Plano para a Igualdade de Género 2023 (Millennium BCP)

The system of balanced representation between men and women in the management and supervisory bodies of state public sector entities and companies listed on the stock exchange, whose Law 62/2017, of 1 August approved, established companies listed on the stock exchange, the obligation to draw up and publish their annual plans for equality, with a view to effective equality of treatment and opportunities between women and men, promoting the elimination of discrimination based on sex and encouraging reconciliation between personal, family and professional, pursuant to article 7 of the aforementioned Law. This plan, targeted to men and women employees, is thus based on the provisions of article 7 of Law no. 62/2017, of 1 August, and as a result, in its creation, the guidelines contained in the “Guideline for the Preparation of Plans for Equality”, which foresees carrying out a self-diagnosis with a view to identifying the existence of policies and practices in the field of gender equality. In this way, the plan is based on the diagnosis prepared by Millennium BCP of the Group's domestic activity, that is, the operations carried out in Portugal, taking into account the following contributions: Self-assessment guide for gender equality at Millennium BCP, whose completion made it possible to assess the current situation in various areas and identify priorities; Organizational climate survey carried out in December 2020, with representation of the entire population, it is expected that the regularity of this survey will be annual; Monitoring the evolution of statistical indicators on gender equality.

Why it's a good practice: BCP Group, materializing its commitment to Sustainability and responsible business practices, instituted a “Policy of Diversity and Equal Opportunities”, published on the institutional website, which, in its guiding principles and guidelines, establishes values and references for action, in which whether it includes unequivocal guidance for: i) the right to equal access to employment and work; ii) prohibition of any form, direct or indirect, of discrimination.
BCP Group also believes that respect for diversity and inclusion are fundamental for the pursuit of the Bank's objectives and commitments. It is in this sense that the importance of fostering an inclusive, fair and flexible workplace is recognized, which ensures fair treatment, promotes diversity and personal and professional growth and values cultural plurality.
Diversity, in this context, includes characteristics such as personality, beliefs and values, gender, age, race, nationality, ethnic origin, religion, disability, sexual orientation, marital status, trade union membership and political affiliation.
It is in this context, after approving an “Equality and Non-Discrimination Policy” in 2015, that BCP Group, in 2020, deepening the integration of the principles of diversity, inclusion, equal opportunities and non-discrimination, revised this corporate policy with the publication of the new “Diversity and Equal Opportunities Policy”, thus updating its commitment to promoting equal opportunities and valuing Employees, encouraging training and professional development and encouraging non-discrimination, inclusion and diversity.
Thus, this Plan for Gender Equality is, above all, the translation into concrete, tangible and consequential actions, of the guiding principles defined by this Policy, and by the reference framework it establishes in People management processes and practices.

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