Human Resources

A global project has been launched in the field of diversity, and specifically in that of non-discrimination and equal opportunities, with women at the forefront. BBVA aims to eliminate all impediments to the professional development of women in the Group.

The two main focuses of action in which work is being done to ensure gender equality are: the professional development of women and maternity, by implementing measures to improve the balance between maternity and a professional career.

The “genera!” tool is being tested as part of this project. This is a social network for the debate of opinions on a variety of subjects that must later be translated into specific action plans. The initiative is organized by a strategic committee with high-level representation, which is assisted by an operational committee that deals with greater detail and a managing body that acts to promote and organize the contributions.

The major progress made in this area in Spain and Argentina deserves particular mention. In Spain, BBVA signed the Equal Treatment and Opportunities Plan, which updates and develops the Equality Agreement signed in October 2005. The aim of the Equality Plan is to boost the development of real and effective equality between women and men. Among the items included in the plan are: content related to equal opportunities and the balance between work, personal and family life; a chapter devoted to protection during pregnancy, maternity and paternity; a protocol for action established for the prevention of sexual harassment; and further development of the legal measures on gender violence. Also included are the commitment to draw up a protocol for information and awareness-raising on the subject of disability and the use of non-discriminatory language in all company communications, as well as in public acts, promotion and advertising. At the same time, a joint equality committee has been created with trade-union representation to ensure the monitoring of the Equality Plan. There was a broad consensus in the signing of this agreement, with 97.56% of the trade-union representation in the Bank in favor.

Also in 2010, BBVA Banco Francés obtained the MEGA 2009 certification. This is a pilot project in Argentina that aims to reduce gender inequality. This initiative has been promoted by the National Institute Against Discrimination, Xenophobia and Racism (INADI) and has the support and technical assistance of the World Bank.

On questions of training related to CR, an online training model called Sensibilización en Diversidad e Igualdad (Awareness in Diversity and Equality) has been prepared. As well as this, the Responsabilidad y Reputación Corporativas (Corporate Responsibility and Reputation) course has been launched and is available via the e-campus tool for all Group employees.

Finally, the Group gives employees who show an interest in participating in community projects the chance to join in initiatives where their technical knowledge and personal skills can be particularly valuable. The Group has a Global Corporate Volunteer Plan. In 2010, 5,251 BBVA Group employee volunteer activities were carried out. In addition, 12,244 employees have contributed €4,969,347 between them to social projects.

Distribution of functions by gender and professional category



  2010 2009 (1) 2008 (1)
  Men Women Men Women Men Women
Group average 48.11 51.89 48.41 51.59 49.36 50.64
Steering Committee and Corporate Managers 90.34 9.66 91.05 8.95 90.99 9.01
Senior Management 81.68 18.32 81.74 18.26 81.75 18.25
Middle Management 57.45 42.55 58.31 41.69 58.04 41.96
Specialists 52.84 47.16 53.39 46.61 52.88 47.12
Sales force 46.81 53.19 46.89 53.11 47.57 52.43
Rank & file 40.57 59.43 40.76 59.24 41.45 58.55
(1) In Mexico and South America in 2009 and 2008, the functional groupings of the countries comprising the People Soft management system were reorganized, so as to homogenize the historic series with the current criteria.

Voluntary resignations of the workforce (turnover) and breakdown by gender



  2010 2009 2008
  Total turnover Men Women Total turnover Men Women Total turnover Men Women
Group average 7.56 43.20 56.80 6.59 41.45 58.55 7.44 40.97 59.03
(1) Turnover = [Voluntary resignations (excluding early retirement)/number of employees at the start of the period] x 100.

Contracts by gender



  2010 (1) 2009 2008
  Men Women Total Men Women Total Men Women Total
Permanent or regular full-time 49.05 50.95 90.28 49.32 50.68 92.22 49.52 50.48 91.31
Permanent or regular part-time 27.87 72.13 3.15 29.40 70.60 3.21 33.13 66.87 4.39
Temporary 44.92 55.08 6.57 43.85 56.15 4.51 44.08 55.92 4.09
Others n/a (1) 27.87 72.13 0.06 50.88 49.12 0.21
(1) Only permanent and temporary-type contracts were considered in 2010. Note: n/a = not applicable.

Training data


  2010 2009 2008
Total investment in training (thousand euros) 37,348 31,929 40,806
Investment in training per employee (euros) 350 307 374
Hours of training per employee 43 38 39
Satisfaction rating of training (out of 10) 8.8 8.3 8.2
Employees who have received training during the year (%) 73 75 75
Volume of subsidies received for training from FORCEM (Million euros) 3.1 2.9 3.4