Laura Carnicero (Barcelona, 1976) is the first woman to sit on Seat's executive committee as vice president. She has been at Seat for more than 22 years – “almost half of my life”, she explains – and she is convinced that after her there will be many more women in the company's senior management.
Yesterday he signed a renewal of the Seat equality plan. What are the latest measures?
For a year and a half we have worked on it a team of 26 people, made up equally by social representation and management. We were already pioneers in 2012 with the first equality plan and now we needed to move forward to be responsible, competitive and in line with today's society. An intense work that has been reflected in 60 measures and that emphasizes awareness. We want to address the so-called unconscious biases in equality or inclusion. When someone says "I don't have biases" it is very dangerous, because we all have them, the result of education, particular experiences... Becoming aware of this is very important.
And how are they solved?
With training in all the company's equipment. We believe in equal opportunities and that has to be present in all selection and promotion processes in order to know how to take advantage of female talent. The automotive industry is a very masculine sector, but Seat is far ahead of the rest of the companies: almost 22% of the workforce are women and 26% in management positions.
But at the top, in the executive committee, you are alone
Yes, I am the first vice president in 70 years on a committee made up of 7 people. But as our president, Wayne Griffiths, has said, I'm the first but I'm sure I won't be the last, there will be many more to come, and we will push to make it so. Diversity is not only a matter of principle, but also brings better results. Women usually contribute a different way of doing things and thus the vision of the team is more complete. Being aware of this favors the incorporation of women.
Is diversity key to good governance?
You also have to work on inclusive language, which sometimes fails us even if we don't realize it, it is another example of unconscious biases. We are one of the few companies that do an inclusion survey. Because it is one thing to have diversity and another to have diversity that feels included, that can express itself freely, that is empowered.
Worried about bullying?
Our plan goes beyond what the law requires of companies. We enter into matters of gender violence, procedures on sexual harassment so that everyone can feel safe, regardless of their group. Diversity is a very broad concept, sometimes we focus on the LGTBI collective, but there are many other issues: nationality, age, experiences you've had in life... If you give them autonomy to express themselves, the result is much richer.
Have you calculated Seat's wage gap?
Yes. We do not have a gap, the contract staff is governed by a totally transparent and egalitarian system. Another thing is the impacts that come from society. For example, working (and getting paid) on Saturdays tends to be done more by men than by women. I have been at Seat for half my life and I have never felt discriminated against, perhaps also because of my character, I am very determined. In any case, I think that things are changing in the new generations. I have two children and I am absolutely committed to instilling in them the principle of absolute equality.
Seat has an ERTE in force, but so far this year it has hardly been used. Could you retire?
In a context of uncertainty with the war in Ukraine and in which supply problems are still dragging on, it is difficult to make forecasts. Week by week we are analyzing whether we need to use the flexibility of Perte. Now we are in a good situation, but for now we need to keep that flexibility until we see if the situation stabilizes more. It is true that the beginning of the year has pleasantly surprised us.
Beyond the ERTE, the focus on the electric vehicle implies less employment.
The transformation towards electric vehicles is a challenge and that is why we are applying the most ambitious training plan in the company's history. You have to learn to manufacture and sell electric cars, it is a transformation in all areas, which also implies a new culture. An electric car needs less labor, there has even been talk of 30%, but in reality we are not seeing that much difference and we are verifying it with the Cupra Born. Employment will depend on the volume we manufacture. In addition, in the collective agreement we have already introduced measures to try to attract a second manufacturing platform. And we have a voluntary retirement plan at 61.
Unions agree to lower pay rise if second platform comes Is it enough to convince the VW group?
Everything helps. We are aligned to get this second platform. The more arguments we provide the better.
The committee has also proposed staff transfers to the Sagunt battery plant.
Yes. Sagunt depends on the German company PowerCo, but we will make it easier for those who want to start a new phase there. Some have already left and I understand that starting a new project from scratch is very attractive. We make it easy to go to Sagunt as well as facilitate exchanges at other Volkswagen Group plants around the world.
He has just joined the board of directors of Fira de Barcelona.
Not officially yet. The appointment still has to be ratified by the institutional commission and by the General Council. But the truth is that as soon as they proposed it to me I accepted immediately. I think that it is good for the company to have a presence in the institutions, it all adds up.
