We are monitoring the number, but we have fewer women applying. Whenever job opportunities arise in operations, in production for example, with its round-the-clock work, such jobs attract virtually no women at all.<\/p>\n\n\n\n
Our industrial units operate 24h\/ a day, and until very recently the job market offered us no alternative but to hire men for operational duties round-the-clock.<\/p>\n\n\n\n
This sector is less appealing than information technology or services. But by adopting policies and actions in the area of personnel management, namely in recruitment, and in projecting the groups\u2019 values, we aim to turn this around.<\/p>\n\n\n\n
How important is it for Altri<\/strong>\u2019s business operations to have a work environment that is heterogeneous?<\/strong><\/strong><\/p>\n\n\n\n Having a diverse and inclusive environment at Altri is key. This will make our people feel more involved in the various different activities and projects. I can tell you that in five years we have managed to create a different reality, a more diverse environment which has made our teams stronger, where people contribute and where we have increased our ability to appeal to and retain young talent.<\/p>\n\n\n\n We have a long way to go, but we are taking very solid steps forward.<\/p>\n\n\n The main goal of Altri\u2019s Plan for Gender Equality currently in force is to contribute towards ensuring equal treatment and opportunities for men and women, by promoting the eradication of gender-based discrimination and encouraging a healthy work\/life balance. <\/p><\/div>\n\n\n\n What tools have been developed to help and support equal opportunities?<\/strong><\/strong><\/p>\n\n\n\n In reference to last year, we focused our efforts on revising the equality plan that was in force, which was a very generic document but which had some excellent guidelines. Our revision followed the guidelines set out in the Guide for the Preparation of (annual) Equality Plans, provided by CITE \u2013 Comiss\u00e3o para a Igualdade no Trabalho e no Emprego [Commission for Equality in Labour and Employment]. The plan currently in force was therefore developed by the managers of the Personnel and Legal departments, validated by the Sustainability managers, and of course, included the valuable contributions by our Ethics Committee.<\/p>\n\n\n\n This plan differs specifically from other equality plans in that it covers five different dimensions and sets out 17 specific measures for implementation in Altri group companies.<\/p>\n\n\n\n Also in 2021, Altri signed up to the TGE (Target Gender Equality) initiative, a programme by the United Nations Global Compact, to speed up promoting gender equality within organisations and in corporate leadership. In addition to the tools provided, we place emphasis on accessing experts in the field, as well as the opportunity to get in touch with peers working towards the same goal.<\/p>\n\n\n\n During this initiative we were invited to perform a self-assessment of our performance on matters of gender equality, and this assessment allowed us to identify our weaknesses and areas which needed improvement.<\/p>\n\n\n\n In terms of gender equality, do women today have the same career development opportunities as men at the Altri group?<\/strong><\/strong><\/p>\n\n\n\n Yes, even though we still have some steps to walk. The main goal of Altri\u2019s Plan for Gender Equality currently in force is to contribute further towards ensuring actual equal opportunities for men and women, by promoting the eradication of gender-based discrimination and encouraging a healthy work\/life balance, resulting in our employees feeling even more committed to the company.<\/p>\n\n\n Which of the commitments made by Altri do you consider to be the most ambitious?<\/strong><\/p>\n\n\n\n Without a doubt the 2030 Commitment, where we set a very ambitious target in this sphere: \u201cTo double the number of women in leadership positions from 19 in 2018 to 38 in 2030\u201d. This number currently stands at 24.<\/p>\n\n\n\n On the issue of salaries, do women at Altri earn the same as men doing the same job?<\/strong><\/p>\n\n\n\n Men and women doing the same job and with the same level of seniority earn the same basic wage. We have also made advances in this area. <\/p>\n","protected":false,"raw":"\n[lead]Ant\u00f3nio Jorge Pedrosa, Altri\u2019s director of People and Talent, acknowledges that recruiting women is not yet as easy as they would like. Over the last five years the Group has started to build a diverse and inclusive environment which has made teams stronger, by increasing the rates at which they attract and retain young talent.[\/lead]\n\n\n\n The Altri group is the result of an acquisitions policy which brings together different realities and cultures with different organisational traits. In industrial companies, the majority of production and maintenance jobs have traditionally been and still are done by men. Women have gravitated more towards jobs in administration and other more qualified areas, such as environmental and laboratorial jobs, for example.<\/p>\n\n\n\n We spoke with Ant\u00f3nio Jorge Pedrosa, Altri\u2019s director of People and Talent, to find out what progress is being made by the Altri Group in terms of gender equality.<\/p>\n\n\n\n How many women in a year, on average, apply for jobs at Altri?<\/strong><\/strong><\/p>\n\n\n\n We are monitoring the number, but we have fewer women applying. Whenever job opportunities arise in operations, in production for example, with its round-the-clock work, such jobs attract virtually no women at all.<\/p>\n\n\n\n Our industrial units operate 24h\/ a day, and until very recently the job market offered us no alternative but to hire men for operational duties round-the-clock.<\/p>\n\n\n\n This sector is less appealing than information technology or services. But by adopting policies and actions in the area of personnel management, namely in recruitment, and in projecting the groups\u2019 values, we aim to turn this around.<\/p>\n\n\n\n How important is it for Altri<\/strong>\u2019s business operations to have a work environment that is heterogeneous?<\/strong><\/strong><\/p>\n\n\n\n Having a diverse and inclusive environment at Altri is key. This will make our people feel more involved in the various different activities and projects. I can tell you that in five years we have managed to create a different reality, a more diverse environment which has made our teams stronger, where people contribute and where we have increased our ability to appeal to and retain young talent.<\/p>\n\n\n\n We have a long way to go, but we are taking very solid steps forward.<\/p>\n\n\n\n[gallery format=\"short\" ratio=\"3:2\" ids=\"4856,4859,4862,4865\"]\n\n\n\n[card type=\"normal\"] The main goal of Altri\u2019s Plan for Gender Equality currently in force is to contribute towards ensuring equal treatment and opportunities for men and women, by promoting the eradication of gender-based discrimination and encouraging a healthy work\/life balance. [\/card]\n\n\n\n What tools have been developed to help and support equal opportunities?<\/strong><\/strong><\/p>\n\n\n\n In reference to last year, we focused our efforts on revising the equality plan that was in force, which was a very generic document but which had some excellent guidelines. Our revision followed the guidelines set out in the Guide for the Preparation of (annual) Equality Plans, provided by CITE \u2013 Comiss\u00e3o para a Igualdade no Trabalho e no Emprego [Commission for Equality in Labour and Employment]. The plan currently in force was therefore developed by the managers of the Personnel and Legal departments, validated by the Sustainability managers, and of course, included the valuable contributions by our Ethics Committee.<\/p>\n\n\n\n This plan differs specifically from other equality plans in that it covers five different dimensions and sets out 17 specific measures for implementation in Altri group companies.<\/p>\n\n\n\n Also in 2021, Altri signed up to the TGE (Target Gender Equality) initiative, a programme by the United Nations Global Compact, to speed up promoting gender equality within organisations and in corporate leadership. In addition to the tools provided, we place emphasis on accessing experts in the field, as well as the opportunity to get in touch with peers working towards the same goal.<\/p>\n\n\n\n During this initiative we were invited to perform a self-assessment of our performance on matters of gender equality, and this assessment allowed us to identify our weaknesses and areas which needed improvement.<\/p>\n\n\n\n In terms of gender equality, do women today have the same career development opportunities as men at the Altri group?<\/strong><\/strong><\/p>\n\n\n\n Yes, even though we still have some steps to walk. The main goal of Altri\u2019s Plan for Gender Equality currently in force is to contribute further towards ensuring actual equal opportunities for men and women, by promoting the eradication of gender-based discrimination and encouraging a healthy work\/life balance, resulting in our employees feeling even more committed to the company.<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4976\"]\n\n\n\n Which of the commitments made by Altri do you consider to be the most ambitious?<\/strong><\/p>\n\n\n\n Without a doubt the 2030 Commitment, where we set a very ambitious target in this sphere: \u201cTo double the number of women in leadership positions from 19 in 2018 to 38 in 2030\u201d. This number currently stands at 24.<\/p>\n\n\n\n On the issue of salaries, do women at Altri earn the same as men doing the same job?<\/strong><\/p>\n\n\n\n Men and women doing the same job and with the same level of seniority earn the same basic wage. We have also made advances in this area. <\/p>\n"},"excerpt":{"rendered":"","protected":false,"raw":""},"author":32,"featured_media":4853,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_pt_post_content":"\n[lead]Ant\u00f3nio Jorge Pedrosa, diretor de Pessoas & Talento da Altri, reconhece que o recrutamento de mulheres, neste setor de atividade e para algumas \u00e1reas mais operacionais, ainda n\u00e3o \u00e9 t\u00e3o f\u00e1cil como gostariam. Ainda assim, nos \u00faltimos cinco anos o grupo come\u00e7ou a construir um ambiente diverso e inclusivo que tornou as equipas mais fortes, fazendo aumentar as taxas de atratividade e de reten\u00e7\u00e3o de jovens com elevado potencial.[\/lead]\n\n\n\n O grupo Altri resulta de uma pol\u00edtica de aquisi\u00e7\u00f5es em que coexistem diferentes realidades e culturas, com tra\u00e7os organizacionais diferentes. Tradicionalmente nas empresas industriais a maioria das fun\u00e7\u00f5es das \u00e1reas de produ\u00e7\u00e3o e manuten\u00e7\u00e3o eram, e ainda s\u00e3o, desempenhadas por homens. As mulheres desempenhavam fun\u00e7\u00f5es em \u00e1reas administrativas e noutras mais qualificadas, como em \u00e1reas ambientais e laboratoriais, por exemplo.<\/p>\n\n\n\n Falamos com Ant\u00f3nio Jorge Pedrosa, diretor de Pessoas & Talento da Altri, para nos explicar que avan\u00e7os est\u00e3o a ser feitos pelo Grupo Altri em mat\u00e9ria de igualdade de g\u00e9nero.<\/p>\n\n\n\n Em m\u00e9dia quantas mulheres se candidatam \u00e0 Altri por ano?<\/strong><\/p>\n\n\n\n Estamos a monitorizar o n\u00famero, mas temos menos mulheres a candidatarem-se. Quando temos oportunidades na \u00e1rea operacional, na produ\u00e7\u00e3o por exemplo, cujo regime de trabalho \u00e9 de labora\u00e7\u00e3o cont\u00ednua, s\u00e3o praticamente inexistentes.<\/p>\n\n\n\n As nossas unidades industriais laboram 24h\/dia e, at\u00e9 h\u00e1 bem pouco tempo, no mercado de trabalho n\u00e3o surgiam alternativas \u00e0 contrata\u00e7\u00e3o de homens para as fun\u00e7\u00f5es operacionais e em hor\u00e1rios de labora\u00e7\u00e3o cont\u00ednua.<\/p>\n\n\n\n Este setor n\u00e3o \u00e9 t\u00e3o apelativo como os servi\u00e7os ou as tecnologias da informa\u00e7\u00e3o. Mas com a ado\u00e7\u00e3o de pol\u00edticas e a\u00e7\u00f5es na \u00e1rea da gest\u00e3o de pessoas, nomeadamente no recrutamento, e na proje\u00e7\u00e3o do prop\u00f3sito e dos valores do grupo, pretendemos inverter esta situa\u00e7\u00e3o.<\/p>\n\n\n\n Qual \u00e9 a import\u00e2ncia para as atividades da Altri de um ambiente de trabalho com heterogeneidades?<\/strong><\/p>\n\n\n\n Na Altri a exist\u00eancia de um ambiente diverso e inclusivo \u00e9 priorit\u00e1rio. Isso far\u00e1 com que as nossas pessoas se sintam mais envolvidas nas diversas atividades e projetos. Posso afirmar que em cinco anos cri\u00e1mos uma realidade diferente, um ambiente mais diversificado que tornou as nossas equipas mais fortes, onde as contribui\u00e7\u00f5es proliferam e as taxas de atratividade e reten\u00e7\u00e3o de jovens com elevado potencial t\u00eam aumentado.<\/p>\n\n\n\n Temos um longo caminho a percorrer, mas os passos que estamos a dar s\u00e3o firmes.<\/p>\n\n\n\n[gallery format=\"short\" ratio=\"3:2\" ids=\"4856,4859,4862,4865\"]\n\n\n\n[card type=\"normal\"] O Plano para a Igualdade de G\u00e9nero da Altri tem como objetivo fundamental, contribuir para uma efetiva igualdade de tratamento e de oportunidades entre mulheres e homens, promovendo a elimina\u00e7\u00e3o da discrimina\u00e7\u00e3o em fun\u00e7\u00e3o do g\u00e9nero e fomentando a concilia\u00e7\u00e3o entre a vida pessoal, familiar e profissional. [\/card]\n\n\n\n Que instrumentos foram criados para ajudar e suportar a equidade de oportunidades?<\/strong><\/p>\n\n\n\n Sobre o ano que passou, o nosso esfor\u00e7o concentrou-se muito na revis\u00e3o do plano de igualdade que estava em vigor, um documento muito gen\u00e9rico, mas com boas linhas orientadoras. Na revis\u00e3o foram seguidas as orienta\u00e7\u00f5es divulgadas para o efeito no Gui\u00e3o para a Elabora\u00e7\u00e3o dos Planos de Igualdade (anuais), disponibilizado pela CITE \u2013 Comiss\u00e3o para a Igualdade no Trabalho e no Emprego. O plano agora em vigor foi, assim, desenvolvido pelas dire\u00e7\u00f5es de Pessoas e Jur\u00eddica, teve a valida\u00e7\u00e3o da dire\u00e7\u00e3o de Sustentabilidade e, naturalmente, os valiosos contributos da nossa Comiss\u00e3o de \u00c9tica.<\/p>\n\n\n\n Em particular, este plano distingue-se de outros planos de igualdade, por abranger cinco dimens\u00f5es diferentes e prever 17 medidas concretas para a sua operacionaliza\u00e7\u00e3o nas empresas do grupo Altri.<\/p>\n\n\n\n Ainda em 2021, a Altri aderiu \u00e0 iniciativa TGE (Target Gender Equality), um programa da United Nations Global Compact, acelerador da promo\u00e7\u00e3o da igualdade de g\u00e9nero nas organiza\u00e7\u00f5es e na lideran\u00e7a empresarial. Al\u00e9m das ferramentas disponibilizadas, valoriz\u00e1mos o acesso a especialistas na tem\u00e1tica, assim como a oportunidade de contacto com os pares alinhados neste objetivo.<\/p>\n\n\n\n Nesta iniciativa fomos convidados a realizar a avalia\u00e7\u00e3o do nosso desempenho em quest\u00f5es de igualdade de g\u00e9nero e esta avalia\u00e7\u00e3o permitiu identificar os nossos pontos fortes e \u00e1reas para melhorar.<\/p>\n\n\n\n Em rela\u00e7\u00e3o ao tema da igualdade de g\u00e9nero, no grupo Altri hoje as mulheres t\u00eam as mesmas oportunidades de crescimento de carreira que os homens?<\/strong><\/p>\n\n\n\n Temos ainda que dar alguns passos, mas diria que sim. O Plano para a Igualdade de G\u00e9nero da Altri em vigor tem como objetivo fundamental contribuir, ainda mais, para alcan\u00e7ar uma efetiva igualdade de oportunidades entre mulheres e homens, promovendo a elimina\u00e7\u00e3o da discrimina\u00e7\u00e3o em fun\u00e7\u00e3o do g\u00e9nero e fomentando o equil\u00edbrio saud\u00e1vel entre a vida pessoal, familiar e profissional, levando os seus colaboradores a sentirem-se ainda mais comprometidos com a empresa.<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4979\"]\n\n\n\n Que compromisso assumido pela Altri considera mais ambicioso?<\/strong><\/p>\n\n\n\n Seguramente o Compromisso 2030, em que estabelecemos uma meta muito ambiciosa neste dom\u00ednio: \u201cDuplicar o n\u00famero de mulheres em fun\u00e7\u00f5es de lideran\u00e7a de 19 em 2018 para 38 em 2030\u201d \u2013 situando-se este n\u00famero atualmente em 24 mulheres.<\/p>\n\n\n\n Em mat\u00e9ria de sal\u00e1rios, na Altri as mulheres recebem o mesmo que os homens quando<\/strong> desempenham fun\u00e7\u00f5es iguais?<\/strong> Nas mesmas fun\u00e7\u00f5es com o mesmo grau de senioridade\/antiguidade a remunera\u00e7\u00e3o base \u00e9 a mesma. Tamb\u00e9m nesta \u00e1rea evolu\u00edmos positivamente.<\/p>\n","_pt_post_name":"alcancar-uma-efetiva-igualdade-de-oportunidades-entre-mulheres-e-homens","_pt_post_excerpt":"","_pt_post_title":"Alcan\u00e7ar uma efetiva igualdade de oportunidades entre mulheres e homens","_en_post_content":"\n[lead]Ant\u00f3nio Jorge Pedrosa, Altri\u2019s director of People and Talent, acknowledges that recruiting women is not yet as easy as they would like. Over the last five years the Group has started to build a diverse and inclusive environment which has made teams stronger, by increasing the rates at which they attract and retain young talent.[\/lead]\n\n\n\n The Altri group is the result of an acquisitions policy which brings together different realities and cultures with different organisational traits. In industrial companies, the majority of production and maintenance jobs have traditionally been and still are done by men. Women have gravitated more towards jobs in administration and other more qualified areas, such as environmental and laboratorial jobs, for example.<\/p>\n\n\n\n We spoke with Ant\u00f3nio Jorge Pedrosa, Altri\u2019s director of People and Talent, to find out what progress is being made by the Altri Group in terms of gender equality.<\/p>\n\n\n\n How many women in a year, on average, apply for jobs at Altri?<\/strong><\/strong><\/p>\n\n\n\n We are monitoring the number, but we have fewer women applying. Whenever job opportunities arise in operations, in production for example, with its round-the-clock work, such jobs attract virtually no women at all.<\/p>\n\n\n\n Our industrial units operate 24h\/ a day, and until very recently the job market offered us no alternative but to hire men for operational duties round-the-clock.<\/p>\n\n\n\n This sector is less appealing than information technology or services. But by adopting policies and actions in the area of personnel management, namely in recruitment, and in projecting the groups\u2019 values, we aim to turn this around.<\/p>\n\n\n\n How important is it for Altri<\/strong>\u2019s business operations to have a work environment that is heterogeneous?<\/strong><\/strong><\/p>\n\n\n\n Having a diverse and inclusive environment at Altri is key. This will make our people feel more involved in the various different activities and projects. I can tell you that in five years we have managed to create a different reality, a more diverse environment which has made our teams stronger, where people contribute and where we have increased our ability to appeal to and retain young talent.<\/p>\n\n\n\n We have a long way to go, but we are taking very solid steps forward.<\/p>\n\n\n\n[gallery format=\"short\" ratio=\"3:2\" ids=\"4856,4859,4862,4865\"]\n\n\n\n[card type=\"normal\"] The main goal of Altri\u2019s Plan for Gender Equality currently in force is to contribute towards ensuring equal treatment and opportunities for men and women, by promoting the eradication of gender-based discrimination and encouraging a healthy work\/life balance. [\/card]\n\n\n\n What tools have been developed to help and support equal opportunities?<\/strong><\/strong><\/p>\n\n\n\n In reference to last year, we focused our efforts on revising the equality plan that was in force, which was a very generic document but which had some excellent guidelines. Our revision followed the guidelines set out in the Guide for the Preparation of (annual) Equality Plans, provided by CITE \u2013 Comiss\u00e3o para a Igualdade no Trabalho e no Emprego [Commission for Equality in Labour and Employment]. The plan currently in force was therefore developed by the managers of the Personnel and Legal departments, validated by the Sustainability managers, and of course, included the valuable contributions by our Ethics Committee.<\/p>\n\n\n\n This plan differs specifically from other equality plans in that it covers five different dimensions and sets out 17 specific measures for implementation in Altri group companies.<\/p>\n\n\n\n Also in 2021, Altri signed up to the TGE (Target Gender Equality) initiative, a programme by the United Nations Global Compact, to speed up promoting gender equality within organisations and in corporate leadership. In addition to the tools provided, we place emphasis on accessing experts in the field, as well as the opportunity to get in touch with peers working towards the same goal.<\/p>\n\n\n\n During this initiative we were invited to perform a self-assessment of our performance on matters of gender equality, and this assessment allowed us to identify our weaknesses and areas which needed improvement.<\/p>\n\n\n\n In terms of gender equality, do women today have the same career development opportunities as men at the Altri group?<\/strong><\/strong><\/p>\n\n\n\n Yes, even though we still have some steps to walk. The main goal of Altri\u2019s Plan for Gender Equality currently in force is to contribute further towards ensuring actual equal opportunities for men and women, by promoting the eradication of gender-based discrimination and encouraging a healthy work\/life balance, resulting in our employees feeling even more committed to the company.<\/p>\n\n\n\n[image format=\"img-header-large\" id=\"4976\"]\n\n\n\n Which of the commitments made by Altri do you consider to be the most ambitious?<\/strong><\/p>\n\n\n\n Without a doubt the 2030 Commitment, where we set a very ambitious target in this sphere: \u201cTo double the number of women in leadership positions from 19 in 2018 to 38 in 2030\u201d. This number currently stands at 24.<\/p>\n\n\n\n On the issue of salaries, do women at Altri earn the same as men doing the same job?<\/strong><\/p>\n\n\n\n Men and women doing the same job and with the same level of seniority earn the same basic wage. We have also made advances in this area. <\/p>\n","_en_post_name":"","_en_post_excerpt":"","_en_post_title":"Achieving equal opportunities for men and women","edit_language":"en","footnotes":""},"categories":[4],"tags":[15,509,494,512],"class_list":["post-4850","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-pessoas-altri","tag-altri","tag-antonio-jorge-pedrosa","tag-edicao-7","tag-igualdade-de-oportunidades"],"acf":[],"_links":{"self":[{"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/posts\/4850","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/users\/32"}],"replies":[{"embeddable":true,"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/comments?post=4850"}],"version-history":[{"count":3,"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/posts\/4850\/revisions"}],"predecessor-version":[{"id":5204,"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/posts\/4850\/revisions\/5204"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/media\/4853"}],"wp:attachment":[{"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/media?parent=4850"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/categories?post=4850"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/tags?post=4850"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}\n
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