Commitment with our staf
Our staff in figures
The workforce as at 31 December 2022 is 1,746 people, 92% (1,611) in the Operating Units and 8% (135) in Corporate Services.
We have a highly qualified and specialised team committed to service excellence.
EVOLUTION OF EMPLOYMENT BY GENDER
Isdefe is a company with great resources of knowledge and full employment.
- Men
- Women
Men
62%
Women
38%
ISDEFE AND TALENT
Most of Isdefe’s staff has highly specialised knowledge, working in the areas of technology and management, offering highly qualified services.
88% of Isdefe’s staff has higher or intermediate degrees, 92% of which are in engineering and technical disciplines.
88%
HAVE HIGHER OR INTERMEDIATE QUALIFICATIONS
- 92%
ENGINEERING AND TECHNICAL DISCIPLINES
SOCIAL ISSUESE
Universal Accessibility for People with Disabilities
Isdefe promueve el derecho a la igualdad de oportunidades y de trato, así como el ejercicio real y efectivo de derechos por parte de las personas con discapacidad sdefe promotes the right to equal opportunities and equal treatment, as well as the real and effective exercise of rights by people with disabilities on equal terms with other citizens. Isdefe establishes a tie-breaker clause in the Tender Documents that benefits the companies that have the highest percentage of permanent workers with disabilities on their staff.
Isdefe’s building is adapted to the measures necessary for access by staff with mobility difficulties, in accordance with the provisions of Royal Legislative Decree 1/2013, of 29 November.
Staff with disabilities
2020
26
2021
32
2022
31
Organisation of work
WORKING TIME
As a general rule and in accordance with the Public Sector Working Time, the General State Budget 2018 establishes an average working week of thirty-seven and a half hours and an intensive working day for every Friday of the year and a summer working day, 4 months a year, from June to September, inclusive.
WORK-LIFE BALANCE
Isdefe has various measures aimed at facilitating the enjoyment of work-life balance and encouraging the co-responsible exercise of these by both parents.
- Annual working hours based on an average of 37.5 hours per week.
- Flexibility in starting and finishing time and in the time of interruption for lunch.
- Intensive working hours for 4 summer months in cases where intensive working hours are not available throughout the year.
- Accumulated breastfeeding leave.
- Compensation for excess working hours.
- Number of days of holidays and personal matters in excess of the applicable agreement.
- Extension of the annual holiday period by one month or three months for extraordinary reasons.
- Telecommuting up to 6 days per month in those positions that allow it.
- Digital disconnection policy.
- Provision of rest areas or canteens.
Concilia Project
Isdefe’s work-life balance policy aims to help people balance their personal or family life with their professional life. With this vocation in mind, this project to support and assist Isdefe’s staff and their families was created in 2020 and will continue to provide services in 2022.
In order to contribute to and promote the integration of people with functional, sensory or intellectual diversity into the world of work, a Special Employment Centre (CEE) has been chosen in the bidding process for this project.
Health and Safety
Isdefe has its own Prevention Service that specialises in Health Surveillance and Ergonomics/Psychosociology in the workplace.
At its headquarters it has a Medical Service to guarantee and protect health in the workplace.
Accidents
2019
10
2020
7
2022
14
Illnesses
In 2022, as in 2021, no employee reported sick leave due to occupational disease.
Absenteeism
2020 TOTAL INDEX
3,13%
2021 TOTAL INDEX
3,44%
2022 TOTAL INDEX
3,79%
2,32%
4,50%
2,79%
4,58%
2,77%
5,50%
- Men
- Women
Social dialogue
This takes place through works councils and personnel delegates, as well as the trade union sections set up at company level. Isdefe interacts with these employee and trade union representatives through the information, consultation and negotiation processes set out in the Workers’ Statute and the Collective Bargaining Agreement for the Engineering and Technical Consulting Firms sector.
WORKPLACE
LEGAL REPRESENTATION OF WORKERS
MEMBERS OF THE ENTERPRISE COMMITTEE
Madrid headquarters
Enterprise committee
23
Torrrejón de Ardoz
Enterprise committee
9
Robledo de Chavela
Enterprise committee
5
Canarias
Staff representatives
3
Villafranca del Castillo
Staff representatives
1
Cebreros
Staff representatives
1
Total
42
Training
There is a training delegate in each directorate to collect and analyse needs and then draw up training plans.
The training plan is tri-annual, with annual review and updating. In the training plan, importance has been given to technical training, with special attention to internal training, and an attempt is made to promote e-learning training in those actions where it is most appropriate.
Training actions during 2022
The main training actions during 2022 are focused on: aerospace technologies, cybersecurity, logistics, obtaining and maintaining certifications and management support training. Actions related to new emerging technologies related to Artificial Intelligence, Data Governance, Digital Twin or Blockchain have a prominent place in our Training Plan.
Isdefe is committed to training and promotes the professional and personal development of the entire workforce, with equal opportunities and the promotion of a corporate culture based on merit.
Hours allocated to training
-
68.887
-
-
68.887
2020
-
97.498
2021
-
94.694
2022
Expenditure on training
826.467
2020
897.714
2021
896.837
2022
Equality
Royal Decree 1615/2009, of 26 October, regulates the granting and use of the “Equality in the Company” (DIE) badge, as set out in Article 50 of the Law for the Effective Equality of Women and Men. Isdefe obtained this recognition in 2010 and has since revalidated it, obtaining in 2020 the 3rd extension of the validity of this Distinctive.
The DIE is a mark of excellence awarded by the Ministry of Equality to companies and other entities that accredit the application and implementation of equality plans and the development of measures or policies for equality between women and men in the workplace.
Protocols against Sexual and Gender-based Harassment
Isdefe has a protocol regulated in the Rules of Action against Harassment and Discrimination, which covers moral and sexual harassment and discriminatory treatment in the workplace.
Recruitment, Selection and Promotion
The selection and promotion of the staff will be based on the competencies and performance of the professional functions, and on the criteria of merit, equality, publicity, competition and capacity, required for the vacancy.
From 1 January 2022 to 31 December, Isdefe has closed 288 selection processes to join the company.
In the selection processes, more male candidates apply for each position, however, in relative terms the number of women selected is higher.
288
Selection Processes
Candidates by position
Men
7,63%
Women
3,27%
Number of successful candidates
-
Mujeres
-
Hombres