Professionals

Main policies and initiatives in effect:

• Code of Ethics and Professional Conduct: The organisation’s ground rules on professional conduct. It includes the fundamental rights and responsibilities of our professionals.
• Career management process: The process by which performance is measured and decisions are reached on each individual’s career development and compensation.
• Reassignment management policy: It sets out the procedure according to which professionals are reassigned to another position so that they can further develop their skills and competencies.
• Mobility office and international travel policy: Procedures, centralized through the Mobility office, that help manage all international travel by professionals who and ensure that their journey is carried out safely.
• General development plan: Training Plan based on the path followed by each professional, designed to help develop skills and technical expertise, as well as functional and methodological requirements at each stage of their career.
• Special training and development programmes: Programmes aimed at specific groups with certain training needs.
  •  Global talent development programme: Programme aimed at professionals with a special interest and motivation in self-development, providing pointers to promote individual development.
  • Selective talent development programme: (HIGH)p.Development programme aimed specifically at professionals identified as having the greatest potential.
  • Management team transformation programme: Programme aimed at increasing key competences in the different areas in which the management team works.
• Training programme for juniors: Training programmes aimed at newly hired professionals in order to facilitate their personal and professional development within the company.  
• Technology reorientation programme: Training programs based on technological upgrading through attendance to training courses and/or on-the-job training with the aim of enhancing the employability of all professionals.
• Knowledge management:
  • Knowledge sharing: Collective platform for knowledge management.
  • Develop your talent: Book lending and discussion groups.
• Diversity management: A set of policies aimed at meeting the different needs and interests of everyone at the organisation.
  • Equal-opportunities plan: Initiatives to ensure equal opportunities in areas such as access to employment, selection and promotion, training, work-life balance, pay, specific measures to prevent sexual harassment/gender discrimination and communication.
  • Equilibra programme: Programme for reconciling work and home/family life.
  • Unacceptable behaviour protocol: Establishes measures for preventing, detecting and resolving any situation involving sexual harassment or gender discrimination.
  • Equality helpline: Launched in conjunction with the unacceptable behaviour protocol, this helpline resolves and directs enquiries about and cases of sexual harassment or gender discrimination.
  • Women and leadership: Programme of training, mentoring and meetings with senior management that aims to promote the career development of women at pre-director and director level.
• Communication with employees:
  • Professional Relationship Management: Listening and observation system monitoring internal culture, to align corporate culture with the business project.
  • Orientation portal: Website with practical information for the company’s new hires.
  • My Queries: One stop consultancy window for all employees.
• Reflex Plan: flexible compensation policy for all employees.
• Occupational health and safety: Indra has a system in place to promote the health, safety and well-being of its professionals.

More than 40 nationalities in more than 30 countries

People have the ability to create new solutions and services, to learn, teach, and promote new ways of doing and thinking.

That is why recruiting, developing and retaining talent is considered a fundamental area for Indra´s sustainability, becoming a strategic priority. At Indra, we rely on professionals who are committed, motivated, open to change, and with an ability to learn.

     1. Attracting

     2. Retaining

         2.a Diversity

         2.b Balance

         2.c Equality

     3. Developing

     4. Risk Prevention

     5. Labour Relations

At Indra, we want to retain our professionals with innovative approaches that favour a balance between professional, personal and family life, and enable professional growth and innovation.

At Indra, we are aware that in order to favour that balance, it is necessary to consider the various personal and professional needs of each employee, which should be addressed as a fundamental part of the policies to attract, retain, and develop talent.

At Indra, we also want to promote the diversity of our workforce, because that is an opportunity for the company. Diversity is a lever for innovation, making it key for our ability to compete in a sector like that of Technology.

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What is diversity for Indra?

Diversity is an opportunity and a driver for success, as well as a secure source for promoting innovation, because ultimately, innovation always resides in people.

What does diversity imply for Indra?

Diversity means that each person should be considered a unique being with singular needs and abilities that must be addressed.

Diversity also means equal opportunities for everyone. Furthermore, it represents a value upon which our business project should be built.

What does diversity have to do with talent?

Understanding and managing diversity are key to attracting and retaining talent, fostering our international growth, facilitating professional development, encouraging organisational learning and generating commitment.

Additionally, diversity is understood to be in line with our values of sensitivity and originality, and our vision of responsibility: managing knowledge to foster innovation.

What are our strategic objectives concerning diversity?

• Ensuring equal opportunities without taking into account race, sex, religion, opinions, background, economic standing, birth or any other condition.
• Respecting the singularity of people and their cultures.
• Meeting the individual needs of the people that work at Indra.

What policies does the company have to help manage diversity?

Indra’s policies concerning diversity management are:

• A career development policy that adapts to the various skills and knowledge of each person.
• Training plans also adapted to individual needs.
• Promotion policies based on equal opportunities and without discrimination.
• The Equilibra programme, through which we attempt to address the needs of balancing family and personal life with work.
• The Reflex programme, which provides each person with the opportunity to design their compensation package according to their needs.
• The Equality Plan, which was implemented in 2006 to address gender diversity with the aim of making professional careers compatible with the family objectives of the people that work at Indra, as well as to offer the same opportunities to men and women regarding recruitment, retention, and developing talent and professional advancement.
• The Inserta Agreement with the Once Foundation, through which the company is committed to fostering the integration of people with disabilities in society and in our company. In order to reach this goal, we are designing a plan for the integration of people with disabilities in the company, backed by the Adecco Foundation, as well as with the collaboration of other job placement entities for people with disabilities.
• The collaboration agreement with the Integra Foundation to integrate people at risk of social exclusion in our company.
• A Diversity Policy aimed at respecting different cultures and human rights, as well as the promotion of these values among the workforce.

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Equilibra

Since 2005, Indra has had a programme (Equilibra) designed to increase work flexibility, so that it may adapt to the professional and personal needs of each of our employees.

Equilibra integrates two initiatives (Concilia and Iguala) aimed at promoting the balance of the professional, personal and family life of our professionals, which is essential for there to truly be equal opportunities.

Why is Equilibria not applied throughout the world?

Because we think globally and act locally.

Being a global company requires to also think about the local peculiarities when managing human resources. In the case of Equilibria, which contains important measures aimed towards balance, this aspect is especially delicate, since the expectations of the professionals and their needs in Spain may, in other parts of the world, not be valued or even requested.

In 2008, we completed the first international corporate responsibility survey, with a sample of 35 professionals in 10 countries, as an initial approximation to the demands, expectations, and needs in this area, and to be able to configure, in a more adapted manner, initiatives with value for each market.

Balance

Our Balance Programme aims for our professionals to be able to work and develop their talent in the work environment, while making this fully compatible with the rest of their personal development.

For that purpose, Indra promotes measures that meet personal and business needs, in a global world where work is not something inflexible, but rather an activity that enables, more and more, to adapt space, time and relationships while optimising results.

Flexibility policy

• If between 50% and 80% of the tasks that are carried out in the workstation may be completed remotely with adequate technology support, and the manager agrees, then homeworking is possible.
• Flexible maternity/paternity: There are 3 possibilities:
  • Accumulated maternity/paternity: Extending maternity leave during 30 calendar days.
  • Extended maternity/paternity: Reducing the day by 50% while receiving 100% of the salary during the 60 calendar days after returning to work.
  • Combined maternity/paternity: Extending maternity leave by 15 calendar days and having a reduced work day schedule since the return to work until your baby is 9 months old.
• Compressed work week (the employee does not work Friday afternoons).
• Flexible range of 30 or 60 minutes--depending on the centre--in the arrival and departure time.
• 30 or 45 minute lunch time flexibility, also depending on the work centre.
• Future fathers have 3 work days of paternity leave, which is one more day than what is established by law.
• In the event of travel due to the marriage of children, parents or siblings, 1 day if it is within the province where the employee works (or in bordering provinces), extendible to 2 or more days in other cases.
• In the event of a serious illness or death of a family member (up to 2nd level blood relationship), one additional day than what is established, in other words, 3 or 5 days total, depending on the necessary travel.
• In the event of temporary disability that entails hospitalisation during vacation, the days used may be excluded from the calculation of the vacation period.
• Leave for accompanying children under the age of 14 to the doctor, or of any age if they have a disability, as well as the spouse.
• 10 days per year or 20 half days for those who are completing official studies for taking exams.
• The time that is necessary for visiting the national insurance primary doctor or specialist may be used.
• If the employee has been with the company for more than a year, it is possible to request unpaid leave up to a maximum of three months, as long as the direct manager agrees.

Services policies

• SAE (Employee Assistance Service). This consists of free legal assistance service by phone, and an agency service with preferred prices. It may be used by the family unit.
• Indraclub. Through this, Indra offers its employees benefits in the purchase of products and services.
• Employees who have handicapped children in their care receive financial assistance.
• The company supplements Social Security benefits up to 100% of the salary, as of the first day, in the event of maternity/paternity leave.
• If there is an officially recognised disability of at least 33%, Indra finances 100% of the cost of a DSL line.

All of the mothers and fathers receive a letter of congratulation and a gift card for the birth of a child.

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Indra has an Equality Plan, prior to the Organic Law 3/2007 of March 23, 2007, for the effective equality of women and men.

Regardless, Indra and the Legal Representation of employees, represented by a Negotiating Commission, have agreed on a new Equality Plan, in effect since this past December 3, 2009.

     Subir

The value of Indra´s solutions and services is defined by the value that the company´s professionals are able to contribute. For this reason, the company considers people to be its main asset, and promoting talent its primary objective.

Our company values the efforts of its professionals and motivates them so they may feel confident to face the most complex market challenges. Indra hires professionals with talent, helps them grow and stand out in their area of work, and makes a decided committed towards training as a professional development tool.

     Subir

Risk prevention

Indra promotes the highest possible level of safety, health, and well-being among its employees, and strives to adequately protect those who work for the company and may be affected by its activities.

Indra´s preventive management has a focus of continuous improvement, which is based on identifying dangers and assessing risks, and verifies the effectiveness of the preventive measures that have been set-up. For this, the following actions are carried out:

• Identifying and assessing workplace risks of the activities carried out through yearly programmes.
• Establishing the planning of the preventive action derived from technical operations.
• Verifying the compliance and the effectiveness of the preventive measures that have been adopted.
• Offering and guaranteeing the surveillance of worker health, in accordance with the workplace risks to which they are exposed.
• Establishing emergency and urgent healthcare measures in work sites.
• Establishing measures and channels for coordinating business activities regarding safety and health among clients and suppliers.
• Investigating workplace accidents for the verification and, when applicable, the identification and assessment of risks, and the adoption of preventive measures.
• Analysing the epidemiological studies of the collective and workplace health in order to take into consideration, when applicable, the identification and assessment of risks and the adoption of preventive measures.
• Periodically auditing the preventive management system.
• Training workers in matters of safety and health related to performing their activity.
• Basic Level Courses of 50 hours in Occupational Risk Prevention for all of the commands necessary, due to the risk of their activity and/or coordination between companies.
• Basic Level Courses of 50 hours in Occupational Risk Prevention for all of the workers that perform tasks of special danger, height, construction work, etc.

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Labour relations

The union and legal representation of employees in Spain is done through Union Organisations and the established committees. The legal representation of Indra workers in Spain consists of more than 300 people, the majority who belong to CC.OO., UGT and USO unions. Indra offers extensive information to the unions regarding the company´s relevant aspects or initiatives.

The trade unions and corporate responsibility

Employees were defined as one of  Indra’s stakeholders. In this regard, the Responsibility Master Plan integrates initiatives of value with employees and promotes others. Similarly, the rendering of annual accounts includes exhaustive information on the matter. All this is available to the unions and the company continues to send them information to elicit their comments and amendments.

Indra considers unions to be a stakeholder, but integrated with employees and not independently, as well as, within its customers, suppliers or knowledge institutions, Indra does not consider associations of them.
 

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Women’s Empowerment Principles

Indra has signed the Women’s Empowerment Principles, an initiative conceived by the United Nations Global Compact and the United Nations Development Fund for Women (UNIFEM).

With the slogan “Equality means Business”, the principles gives guidance on the empowerment of women in the workplace, marketplace and community while guaranteeing inclusion of their talent and experience. The principles offer a vision for companies to assess and analyze ongoing initiatives, reference values and current evaluation practices. 138 companies across the globe have signed this initiative.

Adherence to these principles proves Indra’s commitment to gender equality as stated in the company’s Code of Ethics. Besides this, Indra’s policies deal with diversity management, balance measures and above all they include an Equality Plan prior to the Organic Law 3/2007 of March 23, 2007, for the effective equality of women and men which was renovated in 2009. 
 

Indra’s adhesion to the Women’s Empowerment Principles implies that the company endorses its seven principles:

1. Establish high-level corporate leadership for gender equality.
2. Treat all women and men fairly at work –respect and support human rights and nondiscrimination.
3. Ensure the health, safety and well-being of all women and men workers.
4. Promote education, training and professional development for women.
5. Implement enterprise development, supply chain and marketing practices that empower women.
6. Promote equality through community initiatives and advocacy.
7. Measure and publicly report on progress to achieve gender equality.