Equality and work-life balance | Corporate Responsibility | Aena

Corporative

We have an equality plan and a joint committee on equality to ensure maximum respect for our people and non-discrimination.

At AENA, we aim to guarantee equality in accessing jobs, professional promotions, professional training, equal pay for men and women and the prevention of sexual harassment. For this reason we have devised an equality plan, defined in our collective agreement, along with a joint committee on equality, founded in 2010 in equal shares by AENA and the majority unions, and responsible for supervising compliance in this area.

Furthermore, since 2015 we have had a protocol for taking action against harassment based on sex and sexual harassment, through which we ensure the implementation of a corporate culture based on respect and non-discrimination.

  • 3rd Equality Plan, which aims to integrate the principle of effective equality between women and men, as well as non-discrimination on the grounds of gender, in a cross-cutting manner in all Aena's actions. This 3rd Equality Plan will be in force for 4 years, from 1 January 2026 to 1 January 2030.
  • LGTBI+ Diversity Management Plan, which aims to improve the inclusion of the LGTBI+ community in the workplace, as well as to provide all employees with an instrument that allows them to prevent situations that could lead to prejudice or discrimination.
  • Policy for the selection of Aena Board of Directors members. This policy establishes diversity as a fundamental pillar for the selection and optimal performance of the Board of Directors, highlighting gender and age diversity as key factors. It also details the criteria used in the selection of candidates, as well as incompatibilities for Board membership. It applies to all individual members of the Board of Directors and is supervised by the Appointments, Remuneration and Corporate Governance Committee, then subsequently approved by the Board itself.
  • Procedure for preventing and dealing with harassment at work. Its aim is to prevent harassment at work and to establish a clear protocol for dealing with complaints related to this type of situation.
  • Protocol for the prevention of and dealing with situations of sexual harassment, on grounds of sex, sexual orientation, sexual identity or gender expression. As with the previous protocol, its aim is to establish a clear procedure for dealing with situations of harassment, promoting equal treatment and non-discrimination, fostering inclusion through visibility.
  • Digital Disconnection Policy and Remote Work Policy. Both are published on the Aena intranet.

Permits and leave

  • Granting leave for birth (maternity/paternity), adoption or fostering, in accordance with or above the requirements of local regulations.
  • 23 working days of holiday. One additional day's holiday for every five years of service, starting at 20 years. Guaranteed full enjoyment of the allocated holidays, including additional days to those required by law and/or seniority days.
  • Paid leave on 24 and 31 December.
  • Paid time off for personal matters or by the hour (staff working regular hours), breastfeeding, birth of premature or hospitalised children, and attendance at final exams, exit exams and other final aptitude and/or assessment tests.
  • Leave for death or change of residence, with extensions depending on the degree of kinship or the distance of the displacement.
  • Unpaid leave of up to one month in the event of the death of a spouse, partner or child.
  • Leave for serious illness or hospitalisation of family members and accompaniment to invasive diagnostic tests, when required by medical prescription.
  • Leave to undergo assisted reproduction techniques during the working day, leave for prenatal exams and childbirth preparation techniques or for preparation in cases of adoption.
  • Leave to attend medical appointments during working hours.
  • Leave for reasons of force majeure or special situations.

Flexible timetable

  • Flexible start and finish times for certain groups.
  • Possibility of flexible or reduced working hours, especially for people with family responsibilities.
  • Intensive or adapted working hours during certain periods (such as summer) for certain groups.
  • Adaptation of the working day or job during pregnancy and breastfeeding.
  • Possibility of changing staff service to shifts.
  • Two hours of flexibility per day for workers with children with a disability equal to or greater than 33%.

Benefits and support for well-being

  • Aena Spain's Work-Life Balance Programme offers basic and specialised resources to help employees and their first-degree relatives to balance work and family life. Services available include counselling on life protocols (such as chronic illness or childbirth) and support in legal, tax, financial, social and personal well-being areas.
  • Flexible remuneration (restaurant vouchers).
  • Life and accident insurance.
  • Private medical and dental insurance for employees and, in some cases, with the possibility of extending coverage to family members under advantageous conditions.
  • Medical check-ups.
  • Financial aid for studies, health, disability, camps and nurseries, and refundable advances.
  • Contributions to the Pension Plan.

Remote work and digital disconnection

  • Remote Work Policy. The remote work policy in Spain aims to determine the criteria for accessing and organising this form of work, as well as to promote work-life balance, employee well-being and operational efficiency.
  • Digital Disconnection Policy. Aimed at strengthening the right to work-life balance for all employees and improving their well-being.

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Corporate governance
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International cooperation and scholarships
Patronage and social action
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