The security of information and the protection of personal data, that is, the privacy of our clients, is one of the most important aspects for the Group. In this sense, the privacy principles that, by default, are included in Regulation (EU) 2016/679 of the European Parliament and of the Council, of April 27, 2016, regarding the protection of natural persons with regard to the processing of personal data and the free circulation of these data (RGPD).
The increase in the volume and complexity of cybersecurity attacks at a global level makes it necessary to apply and manage measures constantly, as part of a cycle of continuous improvement. For this reason, the MÁSMOVIL Group has an information management system, aligned with reference frameworks and international standards, such as ISO 27001, the ENS (National Security Scheme) and NIST, to ensure that the assets and risks, and that the most effective controls and procedures are adopted and consistent with the business strategy.
We implement personal data governance management tools and consent gathering platforms to ensure optimal management of customer data processing.
The security of information and the protection of personal data, that is, the privacy of our clients, is one of the most important aspects for the Group. In this sense, the privacy principles that, by default, are included in Regulation (EU) 2016/679 of the European Parliament and of the Council, of April 27, 2016, regarding the protection of natural persons with regard to the processing of personal data and the free circulation of these data (RGPD).
The increase in the volume and complexity of cybersecurity attacks at a global level makes it necessary to apply and manage measures constantly, as part of a cycle of continuous improvement. For this reason, the MÁSMOVIL Group has an information management system, aligned with reference frameworks and international standards, such as ISO 27001, the ENS (National Security Scheme) and NIST, to ensure that the assets and risks, and that the most effective controls and procedures are adopted and consistent with the business strategy.
We implement personal data governance management tools and consent gathering platforms to ensure optimal management of customer data processing.
Through our Corporate Wellness Plan, internal initiatives are promoted to improve both the health and well-being and satisfaction of Group employees.
100% of employees have access to the Corporate Wellness Plan and are covered by the social benefits of Grupo MÁSMOVIL.
The radio frequency (RF) waves used by the mobile or its antennas are the same as those used by radios, televisions, emergency services, and even a microwave. All antennas have controls regarding exposure to electromagnetic fields and comply with national standards and the recommendations of the International Commission on Non-Ionizing Radiation Protection (ICNIRP).
Through our Corporate Wellness Plan, internal initiatives are promoted to improve both the health and well-being and satisfaction of Group employees.
100% of employees have access to the Corporate Wellness Plan and are covered by the social benefits of Grupo MÁSMOVIL.
The radio frequency (RF) waves used by the mobile or its antennas are the same as those used by radios, televisions, emergency services, and even a microwave. All antennas have controls regarding exposure to electromagnetic fields and comply with national standards and the recommendations of the International Commission on Non-Ionizing Radiation Protection (ICNIRP).
We reject any kind of forced labor, the use of child labor or that promotes discrimination and lack of equal opportunities.
All workers hired by a supplier or subcontractor must have a contract in accordance with the applicable labor legislation at all times and the supplier must not carry out any practice that violates the law and compliance with the law.
For the approval of suppliers, it is valued both in said approval process and in the subsequent award of contracts, that they have the ISO 14001 or similar environmental compliance certification, as well as any other social and/or corporate governance certification that could prove this way. as the obligatory signing of our Code of Ethics.
Suppliers undertake to endorse the principles and values contained in the Code of Ethics and are responsible for adhering to the Supplier Code of Ethics, which sets out the various criteria that suppliers must comply with.
The Group’s suppliers must comply with the Policies on corruption and bribery, the environment and sustainability. The supplier undertakes to have an environmental management system that includes objectives and measurement parameters (such as the one provided for in the ISO 14001 standard) or an equivalent one.
We reject any kind of forced labor, the use of child labor or that promotes discrimination and lack of equal opportunities.
All workers hired by a supplier or subcontractor must have a contract in accordance with the applicable labor legislation at all times and the supplier must not carry out any practice that violates the law and compliance with the law.
For the approval of suppliers, it is valued both in said approval process and in the subsequent award of contracts, that they have the ISO 14001 or similar environmental compliance certification, as well as any other social and/or corporate governance certification that could prove this way. as the obligatory signing of our Code of Ethics.
Suppliers undertake to endorse the principles and values contained in the Code of Ethics and are responsible for adhering to the Supplier Code of Ethics, which sets out the various criteria that suppliers must comply with.
The Group’s suppliers must comply with the Policies on corruption and bribery, the environment and sustainability. The supplier undertakes to have an environmental management system that includes objectives and measurement parameters (such as the one provided for in the ISO 14001 standard) or an equivalent one.
In the studies carried out in 2022, continuing with the dynamics of previous years, all the historical brands of the Group continue to be leaders in customer satisfaction within their segment, maintaining the very high levels of satisfaction of previous years and even improving them.
In collaboration with the Innicia Association, we launched our MASsolidaria proposal in 2021 to facilitate quality connectivity to less favored groups. This discount for fiber connections and “only mobile” through our brands Yoigo and MásMóvil.
We collaborate in events, initiatives and activities related to research, dissemination and enhancement of innovative and technological knowledge to promote dialogue and education, transmitting values and sufficient information to guarantee both responsible use of mobile phones and the rights of children in the digital environment.
In the studies carried out in 2022, continuing with the dynamics of previous years, all the historical brands of the Group continue to be leaders in customer satisfaction within their segment, maintaining the very high levels of satisfaction of previous years and even improving them.
In collaboration with the Innicia Association, we launched our MASsolidaria proposal in 2021 to facilitate quality connectivity to less favored groups. This discount for fiber connections and “only mobile” through our brands Yoigo and MásMóvil.
We collaborate in events, initiatives and activities related to research, dissemination and enhancement of innovative and technological knowledge to promote dialogue and education, transmitting values and sufficient information to guarantee both responsible use of mobile phones and the rights of children in the digital environment.
We guarantee equal treatment and opportunities between women and men in access, election, hiring, promotion, training and other working conditions, promoting the presence of women in the organization and in positions of responsibility and continuing in the integration of the gender perspective in the management of the company.
Our diversity objectives address the KPIs of percentage of female employees and directors, percentage of independent directors, salary gap between men and women and nationality of employees, among others.
Grupo MÁSMOVIL aims to become an internal and external reference in the fight against discrimination that people may suffer based on their sex, functional diversity, age, religion, culture, identity or place of origin.
It undertakes to eliminate any type of discrimination at work through the various internal procedures and compliance with the Group’s Code of Ethics.
We guarantee equal treatment and opportunities between women and men in access, election, hiring, promotion, training and other working conditions, promoting the presence of women in the organization and in positions of responsibility and continuing in the integration of the gender perspective in the management of the company.
Our diversity objectives address the KPIs of percentage of female employees and directors, percentage of independent directors, salary gap between men and women and nationality of employees, among others.
Grupo MÁSMOVIL aims to become an internal and external reference in the fight against discrimination that people may suffer based on their sex, functional diversity, age, religion, culture, identity or place of origin.
It undertakes to eliminate any type of discrimination at work through the various internal procedures and compliance with the Group’s Code of Ethics.
We implement a human resources management model in the Group that allows attracting, promoting and retaining talent, as well as promoting the personal and professional growth of all the people who belong to its human team and aligning the interests of professionals with the objectives strategic of the Group.
Through the Happyforce tool, we take the daily pulse to measure the Happiness Index, which is the index that allows us to understand the level of satisfaction and motivation of employees. In 2022, the score obtained has once again been very positive, since on a scale from 0 to 100, the Group has achieved an annual average of 67 with an average participation of 94%
The training of our team is one of the fundamental pillars of the evolution of our company, which is in constant evolution and technological innovation. MAScarrera is the framework where the development model is supported. It is transparent, and it identifies the career paths for each professional profile.
Employees have continuous 360 evaluation in which the generation of conversations with feedback is promoted that concretely evaluates the state of employee satisfaction and the evolution of their career in order to meet their needs and increase their contribution to the Company and the society.
The selection or employee rotation activity is carried out internally, ensuring diversity, transparency and closeness with the candidates throughout the process.
We implement a human resources management model in the Group that allows attracting, promoting and retaining talent, as well as promoting the personal and professional growth of all the people who belong to its human team and aligning the interests of professionals with the objectives strategic of the Group.
Through the Happyforce tool, we take the daily pulse to measure the Happiness Index, which is the index that allows us to understand the level of satisfaction and motivation of employees. In 2022, the score obtained has once again been very positive, since on a scale from 0 to 100, the Group has achieved an annual average of 67 with an average participation of 94%
The training of our team is one of the fundamental pillars of the evolution of our company, which is in constant evolution and technological innovation. MAScarrera is the framework where the development model is supported. It is transparent, and it identifies the career paths for each professional profile.
Employees have continuous 360 evaluation in which the generation of conversations with feedback is promoted that concretely evaluates the state of employee satisfaction and the evolution of their career in order to meet their needs and increase their contribution to the Company and the society.
The selection or employee rotation activity is carried out internally, ensuring diversity, transparency and closeness with the candidates throughout the process.
Based on the criticality of the position, the gaps identified in the Talent Review process, professionals receive personalized feedback and take ownership of their development plan with the support of the company to delve into the strengths and areas for improvement of professionals.
Reduction of the digital divide with 2.5 million homes with fiber in towns of less than 20,000 inhabitants.
Deployment of 5G where fiber does not reach, and participation in pilots for innovative uses for citizens in rural and urban environments.
Our objective is to work on an evolution from within the sector, promoting the diversity of profiles to enrich and provide a broader and more representative perspective of our society. In addition, we promote equal opportunities and eliminate the current wage gap. We have the cities with the best fiber and the most charm in the world
Know more about our campaing MASMOVIL in the villages
Based on the criticality of the position, the gaps identified in the Talent Review process, professionals receive personalized feedback and take ownership of their development plan with the support of the company to delve into the strengths and areas for improvement of professionals.
Reduction of the digital divide with 2.5 million homes with fiber in towns of less than 20,000 inhabitants.
Deployment of 5G where fiber does not reach, and participation in pilots for innovative uses for citizens in rural and urban environments.
Our objective is to work on an evolution from within the sector, promoting the diversity of profiles to enrich and provide a broader and more representative perspective of our society. In addition, we promote equal opportunities and eliminate the current wage gap. We have the cities with the best fiber and the most charm in the world
Know more about our campaing MASMOVIL in the villages
The Equal Opportunities Policy aims to be the backbone of a favorable environment for employees by promoting effective equality between men and women. This Policy develops the basic principles of action, among which those of quality of employment, equal opportunities and equity, as well as respect for diversity, stand out.
Grupo MÁSMOVIL unequivocally manifests its actions in compliance with the principles defined in the United Nations Global Compact and the OECD (Organization for Economic Cooperation and Development) guidelines.
Our Group has a firm commitment to its team, which encompasses the ethical commitment and the compliance system in matters of Human and Labor Rights, recognized in national and international legislation.
The Equal Opportunities Policy aims to be the backbone of a favorable environment for employees by promoting effective equality between men and women. This Policy develops the basic principles of action, among which those of quality of employment, equal opportunities and equity, as well as respect for diversity, stand out.
Grupo MÁSMOVIL unequivocally manifests its actions in compliance with the principles defined in the United Nations Global Compact and the OECD (Organization for Economic Cooperation and Development) guidelines.
Our Group has a firm commitment to its team, which encompasses the ethical commitment and the compliance system in matters of Human and Labor Rights, recognized in national and international legislation.
I think then I act”
Yoigo platform that promotes people who are improving the society in which we live through their social projects. Follow them here.
I think then I act”
Yoigo platform that promotes people who are improving the society in which we live through their social projects. Follow them here.
