At TMA, every step we take in terms of equality is part of a firm path toward a fairer workplace. In the context of International Equal Pay Day, we not only want to highlight our commitment to equal pay, but also share all the work we do to ensure that equal opportunities between women and men are a reality within our organization.
WHY EQUALITY IS IMPORTANT FOR COMPANIES
In a sector like waste management, with a distinctly male-dominated tradition, at TMA we are committed to moving toward a diverse, equitable, and representative workforce. Equal pay is one of the fundamental pillars of this change.
From selection to promotion, from compensation policy to work-life balance, we work to ensure that everyone has the same opportunities for professional growth, regardless of their gender.
Equal pay is an ethical and strategic commitment to retaining talent, creating a healthy and sustainable work environment, and meeting the social standards we demand as a company committed to equality and equity.
We approach it as a structural, real, and ongoing commitment from within. Because building a fairer and more balanced company begins with ensuring that everyone is fairly recognized for their work.
In a sector like waste management, historically associated with a predominantly male workforce, advancing equality is not only a challenge, it is also a corporate responsibility.
Since the implementation of our Equality Plan—active since 2020 and with ongoing monitoring—at TMA, we have outlined a clear roadmap to guarantee real and effective equality in the workplace, with a key point: the review of potential pay gaps and any other type of gap.
WHAT TMA DOES TO GUARANTEE EQUAL PAY
These are some of the actions that are part of our strategy to achieve equal pay:
Salary audit with a gender perspective
One of the pillars of our Equality Plan is the salary audit.
This allows us to identify potential imbalances and act promptly to correct them.
Objective professional classification
We review job classification and evaluation systems to ensure there is no bias. The same job, with equal responsibilities, has the same salary range.
Transparency and internal communication
Equality is also built on accessible and clear information.
HOW TMA PROMOTES GENDER EQUALITY IN THE WORKPLACE
Our equality strategy is based on several pillars:
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- Equality Plan: We currently have a new 2025–2029 Equality Plan, the result of participatory and updated work, which includes specific measures regarding selection, promotion, work-life balance, harassment prevention, and inclusive language. Its monitoring and compliance are guaranteed by the Equality Committee and the Equality Officer.
- Transparency and salary audit: We periodically analyze salaries to detect and correct potential imbalances. We conduct internal reviews and collaborate with external consultants to audit our compensation processes.
- Continuous process review: Our focus is on constantly improving the Equality Plan and adapting our actions to the challenges we identify. We review the selection, internal communication, and promotion processes to avoid bias and ensure that the principle of equality is upheld.
- Communication and corporate culture: We foster a culture based on respect, equity, and diversity. Through internal communication campaigns, signage, and the use of gender-neutral language, we maintain a genuine commitment to equality.
Tools, channels, and actions to promote equality at TMA
Equality is built through consistent, everyday actions.
At TMA, we understand that moving toward true equality requires solid tools, accessible channels, and a communication strategy that reinforces the values of respect, inclusion, and equity.
One of the fundamental pillars of our strategy is the new 2025–2029 Equality Plan, which articulates and gives coherence to all the actions we carry out.
We have an Equality Committee that monitors the plan, collects proposals, identifies opportunities for improvement, and channels employee concerns. This committee coordinates with the Equality Officer and maintains ongoing contact with Management to ensure that strategic decisions always reflect a gender perspective.
Among the key tools that reinforce this commitment is the Communication Channel, a publicly accessible space that also serves as a confidential and secure resource for detecting, communicating, and responding to any situation of discrimination, inequality, or rights violations.
We complement this tool with a Harassment Prevention Plan, which establishes clear action protocols and guarantees a prompt, confidential, and effective response to any warning signs. This protocol is aligned with our commitment to zero tolerance for any form of violence or inequality in the workplace.
Another fundamental pillar of our strategy is inclusive communication. We have a Non-Sexist Language Guide, which guides our way of expressing ourselves in both internal and external communications.
This guide is not just a document, but a practical tool that is an active part of our daily work, especially in areas such as Human Resources, Marketing, corporate documentation, and workplace signage. It is also a benchmark for internal communication with and among employees and for external communication with clients and suppliers.
We carry out internal and external campaigns on key dates such as March 8 (International Women’s Day) and November 25.
In all communications related to equality issues, we use signage, internal messages, digital content, and visual materials that not only inform, but also generate reflection and awareness.
These campaigns are not one-off actions but are part of an annual, ongoing awareness-raising strategy that seeks to generate a corporate culture based on equity, where gender equality is central to all areas and levels of TMA.
This entire structure—communication channels, protocols, guidelines, campaigns, and active participation—enables equality, in addition to being a corporate commitment, to also be a common practice in the workplace, within teams, in selection and promotion processes, in the way we communicate, and in the way we resolve conflicts.
Ultimately, at TMA, we work to ensure that everyone feels they can develop professionally in a safe, fair, and respectful environment: equality is built, communicated, and demonstrated every day.
EQUALITY AT TMA: EVOLUTION, RESULTS, AND NEXT STEPS
Currently, 12% of our workforce is women.
We know there’s still a long way to go, but we also know the trend is positive: more and more women are accessing positions of responsibility, leading teams, and serving on the management committee.
Gender pay gap: current challenge and future commitment
The waste sector still faces significant challenges in terms of equality, but companies committed to equality are the ones that will build a fairer future.
Because only when salary ceases to be a barrier and becomes a true reflection of each person’s worth, can we say we work in a truly equal company.
True stories: equal opportunities at TMA
One of the milestones that marks our evolution in terms of equality is Laia’s incorporation into the Sant Cugat Recovery and Transfer Center (CRT), becoming the first woman to hold this position in the last 60 years. Her work, commitment, and motivation are a true example that positions are gender-neutral.
Laia’s story symbolizes much more than just a new hire: it represents a company that is breaking trends, creating benchmarks, and promoting true equality in operational positions as well. In 2025, this path has been strengthened with the arrival of Cristina, who joins TMA’s female talent and contributes to consolidating an increasingly diverse, inclusive, and industry-leading team.
At TMA, we are committed to promoting female talent and creating spaces where women can assume leadership roles with complete equity.
To promote gender equality, at TMA we implement internal promotion policies and foster inclusive leadership that guarantees equal opportunities.
In the waste management sector, women have begun to stand out not only for their technical ability and professionalism, but also for their transformative vision.
We share some experiences and reflections from women who have made waste management their careers and who, through their leadership, demonstrate that inclusion and gender equality are fundamental principles and drivers of change that enrich companies and the waste management sector.
Uno de los hitos que marca nuestra evolución en materia de igualdad es la incorporación de Laia al Centro de Recuperación y Transferencia (CRT) de Sant Cugat, convirtiéndose en la primera mujer en ocupar este puesto en los últimos 60 años. Su trabajo, compromiso y motivación son un ejemplo real de que los puestos no tienen género.
La historia de Laia simboliza mucho más que una incorporación: representa una empresa que está rompiendo inercias, creando referentes y fomentando la igualdad real también en los puestos operativos. En 2025, este camino se ha reforzado con la llegada de Cristina, que se suma al talento femenino de TMA y contribuye a consolidar un equipo cada vez más diverso, inclusivo y referente en el sector.
En TMA, apostamos por la promoción del talento femenino y por la creación de espacios en los que las mujeres puedan asumir roles de liderazgo con total equidad.
Para promover la equidad de género, en TMA implementamos políticas de promoción interna y fomentamos un liderazgo inclusivo que garantice la igualdad de oportunidades.
En el sector de la gestión de residuos, las mujeres han comenzado a destacar no solo por su capacidad técnica y por su profesionalidad, sino también por su visión transformadora.
Compartimos algunas experiencias y reflexiones de mujeres que han hecho de la gestión de residuos su carrera y que, con su liderazgo, demuestran que la inclusión y la igualdad de género son principios fundamentales y motores de cambio que enriquecen las empresas y el sector de la gestión de residuos.
ONGOING COMMITMENT TO GENDER EQUALITY IN THE WORKPLACE
We want to be a benchmark company not only in comprehensive waste management, but also in gender equality and equal pay.
To achieve this, we will continue developing measures, reviewing processes, and implementing solutions that reduce gender gaps, thus achieving an increasingly inclusive work environment.
At TMA, we take environmental care very seriously, but also the care of those who make it possible and those who are part of it. Because there is no sustainability without equality.
This September 18th, we reaffirm our commitment to continue building a company where salary, respect, and opportunities do not depend on gender, but on talent and commitment.
We are much more than waste management.
More about equality at TMA: related news and articles
TMA signs its new Equality Plan 2025-2029: a renewed commitment to equity
Ongoing commitment to equality: TMA prepares its new Equality Plan 2025-2029
TMA obtains the Equality Certificate
Equality in access to jobs
Committed to equal opportunities
Female leadership in waste management
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