Definition of Diversity Management

1. “A Trio for Gender Equality”Diversity CharterAdding Value through diversity inclusion in Europe

2. Definition of Diversity Management Managing Diversity is a corporate strategy focused in creating an inclusive environment to respect the right to access to work, promotion, compensations and work/life balance,- that all persons have, regardless their differences in gender, race, ethnicity, age, disability, sexual orientation, religion and other cultural traits; as well as professional and personal abilities. With the objective of reducing costs, and increasing efficiency and innovation, in order to contribute to corporate profits and sustainability, through the creation of quality in work and life of all its peoples.

3. The Business Case of Diversity -Project Milestones Implementation Research, Analysis and Activities (Feb-Sep 2008) Task 6 –Final Report Drafting and production (Sep 2008) Preparation Refining strategy, methodology & approach Initial Contacts & preparations Completed! Task 1 – Business case for diversity in SMEs Task 2 –EBTP survey Task 7 - European Conference “Business Case for Diversity” (including launch of final report) (11-12th Dec 2008) Task 3 – Diversity Charters Task 4 – Diversity and Innovation Task 5c - Symposium (23 June 2008) Task 5 – Business Schools

4. Project Outcomes • 5% of SMEs in the EU have some degree of awareness of diversity as a strategic tool • 63% of the corporations implement diversity management policies in the EU • 80% of companies that manage diversity as a corporate policy claim that their diverse workforce is responsible for their capacity to innovate • 9.3% of academic world, give a full degree in diversity management, 51.2% elective and 39.5% as part of other courses • Diversity Charters prove to be a very valuable tool to create awareness and reach the corporate community, the social agents and local administrations to align with the antidiscrimination Directives

5. Directives in the European UnionLegislation toward an Equal and Anti-discriminatory Europe • The genesis of a Europe where all the people have equal rights began in the year 2000. • Treaty of Amsterdam, 1997 (art.13) • Lisbon Strategy, 2000 • Directive against race and ethnic discrimination, 2000/43/EC • Directive against discrimination according to age, capacity, sexual orientation, religion or beliefs, 2000/78/EC. Application 2003-2006 • 2001-2006 Community Action Program • EU Charter Fundamental Rights • Constitution of Europe: • In its preamble it is established that the constitution is for all the people of Europe. • "United in diversity, Europe offers the best possibilities to advance in a grand adventure that represents a privileged space of human hope" • Some of the more relevant articles regarding the commitment to create an inclusive environment based on respect and equality in a unique space, and should govern the behavior of the people and institutions

6. The fight against discrimination constitutes one of the priorities of the European Union. As a result of this interest, in the year 2000, the Council of the European Union approved two Community Directives or laws of significant transcendence: • Directive 2000/43/CE • Directive 2000/78/CE Legislation in all Memeber States

7. Objectives of a Diversity Charter • Signing the Charter is a voluntary commitment and has no cost for the signatory • Disseminate information, generate awareness. • Contribute to stability and corporate and social sustainability • Offer tools to support companies that have signed the Charter, ie. Guides, newsletter, best practices, etc. • Achieve direct or indirect adhesion of Spanish companies to the Charter, no matter their size or scope, • Establish a network of collaborators, including public entities, private companies, institutions, business schools, regions, cities, etc. committed to diversity inclusion. • Organize events, forums, workshops and training related to diversity and inclusion to promote the spirit of the Charter • Develop financial sustainability to give support to signatories and their need for information, exchange of experience, tools, etc • Others

8. The Diversity Charter France was set up in the year 2004 and now has 1,860 signatary companies and the personal commitment of Claude Bébéar, Presidente of the Axa Group, L´Oréal and Sodexo, 18 institutions, 3 company federations (MEDEF, CGPME, and UPA), Chambers of Commerce, 8 networks of companies (CJD, ANDRH, FACE, IMS-Entreprendre pour la Cité, ….), 3 Public Administrations (ACSé, DAIC, DGEFP) as well as ANPE, HALDE and FSE and 1,800 signatory companies. www.charte-diversite.com Diversity Charter France TESTIMONIES “Our companies in France are the institutions that integrate the large majority of peoples in the subject of diversity. Nevertheless, discrimination in companies is a reality. Discrimination is a repulsive in the area of ethics and is an aberration in the field of the economy. The fight against discrimination en companies is not a question of compassion, but of common interest. The “baby boom” generation starts to retire, France recognises a deficit in hand labour. It would be counter-productive for us to deprive ourselves - under the pretext of the differences in the persons – of considerable existing reserves of dynamism, competence and creativity. The Charter fosters companies to act in order to profit from competitive advantages through the representation in the organisation of the present diversity in society as a whole. Claude Bébéar, president IMS-Entreprendre pour la Cité, General Secretariat of the French « Charte de la diversité » 

9. The Diversity Charter Belgium was founded on 19 December 2005 by the Ministry of Employment, Entrepreneurial Association (UEB-VOB), and companies like Axa, Carrefour, Manpower y L’Oréal and small businesses like EXKi, Cofinimmo and Jani-king. At present it has 123 signatories. www.pactbru.irisnet.be Diversity Charter Brussels “The resent research carried out by Professors Martens and Quali have demonstrated that we must face the phenomena of discrimination and it direct impact in the socio-economic results of the country. This evidence must move us to put in place all possible actions so that the labour environment reflects correctly the multicultural society in which we all live. The principle of equality of rights for all is key; we must dedicate our efforts to make possible the integration of all in the Brussels society. “The Diversity Charter” constitutes a critical milestone in this commitment.” Monsieur Benoît Cérexhe, Ministre of Economy and Employment

10. The Diversity Charter Germany was founded on 3 July 2006, fostered by the Prime Minister Angela Merkel and ESF, German Association of Companies and the Chamber of Commerce. The founding companies are Daimeler, Deutsche Teleko, Deutsche Bank, and Deutsche BP. In 2007 there were 170 signatory companies, 2 Ministries, 5 cities and 4 Chambers of Commerce. www.charta-der-vielfalt.de Diversity Charter of Germany “Germany was always been a country of great diversity. People from other countries and cultures have also contributed to its development and change towards a more plural lifestyles and ways of life both in society and in companies. On the one hand the speed of this change in this age of globalization, brings the need for individuals to search opportunities for development and improvements in the new environments through higher degree of mobility. On the other hand, the uncertainly of the new scenarios created by globalization demand a higher degree of social cohesion. What brings sustainability to society and companies? What can we do in the international context to leverage this reality into the future? The answer can be found in setting conditions based on common values. The key is to recognise the variety of experience, talents and needs on the basis of common values; to recognise the contribution of diverse peoples to the promotion and wellbeing of companies and society. Therefore, I gladly sponsor the "Diversity Charter of Germany”. This is an important contribution to a culture of the differences and cohesion of our society and our companies; on the basis of mutual acceptance, respect and trust. I wish that many other signatory organisations will join the “Diversity Charter of Germany” during the “European year of the equal opportunities for all” Angela Merkel- Prime Minister of the Federal Republic of Germany Berlin, 13th 2006

11. The Foundation for Diversity in Spain was incorporated by the IEGD and the ALARES Foundation in order to foment equality and antidiscrimination policies and diversity management in Spain. Its objectives are to spread Content: free on-line training courses; information, news and reports; chats and monitored experience exchange; direct access and relation with other European Charters www.fundaciondiversidad.org Foundation for DiversityThe Diversity Charter of Spain “In a growing diverse society, the capacity to develop mutual respect towards differences is, without any doubt, one of the most important social and entrepreneurial assets to generate an efficient social as well as productive tissue. In this sense, the Ministry of Equality gives support to the Diversity Charter of Spain, and initiative of the Foundation for Diversity, with the objective of promoting respect towards diversity in the corporate world in Spain the respect towards diversity as an element that guarantees social inclusion as well as business efficiency. It is also my desire that our total support to this initiative, also be an invitation to public and private institutions in Spain to join this ambitious project of European Union dimension, to which major public and private institutions in Europe have already embraced.” Bibiana Aido Almagro, Minister of Equality

12. Setting up the Diversity Charter Spain • Created the Foundation for Diversity together with Fundación ALARES to give a framework to the promotion of the Charter • Established close interaction with the other operating Charters of France, Germany and Brussels • Develop a DELPHI program during 4 months with 96 companies and institutions to write the text of the Charter. • Created the Web www.fundacióndiversidad.org – to create awareness, communication, training programs and other support for signatories and members • Obtained support and participation of the Ministry of Equality • Attracted major corporations as signatories ; Telefónica, ENDESA, BBVA and SODEXO; and other companies both national and European • Establish agreements with institutions/ intermediaries in order to promote the Charter in Spain. • Attracted a list of service supplier as credited organizations that can directly give support of members of demand • Create a structure to manage the Foundation and the promotion of the Charter • Started expansion to other autonomic regions

13. Charter de la Diversidad (Documento de Compromiso) Nombrede la Empresa Firmante

14. Diversity Charter - English Signatory Company and date • The increase of diversity is the greatest social change of the 21st century. Today, nobody can turn their back on evidences such as the consolidation of females in the work place, the increase of immigrant populations, widespread variety of cultures, lifestyles or different sexual orientation. In this context, human resource management in companies should break the underlying notion in many traditional practices that the community of people working in an organization constitute homogeneous and non-differentiated groups. On the contrary, we should assume that workforces are composed of individuals who have different personal skills, as well as other demographic, cultural and social factors. Whenceforth, interaction between workers with very different needs, attitudes, values, motivations and contribution potentials is more than highly probable. • The companies that sign the Diversity Charter of Spain do so voluntarily and whereby agree to adhere to the following basic principles: • Create Awareness: regarding the principles of equal opportunities and respect for diversity, which should be included in the values of the company and spread amongst employees. • Make progress in the building of a diverse workforce: by fomenting the integration of people with diverse profiles (independent of gender, sexual orientation, race, nationality, ethnic origin, religion, beliefs, age, etc. • Promote Inclusion: effectively integrating people, avoiding any sort of discrimination (direct or indirect) in the workplace. • Consider Diversity in all the Management Policies of people: making diversity management not just a practice of human resources, but a transversal factor at the basis of all decision making in this sense. • Promote conciliation by balancing work, family, and entertainment time: organizations should establish mechanisms that allow harmonization of work life and family and personal life of all workers. • Acknowledge customer diversity: organizations should know their customer profiles, acknowledging that their diversity also is a source of innovation and development. • Disseminate and communicate the commitment to employees: the commitment that the organization acquires by signing the Diversity Charter of Spain should be transversely shared throughout the company. • Disseminate ad and communicate the commitment to supplier companies: inviting them to become a part of the community of companies in Spain that adhere voluntarily to the commitment set forth in the Diversity Charter of Spain. • SDisseminate and communicate the commitment to external stakeholders, such as public administrations, organizations and associations, and unions. • Give visibility to activities that support anti-discrimination as well as results obtained from diversity policies put to work in the annual report of the company. • Signature Signature Signature • Foundation Company Ministry of Equality

15. Presentation of Charter in Barcelona November 4th • Presided by the Honourable Consellera de Treball of the Generalitat of Catalunya. The presence and backing of the Secretary General of Antidiscrimination of the Ministry of Equality. Sponsored by the Foundation La Caixa • 220 attending and 48 signatories

16. Diversity Exchange Platform • Project in 2010 to extend Charters to all 27 Member States • Create norms for the Charters to guarantee quality standards through Europe • Set up virtual platform to promote exchange between signatories and Charters at European level l • Create and award to recognise best practices in diversity and inclusion throughout Europe • Event