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the spanish airline Iberia announced that it will increase the percentage of women in management positions, reaching the 40% for him 2025. Iberia press photo
after the pandemic, Iberia has redesigned and relaunched its Diversity Plan, Equity and Inclusion with a new approach that encompasses gender groups, generational, cultural (nationalities), LGTBIQ+ and disability. The objective of this new Diversity Plan, Equity and Inclusion is to achieve adequate management of the diverse talent that exists in the company, that enhances the commitment and feeling of belonging of employees, and drive internal creativity and innovation to meet the organizational challenges that lie ahead for the airline.
Regarding the gender group, the airline is developing internal and external initiatives to give visibility to its female talent and promote the presence of women at all levels and professions within the company.
According to Maria Bello, Director of People Development and Diversity “companies must be a reflection of our society and contain as much heterogeneity as possible. Through the new Plan we want to refocus DE initiatives&I and understand how diverse our company is, detect opportunities for improvement and break down barriers. For it, we want to involve the entire organization, support us in training and awareness programs, set goals, plan actions and review all our processes”.
2025: 40% of women in positions of high responsibility
The 38 percent of the workforce in Iberia are women; they are majority in the administrative body and among the cabin crew, and still a minority in professions like pilots, aeronautical engineers and aircraft maintenance technicians.
In line with your matrix IAG, Iberia has committed to increasing the percentage of women in management positions to the 40 percent in the next two years. Between 2018 and 2022, the airline has gone from having a 18 percent to a 34 percent of women in the most senior positions.
Sensitize, develop and make visible female talent
The Diversity Plan, Equity and Inclusion of Iberia promotes the presence of women in management positions and brings them closer to those professions in the aeronautical sector where they are still a minority, through different initiatives that are framed in three main pillars:
1/ Internal awareness and training in a culture of firm commitment to diversity and through different actions:
- Carrying out workshops "YoSInEtiquetas", with employees from all areas to determine the framework for action
- A community of Diversity Ambassadors for each of the diversity groups: gender, generational, cultural, LGTBIQ+ and people with disabilities.
- Incorporating diversity into internal brand values: “We are one and diverse”.
- And monitoring the use of inclusive language in all internal and external communications.
2/ Related processes, above all, with professional development, inclusive HR policies and Equality Plan:
- Equality Plan: Iberia materialized the agreements in this sense with the social representation of the three groups that make up the company (land, pilots and TCP) and, at the moment, work is underway to update it as established by law.
- Inclusive HR policies:
- Implementation of the requirement of 50 percent of CV in external candidate selection processes, in those profiles where there is sufficient representation of both genders in the labor market.
- Review from the gender perspective of various human resources processes such as attracting talent, leadership profile, assessment, succession plan, climate survey, Training plan and talent programs.
- External competitiveness study to ensure that salaries in Iberia are in line with the market and that there is no wage gap by gender.
- Female talent development and mentoring program Take the lead, to promote the professional career of women towards positions of greater responsibility.
3/ External communication actions to make female talent visible and attract women to professions such as pilots, maintenance engineer or technician, with a female presence still very minority.
- Attracting and promoting technical careers among young women is the objective of the “I want to be” program of Iberia, that lets girls in 16-18 years take an “immersion” in the company facilities and learn more about professions in the airline sector that are usually male.
- What's more, Iberia supports different associations and events aimed at giving visibility to women:
- It is part of the association “They fly high”, a project that seeks to promote female talent in the aerospace sector, giving voice and visibility to women.
- Support the consultancy project 50&50 Gender Leadership, whose objective is to advance equal rights and opportunities.
- And also participate in WoMen Now, platform that gives voice to extraordinary women.
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