To address current challenges of a technical nature (digital transformation, talent, health and safety, etc.) or regulatory challenges in terms of human resources, Aena focuses on attracting and retaining talent, developing the necessary skills, and supporting digital transformation.
The people who work at Aena are the company's main asset due to their talent, training and work capacity. Therefore, for Aena it is essential to maintain the highest levels of motivation and commitment, retaining talent to take on new challenges.
People management line of action
Diversity and inclusion
"Bringing visibility to the relevance of equality and inclusion by developing policies and proactive participation in dedicated programmes"
"Detecting and promoting high-level performance, motivation and commitment in order to retain talent within the company while improving the Aena brand image"
Work-life balance and motivation
"Improving employee satisfaction with the work well-being programme and greater flexibility to combine work and private life"
Development of a sustainable culture
"Evolving the company’s culture and policies to adapt to the current context and ensure future sustainability"
employees (total consolidated workforce). Faced with the emergence of Covid-19, Aena has prioritised the maintenance of its employees' jobs.
of Aena’s workforce is female. In management and middle management positions, this figure reaches 43,9%.
of the staff have permanent contracts. Aena is continuously committed to job stability.
employee turnover rate. The rate has been maintained, with very slight, low-value variations over recent years.
medical tests, medical examinations, clinical analyzes, certificates of aptitude, etc.
Percentage of employees covered by collective bargaining agreements at Group level.