PLAN FOR EQUALITY | 2022 - CMVM
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PLAN FOR
EQUALITY | 2022
1
PLAN
PLANOFOR EQUALITY
PARA A IGUALDADE
2022
2021
1 WHO WE ARE
We are a company that for several years has been introducing “CTT – Correios de Portugal, S.A. – Public Company (“CTT”) and its
awareness-raising measures from top to bottom to make equal subsidiaries (“CTT Group”), recognizing the benefits of diversity
opportunities, inclusion, diversity and gender equality a clear, and inclusion, commit themselves publicly to endeavor efforts to
objective, consistent, coherent, measurable and finally natural promote the diversity of their human resources, including in the
reality, part of CTT’s DNA. The Diversity and Inclusion Policy composition of their corporate bodies.
approved in 2019, is proof of this path, with the awareness that Bringing together people with different profiles, knowledge and
there is still much to do. curricular areas, different cultures, gender, and ages, enriches the
organization, stimulates creativity and innovation, contributes to the
strengthening of human potential and to a higher quality decision-
making process, enhancing value creation for stakeholders.
Based on the principles of non-discrimination and inclusion, CTT
Group undertakes the commitment, already provided for in its
Code of Conduct and Code of Good Conduct to Prevent and Fight
Harassment at the Workplace, to:
• Implement positive discrimination measures and prohibit any form of
discrimination or harassment, namely on the grounds of gender, age,
nationality and residence, complying thus with the universal rights laid
down inter alia in the Constitution of the Portuguese Republic, in the
International Labor Organisation, and the Global Compact;
• Promote mutual respect and equal opportunities for men and women
alike in selection and recruitment procedures, career progression,
training and remuneration, among others;
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PLAN
PLANOFOR EQUALITY
PARA A IGUALDADE
2022
2021
• Take measures to enable people with disabilities to be integrated and
to adapt jobs where necessary;
• Promote academic diversity of their employees and members of
corporate bodies in order to ensure a better response to the needs of a
demanding and constantly evolving market.
CTT is committed to monitoring the alignment of this Diversity and
Inclusion Policy with the principles set out in the Codes of Conduct
of CTT and its Subsidiaries, the Code of Good Conduct to Prevent
and Fight Harassment at the Workplace, as well as with the best
corporate governance practices, and to reviewing it annually.”
Diversity and Inclusion Policy
2 HUMAN CAPITAL
The company guides its action by the respect for the guarantees The CTT People strategy aims to improve the experience of
and rights stipulated in the Universal Declaration of Human Rights CTT male and female employees, through the various human
of the United Nations, the Charter of Fundamental Rights of the capital development policies that promote skills which contribute
European Union, the Constitution of the Portuguese Republic, and to business challenges, to recognize merit and distinguish
the Law, in particular in the labor legislation. performance, contributing to the CTT transformation program
regarding People and Culture.
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PLAN
PLANOFOR EQUALITY
PARA A IGUALDADE
2022
2021
Regarding the contractual relationship, women correspond to With respect to the senior staff category, 49.2% are women.
33.9% of permanent staff and 37.8% are fixed-term female In the Counter Service (post offices), women account for 68.7%
employees. and in the Delivery Service (postmen and women), 15.6% are
women.
In terms of diversity, CTT considered the topic of leadership
to be relevant and therefore considers it imperative to ensure
special attention to guarantee the constant balance of the under-
65,6% 34,4% represented gender in the top management of the Company.
In this sense, CTT voluntarily assumed the commitment to the
CTT EMPLOYEES
Government in 2015 and fulfils the objective established in the
CTT Plan for Equality and in Law 62/2017, of 01 August, integrating
The total number of employees (permanent staff and fixed-term
employees) at CTT, on June 30, 2021, was 12,261, of whom a third, 33.3% of women in its management and supervisory bodies.
34.4%, are women.
In June 2021, the weight of women discharging first-line
managerial responsibilities reached 13% and 45% in second-line
managerial responsibilities.
In conformity with the principles of the labor legislation, there
is no difference in the attribution of the basic wage of men and
women. However, during career progression, for various reasons
and historically, differences in the average remuneration may
have occurred within each professional category, more favorable
to men. These differences are being assessed and are part of the
Plan for Equality.
4
PLAN
PLANOFOR EQUALITY
PARA A IGUALDADE
2022
2021
EMPRESA CTT – CORREIOS DE PORTUGAL, S.A. – PUBLIC COMPANY
REFERENCE YEAR 2022
SECTOR Postal Sector (incumbent operator of the Universal Postal Service)
LISTED COMPANY Yes
DIMENSION: COMPANY STRATEGY, MISSION AND VALUES
RESPONSIBLE CONCERNED COMPANY
OBJECTIVE MEASURE BUDGET INDICATORS GOAL
DEPARTMENT DEPARTMENTS REMARKS
People and Culture “Letter of
Publicly assume 1. Release a “Letter of Commitment” to
(internally and Commitment” promoting Department promote equality Release of the Letter
externally) the No specific
equality between women Communication between women and of Commitment by
commitment to Board of Directors costs
and men, arising from the men, published on the the end of the first
promoting equality required
CTT People and Culture Department Internet and intranet semester 2022
between women Strategy Sustainability Implementation of the
and men Office Communication Plan
Audit and Quality
2. Setting up a process to Department
Ensure the ensure, monitor and follow People and Culture
implementation of the up on the implementation Department Communication No specific Plan for Equality
Plan for Equality
Plan for Equality, its of the Plan for Equality Department costs implemented by the
implemented
monitoring, follow-up within the scope of the Sustainability required end of 2022
and sustainability EFR (Family-Responsible Office Others considered
Company) certification relevant to the
measures
3. Create information and Mechanisms
Encourage the consultation mechanisms Sustainability Suggestion created until the
participation of male for male and female
Office No specific mechanisms created end of 2022
and female employees employees regarding issues People and Culture costs
in the promotion of related to equality between Department Communication required Number of suggestions Number of
equality between women and men, work, Department received suggestions equal
women and men family life balance, and
parenthood protection to or greater than 50
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PLAN
PLANOFOR EQUALITY
PARA A IGUALDADE
2022
2021
EMPRESA CTT – CORREIOS DE PORTUGAL, S.A. – PUBLIC COMPANY
REFERENCE YEAR 2022
SECTOR Postal Sector (incumbent operator of the Universal Postal Service)
LISTED COMPANY Yes
DIMENSION: EQUAL ACCESS TO EMPLOYMENT
SUBDIMENSION: ANNOUNCEMENTS, SELECTION AND RECRUITMENT
RESPONSIBLE CONCERNED COMPANY
OBJECTIVE MEASURE BUDGET INDICATORS GOAL
DEPARTMENT DEPARTMENTS REMARKS
Internal procedure
4. Review of the internal Internal procedure revised and
procedure regarding the revised and implemented by
Guarantee the principle record of recruitment implemented the end of the first
of equality between No specific
processes, with due People and Culture People and Culture semester 2022
women and men and costs
breakdown by sex, among Department Department Records of all
non-discrimination in required
other elements, complying recruitment processes, Record of all
access to employment with the legal obligation as defined by the Labor recruitment
arising from the Labor Code Code processes by the
end of the year 2022
5. Training to/ awareness Creating the disclaimer
Guarantee the principle Disclaimer present
of the teams responsible Other and applying it to the
of equality between No specific in all advertisements
for the selection and People and Culture Departments internal and external
women and men and costs (internal and
recruitment interviews Department involved in the recruitment, and
non-discrimination in required external) until the
to prevent bias based on recruitment internal mobility
access to employment end of 2022
gender stereotypes advertisements
6. Placing a disclaimer in Creating the disclaimer
Guarantee the principle Disclaimer present
all internal and external and applying it to the
of equality between No specific in all advertisements
recruitment, and internal People and Culture Communication internal and external
women and men and costs (internal and
mobility advertisements Department Department recruitment, and
non-discrimination in required external) until the
stating CTT’s non internal mobility
access to employment end of 2022
‑discrimination practices advertisements
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PLAN
PLANOFOR EQUALITY
PARA A IGUALDADE
2022
2021
EMPRESA CTT – CORREIOS DE PORTUGAL, S.A. – PUBLIC COMPANY
REFERENCE YEAR 2022
SECTOR Postal Sector (incumbent operator of the Universal Postal Service)
LISTED COMPANY Yes
DIMENSION: EQUAL WORKING CONDITIONS
SUBDIMENSION: PROMOTION / CAREER PROGRESSION
RESPONSIBLE CONCERNED COMPANY
OBJECTIVE MEASURE BUDGET INDICATORS GOAL
DEPARTMENT DEPARTMENTS REMARKS
7. Develop and carry out Training/awareness
Promote equality training/awareness actions, Sustainability actions carried out
between women at the various levels of the Training/awareness
Office No specific
and men in the scope structure, on the promotion People and Culture actions carried out
costs Number of trainees
of job progression of diversity/equality in Department by the end of the
Communication required and/or Number of
and professional teams, to guarantee the year 2022
Department participants
development same opportunities for
development
DIMENSION: PARENTHOOD PROTECTION
SUBDIMENSION: LEAVE / SHARED LEAVE
RESPONSIBLE CONCERNED COMPANY
OBJECTIVE MEASURE BUDGET INDICATORS GOAL
DEPARTMENT DEPARTMENTS REMARKS
Guarantee the right Training/awareness
to take parental Communication actions carried out
8. Training/awareness of
leave by male and Department No specific
the “Role of the Father” in People and Culture Training carried out
female employees costs Number of trainees
conciliation with the “Role Department until the end of 2022
- Encourage male Sustainability required and/or Number of
of the Mother”
employees to use Office participants
shared parental leave
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PLAN
PLANOFOR EQUALITY
PARA A IGUALDADE
2022
2021
EMPRESA CTT – CORREIOS DE PORTUGAL, S.A. – PUBLIC COMPANY
REFERENCE YEAR 2022
SECTOR Postal Sector (incumbent operator of the Universal Postal Service)
LISTED COMPANY Yes
DIMENSION: WORK, FAMILY LIFE BALANCE
RESPONSIBLE CONCERNED COMPANY
OBJECTIVE MEASURE BUDGET INDICATORS GOAL
DEPARTMENT DEPARTMENTS REMARKS
9. Information on available
resources and area of the Communication Disseminate
company dedicated to Systematize information
Promote work, family Department No specific existing resources to
supporting the health and People and Culture and disseminate
life balance for male costs all employees in the
organization of life/family Department existing resources to all
and female employees Sustainability required second semester
of employees with a view to employees
Office 2022
better promote work, family
life balance
All (100%) tools
for the promotion
Company policies and dissemination
10. Use of non and practices on of the company’s
‑discriminatory and work, family life policies and
gender-inclusive language balance promoted and practices regarding
and image, in the promotion
Promote work, family No specific disseminated using work, family life
and dissemination of People and Culture Communication
life balance for male costs non-discriminatory balance use non
company policies and Department Department
and female employees required and gender-inclusive ‑discriminatory and
practices regarding language and image gender-inclusive
work, family life balance, equally addressed language and
addressing equally male to male and female image and are
and female employees employees equally addressed
to male and female
employees
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