In a conference held in Toledo, we reaffirmed our commitment to gender equality through the correct execution of our Equality Plan and a Harassment Protocol in our logistics centers.
Given that we have a predominantly female workforce, with more than 60% women, we aim to promote a respectful work environment and equal opportunities for all people, without discriminating on the basis of nationality, gender, sexual, political and religious orientation, or any other condition.
With this data, we have highlighted the fruits of our commitment to gender equality embodied in the Equality Plan. Likewise, we are committed to making these initiatives visible among all our employees both locally and nationally through specific training that will be carried out in all our centers.
“As a multinational entity, Logisfashion has the responsibility to continue developing the talent of our team, promoting growth without neglecting to address gender issues”, explains Sandra Pérez, Director of Human Resources of Logisfashion’s Spanish subsidiary. “Gender diversity fosters collaboration and drives productivity. Therefore, promoting equal opportunities for all people is essential to continue advancing and building a better future inside and outside our company,” concludes Pérez.
In this sense, the Spanish trade union CCOO has visited the Logisfashion center in Toledo to assess female talent. To this end, the general secretary of CCOO, Unai Sordo, has participated in a meeting at this Logisfashion work center to thank us for our work on gender equality.
The day was also attended by the Secretary of Women, Equality and Working Conditions, Carolina Vidal, the Secretary General of the Federation of Citizenship Services, Juana Olmeda, and the Secretary General of CCOO of Castile-La Mancha, Paco de la Rosa.
A whole series of initiatives that we are applying in our centers and which we have already adopted as principles of our own work culture. These include, among others, equal opportunities in the selection, promotion and professional development processes; establishment of the culture of equality throughout our company; equitable remuneration as opposed to the wage gap; family reconciliation and occupational health applied with a gender perspective; and protection of the integrity of victims of gender-based violence.
