With 50 years of experience in the management and recycling of waste <\/strong>for sectors such as the automotive and domestic appliance industries, Industrias L\u00f3pez Soriano<\/strong> has become a benchmark in Aragon for the circular economy<\/strong>, care for the environment and revaluation. A goal that the business group has achieved by responding to its customers with agility and quality<\/strong>, with modern facilities and state-of-the-art machinery<\/strong>, and through a firm commitment to equal opportunities<\/strong> in the business environment.<\/p>\n According to the manager of Industrias L\u00f3pez Soriano, Mar\u00eda L\u00f3pez Palac\u00edn<\/strong>, equality has been incorporated into the company’s corporate policy and strategy in a very natural way. \u2018We are a family business and the eldest in the third generation are women\u2019, she says. Women<\/strong> now account for 60% of the company’s management positions,<\/strong> an example of female leadership in the industrial sector. In middle management<\/strong>, this percentage is around 25%<\/strong>, similar to other companies in the same sector.<\/p>\n To try to continue advancing along this path, Industrias L\u00f3pez Soriano is developing an equality plan<\/strong> that tries to \u2018put on paper what we are already doing\u2019, as the manager says. The company has a young workforce<\/strong> and this has led them in recent years to apply conciliation and flexibility measures<\/strong> in order to adapt to new demands and new times.<\/p>\n These measures include adapting the timetable to a single morning shift from 7 a.m. to 3 p.m.<\/strong> in administrative positions or the possibility of teleworking<\/strong>, at certain times, in those positions that do not require physical presence. In addition, women and men have the \u2018same salary and working conditions\u2019<\/strong>, so that \u2018the wage gap does not exist\u2019, although \u2018in terms of recruitment,<\/strong> equality is more difficult to achieve<\/strong>\u2019, acknowledges the head of the business group.<\/p>\n Ours is a very male-dominated sector<\/strong>, specialising in heavy machinery<\/strong>, where the presence of women is rare, if not non-existent,” says L\u00f3pez Palac\u00edn. In those positions where there may be equality, such as in the small electrical appliance processing plant, women represent 50% of the workforce, but in other cases the female demand for employment does not even exist<\/strong>“.<\/p>\n The manager refers mainly to the positions in the treatment plants where the hardest and most demanding jobs are carried out. \u2018There are jobs where if you comply with the law on equality, you don’t comply with the law on prevention of occupational hazards<\/strong>, in the end you don’t know what criteria to apply\u2019, she says.<\/p>\n The manager refers mainly to the jobs in the treatment plants where the hardest and most demanding work is carried out. \u2018There are jobs where if you comply with the law on equality, you don’t comply with the law on prevention of occupational hazards<\/strong>, in the end you don’t know what criteria to apply\u2019, she says.<\/p>\n Nor in these cases is flexibility of time and space<\/strong> applied, but rather the working day is organised in three shifts<\/strong> and is completely face-to-face because the production lines demand it. In this sense, the business leader calls for greater coordination between administrations<\/strong> when it comes to adapting public equality policies<\/strong> to the size of companies<\/strong> and to the different sectors.<\/strong><\/p>\nFlexibility<\/h2>\n
“Benchmarks of success”.<\/h2>\n