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Good practice

AdP Waters of Portugal - Gender Equality Plan 2024

Portugal · National · National · Ver o perfil de Portugal

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)

Detalhes

Promotor
Aguas de Portugal - AdP — site
Domínio de poder
Economic Power
Métodos / ferramentas
Competence development, Awareness-raising, Benchmarking
Palavras-chave
Board, responsibility, monitoring, evaluation, social responsability

Contexto

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.

Objetivos

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

Atividades

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.

Implementação
Custo indicativo
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.
Tempo até resultados
Long (> 3 years) — Ongoing programme with a long-range target set for 2030 and biannual review cycles.
Equipa e competências
Senior management (biannual review of social-responsibility data), HR/training teams delivering mandatory non-discrimination and equal-opportunity modules

Condições de sucesso

  • 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)

Fontes de dados

De onde foi obtida a informação desta prática, e quando.

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