Advancing towards equality in the energy sector

At the end of 2024, the active population in Spain reached 24.5 million people, of which 21.9 million were employed. More than ten million of them were women, representing a female participation in the labor market of over 47%, according to the Active Population Survey (EPA) by the INE. Although these figures reflect progress in women’s integration into the professional sphere, challenges still persist in terms of equal opportunities and representation in certain sectors and levels of responsibility. At Edison Next, we take on this challenge with commitment and action, convinced that a diverse and inclusive work environment drives innovation and growth. March 8, International Women’s Day, is a key date to reflect on the progress achieved and the challenges we still face in the fight for equality. In this context, our commitment is not only a principle that cuts across the company culture but also a tangible action reflected in our internal initiatives. To cite a recent example, during the past year, 35 women joined our workforce, thus reinforcing our commitment to diversity and inclusion in a traditionally male-dominated sector. Currently, we have 110 women in our ranks, 13 of whom hold positions of responsibility, contributing to decision-making and the strategic development of the company. We know that the path to parity requires constant effort and concrete measures. Therefore, at Edison Next we have an Equality Plan that allows us to analyze the company’s situation and design strategies to ensure gender equity at all levels. Through this plan, we work to eliminate barriers, improve female representation in technical and leadership areas, and promote work-life balance measures that foster a more equal work environment for all people, regardless of their gender. This plan not only sets specific objectives but also incorporates monitoring and evaluation tools to measure its impact. Among its actions are the review of selection and promotion processes to avoid gender bias, the implementation of pay transparency policies, and the delivery of training programs on equality. Additionally, initiatives are promoted to encourage work-life balance, fostering an equilibrium that benefits both women and men in the company.