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Gender Equality Policy

Our fundamental principles

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Non-Discrimination

Zero tolerance for discrimination based on gender or gender identity.



 

Pay Equity

Pay equity for women and men in equivalent functions.



 

Technical Roles

Active promotion of women in technical, operational and leadership roles.





 

Working Conditions

Safe and fair working conditions with an equitable and inclusive approach.




Concrete actions we implement

Actions

Gender Equality Policy

We have clear guidelines to prevent any type of bias or discrimination in hiring, promotion and performance evaluation processes.


Training and Awareness Raising

We provide workshops and training programs on issues of equity, female leadership, co-responsibility and inclusive work environments.


Internal Promotion and Female Leadership

We design career paths with equal access for women, focusing on strategic and technical roles traditionally masculinized.


Work-Life Balance

We apply work flexibility policies and wellness plans that take into account the different realities and family responsibilities.

Our Gender Equality Policy


Its objective is to guarantee gender equality at all levels of the company, promoting a fair, inclusive and sustainable environment. Its scope includes all personnel: executives, collaborators, interns, contractors and consultants.

Guiding Principles

  • Equal opportunity: Equal access to employment, training and professional development.

  • Respect for diversity: Valuing diverse identities and experiences.

  • Non-discrimination: Zero tolerance for driscrimination based on gender or sexual orientation.

  • Pay equity: Fair wages without gender distinction.

  • Labor flexibility: Promotion of teleworking and work-life balance schedules.

  • Prevention of harassment: Protocols against sexual and workplace harassment.

  • Equitable development: Equal opportunities for training and professional growth.

  • Transparency: Clear communication of policies and progess.

  • External participation: Involvement in pro-equity initiatives.

  • Committed leadership: Prompted by top management with resources and follow-up.

Institutional Commitments

  • Include the gender perspective in contracting and evaluation processes

  • Guarantee equal pay for equivalent functions

  • Offer trainings on equality, harassment and co-responsability

  • Measuring and reducing gender gaps with internal indicators

Implementation

Responsibility of the General Management and Human Resources, with the commitment of the entire organization.

Women's Leadership


At MIVILSOFT S.A., women occupy 75% of management positions, reflecting female leadership at the highest decision-making levels. This percentage is directly aligned with the company's shareholder composition, where three of the four partners who lead the MIRAL Group (to which MIVILSOFT belongs) are women, thus consolidating a business environment committed to the active participation of women in corporate management and leadership.