May 1st is a day that invites us to reflect on work in all its dimensions: rights, conditions, dignity, and also equity. At TMA, we see this Labor Day as an opportunity to reaffirm an essential commitment: to build a work environment that is increasingly fair, equal, and respectful of all the people who are part of the organization. Today we want to share an important step on this path: the creation of TMA’s new 2025-2029 Equality Plan, which continues to include the role of the Equality Officer and further reinforces our vision of a sustainable, responsible company, conscious of the role that equality plays in the workplace.
LABOR DAY WITH AN EQUALITY PERSPECTIVE
Why talk about equality on Labor Day?
Why talk about equality on Labor Day?May 1st is a historic date for improving working conditions. But in the 21st century, we cannot talk about labor advancements without incorporating gender equality as a central part of that progress. Because a company that is committed to the future is committed to equality.
Talking about equality on Labor Day is advocating that all people, regardless of their gender, must have access to the same opportunities, conditions, and rights within the professional environment.
Ultimately, it is recognizing that equity is a matter of social justice as well as efficiency, sustainability, and true commitment.
Current Challenges in Gender Equality
The current challenge is not only to comply with regulations, but also to integrate equality as a cross-cutting value, permeating everything from strategy to daily work.
At TMA, we understand this, and that is why, on this Labor Day, we want to share how we are making equality a tool for real transformation.
GENDER EQUALITY AT WORK: A STRATEGIC AXIS OF BUSINESS SUSTAINABILITY
Companies that are committed to a sustainable future know that gender equality must be a priority. Sustainability is not measured solely in environmental or economic terms, but also in the social impact we generate as organizations.
Incorporating equality across the board allows us to build more inclusive, resilient, and prepared work cultures to face the challenges of the present and future.
Discussing gender equality in the workplace is a strategic commitment to corporate sustainability.
At TMA, we understand that there is no sustainability without equality, and that is why we have integrated it as one of the pillars of our Corporate Social Responsibility strategy through the Equality Plan and a series of complementary measures to promote equality.
TMA’S NEW EQUALITY PLAN 2025-2029: TOWARDS REAL EQUALITY
TMA’s new Equality Plan (2025-2029) is the result of a participatory and cross-cutting process, with updated assessments that reflect the company’s internal reality and the needs for improvement.
It is aligned with the Sustainable Development Goals, especially SDG 5 (Gender Equality) and SDG 8 (Decent Work and Economic Growth), thus reflecting our commitment to comprehensive, yet social, sustainability.
How the Equality Plan is developed
This plan is based on a rigorous and updated assessment of the current situation within the company.
During the assessment phase, key aspects are reviewed, such as:
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- Selection and promotion processes, from a gender perspective.
- Internal training on equal opportunities, aimed at the entire team.
- Internal and external communication, ensuring the use of non-sexist language.
- Measures to balance work, personal, and family life, promoting shared responsibility.
Based on this analysis, specific objectives are defined and specific measures are designed, aimed at correcting the identified areas for improvement and promoting a culture of equality across all levels.
Objectives and Strategic Axes
TMA’s Equality Plan was created with the aim of reducing inequalities, preventing discrimination, and ensuring that all people, regardless of gender, can develop professionally under equal conditions.
Its main strategic objectives are:
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- Eliminate any form of direct or indirect discrimination based on sex in selection, promotion, compensation, training, and work-life balance processes.
- Foster an inclusive organizational culture where equal treatment and opportunities are present at all levels of the company.
- Promote shared responsibility between women and men in the workplace, personal, and family settings.
- Make female talent visible, especially in operational and technical areas where there has traditionally been less representation.
- Prevent sexual and gender-based harassment through clear protocols, ongoing training, and accessible communication channels.
New features of the 2025-2029 Equality Plan
TMA’s Equality Plan is a living commitment that evolves alongside the organization.
Among the main new features, we highlight:
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- New monitoring indicators, both qualitative and quantitative, that allow measuring the real impact of the measures implemented.
- Continuous review of internal selection and promotion processes from a gender perspective, ensuring an equitable evaluation of talent.
- Promotion of female role models at all levels of the company, with the aim of fostering real and sustained cultural change.
- Strengthening harassment prevention: the current protocol is being reviewed, specific prevention training is being expanded, and appropriate support is being guaranteed in each case.
- Visibility of the female presence in traditionally masculinized areas, especially in operations and the plant, through real testimonies from female workers that break stereotypes.
- Inclusive and transformative communication as a key tool to reinforce the values of equity, respect, and diversity.
Implemented actions and notable progress
The path toward equality is built day by day.
In recent years, significant progress has been made:
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- We have increased the presence of women in technical and operational positions, committed to breaking down barriers in traditionally masculinized sectors.
- Internal and external communication actions have been implemented with a gender perspective, promoting the use of inclusive language.
- We have reviewed all our corporate documents to ensure inclusive and gender-neutral use of language.
- The Equality Officer has been created as a point of reference to ensure equality in TMA’s workplace. Furthermore, they are the key figures who promote measures to prevent any type of discrimination and promote a fair and inclusive work environment.
- We have created a Gender Inclusive Language Guide as a reference for the entire staff.
- An Equality Committee has been established to ensure compliance with the Equality Plan and coordinate the actions defined therein.
- Key corporate documentation has been developed, such as the Code of Ethics, a Protocol for the prevention of harassment, and a Communication Channel for reporting situations of inequality.
Monitoring, evaluation, and continuous improvement of the Equality Plan
To achieve the objectives, the plan establishes a series of measures organized into different areas of action (training, selection, work-life balance, communication, harassment prevention, etc.) that are periodically reviewed through specific indicators and internal evaluation mechanisms.
Regular meetings are held with the Equality Committee, and monitoring reports are prepared to ensure compliance with the objectives, analyze the results, and propose adjustments when necessary.
All of this allows us to assess the degree of compliance, detect deviations, and propose continuous improvements.
Equality is not decreed; it is built day by day, and at TMA, we aim to do so with rigor, commitment, and participation.
Equality is a living, dynamic, and constantly evolving process.
THE EQUALITY OFFICER AT TMA: A KEY FIGURE IN BUILDING AN EQUITABLE CULTURE
At TMA, we believe that equality is built with concrete actions, real commitment, and people who lead change from within.
For this reason, we have an essential figure in our strategy: the Equality Officer.
This person, with specialized training in gender equality, is the link between the Equality Plan and the organization’s daily reality.
Thanks to their work, we ensure that the Equality Plan is translated into actions, behaviors, and continuous improvements.
The role of the Equality Officer: what is their function?
The Equality Officer plays a transversal role in the company, acting with closeness, agility, and sensitivity in each of their tasks:
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- Detect and analyze inequalities in the workplace, both visible and subtle, by studying data, processes, and internal dynamics.
- Design and implement preventive and corrective measures, in collaboration with management and the Equality Committee.
- Oversee the implementation of the Equality Plan, ensuring that the planned actions are carried out and meet their objectives.
- Train and support teams with sessions on equal opportunities, harassment prevention, inclusive language, and good workplace practices.
- Channel proposals, questions, and improvements, serving as an accessible and trusted point of reference for the entire workforce.
- Advise and support people affected by discrimination or harassment, providing information on existing protocols and supporting them throughout the process.
- Coordinate awareness-raising actions, such as internal campaigns, training materials, and equal communication resources.
- Evaluate and monitor measures, collecting qualitative and quantitative indicators to assess the impact and propose improvements.
A figure at the service of the entire organization
Their presence within the organization sends a clear message: at TMA, equality is a real and shared commitment.
The Equality Officer does not work alone: they are part of a broader framework that includes the management team, the Equality Committee, and every person at TMA.
Only in this way, through shared responsibility, can we move toward effective, real, and sustainable equality.
Thanks to this figure, we respond more quickly to potential situations of discrimination and foster a culture of prevention, empathy, and openness to change.
COMPLEMENTARY MEASURES TO PROMOTE EQUALITY AT TMA
At TMA, we work every day to make equality a reality.
These are some of the key actions we promote and that complement the Equality Plan:
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- Inclusive hiring policies, with a special focus on promoting the presence of women in technical and management roles.
- Communication Channel, managed by an external company, which guarantees confidentiality and transparency in the event of any irregularities.
- Code of Ethics that defines the values and principles that guide our decisions and guarantees equal pay and respect for all people.
- Anti-harassment plan, with clear protocols to prevent, detect, and respond to any harassment in the workplace.
- Gender Inclusive Language Guide, accompanied by a complete review of internal processes and documents to ensure inclusive communication throughout the organization.
- Active transparency, publishing our policies and manuals on the corporate website and promoting internal awareness about the importance of equality.
These actions not only strengthen our corporate culture but also bring us closer to a fairer, safer, and more equitable work environment for all people.
ADVANTAGES OF COMMITTING TO EQUALITY IN THE COMPANY
Implementing an Equality Plan is not just a legal obligation: it is a strategic commitment that generates real value.
At TMA, we are convinced that equality is a foundation on which to build a stronger future, both inside and outside the organization.
These are some of the most notable benefits for companies that commit to equality in the workplace.
Real benefits: productivity, innovation, and well-being
Equality fosters more balanced decision-making, improves the work environment, and reduces absenteeism.
It also helps retain talent by demonstrating that all people are valued and respected equally.
Working in a company that promotes equality strengthens the sense of belonging, reduces employee turnover, and improves the work environment.
Furthermore, equity fosters a culture based on respect and empathy, key aspects for any organization that aspires to grow ethically and sustainably.
Bridging gaps and retaining talent
Companies committed to equality are better at attracting and retaining talent.
When people perceive that their gender, identity, or origin does not limit their opportunities, they feel part of something bigger.
Committing to equality also allows for the detection and correction of gaps such as salary gaps or gaps in access to positions of responsibility.
Improving the work environment and corporate culture
A work environment that fosters respect, equity, and diversity is also a more humane and productive environment.
Equality not only prevents conflicts or discrimination: it improves communication, reduces workplace stress, and strengthens teamwork.
Brand image, SDGs, and Corporate Social Responsibility
Equality is also a sign of organizational maturity and commitment to social sustainability.
Being aligned with the Sustainable Development Goals, especially SDG 5 (Gender Equality) and SDG 8 (Decent Work), positions a company as a modern, ethical, and responsible company.
This positioning translates into a better reputation among clients, institutions, suppliers, and partners, who increasingly value working with organizations that put people at the center.
Equality as a medium- and long-term investment
Investing in equality means sowing innovation, cohesion, and future competitiveness.
Although some measures may seem small in the short term, their medium- and long-term impact is enormous: less turnover, higher performance, lower absenteeism, and a more resilient organizational culture.
Equality is a strategic investment that generates economic and social returns.
Trends in equality in the workplace
Internationally, trends point to a growing social and regulatory demand for more egalitarian companies.
Initiatives such as the Sustainable Development Goals (SDGs), especially SDG 5 (Gender Equality), or the regulations on equality plans and pay audits in Spain, are a clear reflection of this paradigm shift.
The most advanced organizations are going beyond legal compliance, developing ambitious plans that include equality training, harassment prevention protocols, shared work-life balance measures, and promoting female leadership.
In this context, TMA positions itself as a company that believes in equality as a differentiating value.
EQUALITY, A SHARED COMMITMENT TO A SUSTAINABLE COMPANY
None of this would be possible without a shared vision.
At TMA, we understand the Equality Plan as a living tool, nourished by participation, dialogue, and continuous improvement.
It’s not about implementing isolated measures, but rather integrating equality into all our decisions and processes.
We know there’s still a long way to go. But we also know that what matters is not speed, but direction.
And at TMA, we are clear: we are moving toward a work environment where everyone has the same opportunities to grow, contribute, and feel valued.
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