandatory training for all staff on non-discrimination, work-life balance and equal opportunity; regular employee consultations on diversity policies; partnerships with Girl Move Academy, the 'Engenheiras por um Dia' programme and 'Divers@s e Ativ@s' to encourage women into engineering and non-discriminatory workplaces.

Implementation
Indicative cost
Low (< €50k) — No budget figures disclosed; treated as low cost as the plan operates through existing HR/training/monitoring functions rather than dedicated new spending.
Time to results
Long (> 3 years) — Ongoing programme with a long-range target set for 2030 and biannual review cycles.
Staffing & skills
Senior management (biannual review of social-responsibility data), HR/training teams delivering mandatory non-discrimination and equal-opportunity modules

Conditions for success

  • Legal quota (Law 62/2017) providing a compliance driver
  • SA8000 social-responsibility management system to track employee feedback
  • Partnerships with external women's-empowerment organisations (Girl Move Academy, Divers@s e Ativ@s)

Commonly funded by

National / regional programmes

Indicative funding routes for practices of this type — always check each programme's current calls and eligibility rules.

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Data sources

Where this practice's information was retrieved from, and when.

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