Equality.

The cornerstone of our business is sustainability, and that means paying special attention to the way we do things, showing absolute respect for the environment and the people we interact with. We aim to promote a culture and ecosystem where ethics are the foundation of our company. That’s why we are committed to promoting gender equality at Dcycle. We set sustainable development as a guide in our daily and strategic decision-making and when establishing the company’s KPIs.

It is the set of measures that, after a proper diagnosis of the situation in Spain, the company has implemented to promote equal treatment and opportunities between women and men, thus avoiding any form of discrimination between them. We focus on the company culture and the personal leadership of our employees.

• Promote a culture at Dcycle that facilitates the integration of personal and professional life.
• Introduce measures that encourage flexibility in service delivery, such as flexible hours or the possibility to work remotely.

• Adapt the evaluation method to the needs of maternity and paternity leave, as well as flexibilize the workday for family reasons.

• Implementation of a protocol for preventing workplace harassment, which defines the behaviors to be prevented, establishes specific measures for this prevention, and provides a channel for complaints or claims from those who may have been subject to such behaviors.

• Promote the development of personal and professional competencies of employees during the intermediate stages of their career plan.
• Encourage greater representation of women in leadership positions, consistent with the current proportions of men and women joining the company.
• Ensure appropriate career paths that do not involve discrimination.
• To carry out each of these measures, awareness-raising, training, and/or communication activities have been developed and are ongoing for all members of Dcycle. Additionally, specific objectives and actions have been outlined to achieve them, as well as suitable monitoring and evaluation systems to assess their impact.

• To measure the effectiveness of these measures at Dcycle, we have developed a series of indicators along with a strategy for reviewing and monitoring the established objectives.
• The indicators will be used by all members of Dcycle, and the monitoring plan will be evaluated by senior management to determine its effectiveness. We will also be able to modify these measures based on new needs as the Dcycle team grows.

• We have established the following success indicators, defining the information sources on which they are based and how the results will be analyzed.

• Equality in access to employment and hiring.
• Percentage of men and women who access leadership positions at Dcycle.
• Monitoring of pre-established hiring processes based on qualification criteria.
• Equal pay based on position and responsibilities.

• Analysis of needs and objectives regarding flexible working hours.
• Digital transformation of the company to facilitate the efficient flexibilization of the workday without affecting the performance of the Dcycle team.
• Establishment of common guidelines for flexible working hours.
• Communication of the availability of flexible work hour opportunities to both team members and candidates for new job positions.

• Creation of a prevention and action protocol for harassment situations.
• Communication of the protocol to team members and new hires.
• Evaluation of conflict resolution in potential harassment cases.
• Creation of new preventive measures.

• Establishment of semi-annual training objectives for all Dcycle team members.
• Monitoring of training objective achievement and evaluation of its application as a labor resource.
• Periodic analysis of professional growth and responsibilities.