People are Enresa’s greatest asset and, as such, head up its commitment to responsible management. Consequently, the company actively promotes training and professional development, along with a safety culture, occupational hazard prevention, the health and welfare of the workforce, allocating significant resources to promoting progress on equality, diversity and inclusion.
Safety culture
On 8 November 2008, the Nuclear Safety Council (CSN) published Safety Instruction IS-19, dated October 22, 2008 in the Official State Gazette, which defines the requirements of the management system for nuclear facilities.
This instruction introduces the concept of ‘Safety Culture’, understood as the set of characteristics and attitudes at entities and in people which ensure that, as a top priority, protection and safety issues receive the attention required by their importance.
In order to comply with these aspects, Enresa has Integrated Management Committees at the El Cabril Disposal Centre and José Cabrera facilities, and a Safety Culture team at a corporate level, to work and promote the development of a strong safety culture in the company through periodic Improvement Plans. The plan currently in place has been revised to include Santa María de Garoña Nuclear Power Plant.
Radiological safety
As part of its mission, Enresa maintains an absolute commitment to safety in the development of all its operations with a view to protecting people and the environment, both now and in the future.
To this end, Enresa is constantly working to guarantee the health and protection of people when undertaking their work.
To find out more, visit the Safety page.
Occupational hazard protection
With a view to ensuring the prevention of all health risks associated with Enresa job positions, the company is constantly working on the implementation of actions designed to protect the health of its employees, with constant monitoring based on a Prevention Policy (Spanish version).
The policies, targets and goals that Enresa seeks to achieve on prevention are contained in the Occupational Hazard Prevention Manual which, together with its implementation procedures, constitute the Enresa Occupational Hazard Prevention Plan which, moreover, is complemented each year by the General Health and Safety Plan and, for each work centre, project and activity, a specific occupational hazard prevention plan is applied.
To find out more, visit the Safety page.
Monitoring health
The health of the people that make up the Enresa team is one of the company’s priorities; accordingly, it works to constantly improve the well-being of its employees.
Enresa’s Health Monitoring Plan not only includes medical check-ups for staff, but also focuses on prevention through initiatives such as vaccination campaigns and psychosocial risk management as fundamental objectives for protecting health.
To find out more, visit the Basic Health Unit.
Healthy company
Within the framework of healthcare, Enresa works on preventive campaigns and the promotion of good habits that seek to improve the wellbeing of the people who make up Enresa’s human team.
Enresa has designed and planned in the 2023-2026 Sustainability Master Plan actions to be developed to promote healthy habits for its employees both inside and outside the workplace. The performance of medical check-ups and specific preventive tests, such as the early detection of breast or prostate cancer, the development of actions focused on the prevention of psychosocial risks or the promotion of a healthy and active lifestyle are some examples.
Diversity and inclusion
Support and progress in the field of diversity and inclusion is one of Enresa’s aims in social matters, as stated in its Policy on Equality and Non- Discrimination, Diversity and Inclusion.
Gender equality
Under its 2nd Equality Plan, Enresa is pushing through measures that promote equality between men and women to guarantee equal treatment and opportunities, thus strengthening the corporate culture in this field.
Main figures on the workforce in 2024
Employees:
Men: 226, Women: 146. Total employees 2024: 372
Enresa managers:
Men: 5, Women: 9.
Work/life balance
As part of its commitment to responsible management, Enresa strives to offer people the best possible place to work. Accordingly, it applies measures to reconcile professional and personal life, seeking to achieve a work-life balance for its workforce.
Since the end of 2023, the Remote Working Agreement has been in force, which has meant a change in the methods and organisation of work, but also a formula that contributes to the work/life balance. In addition, work is being done to integrate all the work-life balance measures in a corporate plan that includes measuring the satisfaction of the workforce, as stated in the 2nd Enresa Equality Plan.
Gender Violence
Enresa seeks to update the mechanisms for reporting, raising awareness and supporting the eradication of gender violence throughout the organisation, in accordance with Law 10/2022 of 6 September, on the integral guarantee of sexual freedom, and the 2nd Enresa Equality Plan.
The company has set up the Internal Information Channel to communicate and report possible inappropriate conduct related to any type of harassment.
Professional development
The acquisition of new knowledge is fundamental for the personal and professional growth of Enresa’s human team, as well as for the development of its performance with the greatest guarantees of quality, innovation and safety.
Main figures 2024
372
EMPLOYEES
32.543
HOURS OF TRAINING