To support and grow with responsible leaders
At EADA Business School, we work with our own model of sustainable and responsible leadership that promotes values and practices based on positive economic, environmental and social impact.
We firmly believe in the multiplier effect and the impact that current and future business leaders can create in society through this type of leadership, in both existing profit-driven companies and future purpose-driven organisations.
At EADA, we understand this idea of new leadership as an evolution in the demands of society on the business world, which leads to a change in the way that people and organisations operate to become leaders and maintain their position in the sector. Generating economic growth is no longer enough; social responsibility, ethical conduct and leadership are also key aspects to growth.
Our work involves preparing professionals and organisations to achieve the highest social, economic and environmental standards, and guarantee that they understand, become involved and promote this change, enabling them to meet all their stakeholder obligations.
To achieve this, EADA and our Sustainability Hub create knowledge and translate sustainability research into real impact through training programmes, collaborations and initiatives for our stakeholders: our participants, Alumni, staff and corporations and companies, among others.
The EADA Foundation, in its work as a business school, faces a constantly changing environment, a wide variety of specialisations, diversity, continuous innovation, agility and focus on sustainability, which requires our teams to continuously adapt.
Our organisation focuses on people with the objective of disseminating a management model based on holistic well-being and an internal culture that attracts, develops and retains the best people in each position: facilitating professional and personal co-operation within the framework of labour relations and increasing health and safety through occupational risk prevention.
Our main guiding principles
- Promote the ethical and responsible values of our Foundation and ensure compliance with regulations.
- Co-responsibility, commitment and trust as the foundations of a culture with a high capacity for analysis, teamwork, flexibility, transversality, digitalisation and professionalisation to manage professional activities and decision-making.
- Formalise labour relations between equals: based on conditions and respect where both parties agree to exercise and demand their professional and legal rights and duties.
- The design and presentation of employment value propositions to select, recruit, incorporate and retain the best talent.
- Value the ideas and suggestions of all people and convert them into actions and activities of value.
- Promote work-life balance: teleworking, face-to-face or other existing work models in the organisation, ensuring the right to digital disconnection.
- The consolidation of an advisory body to advise, recommend and propose solutions to team managers or directors with decision-making responsibility to make the best decisions regarding their collaborators.
- Fair and truthful communication with the rest of the organisation. Gaining people's trust by communicating information in a timely manner and with the maximum transparency and credibility.
- Consistency in decision making by searching for the best option to match the needs of the organisation with those of each individual.
- Provide a healthy, safe and sustainable environment to work in based on legal, social and ethical principles, with full respect for human dignity.
Commitment to selection, recruitment and promotion
- Ensure equal opportunities for all applicants throughout the application process, and promote diversity in all its forms (age, gender, race, nationality, religion, disability, sexual orientation or other personal, physical or social condition).
- Ensure that no discrimination takes place during the application process.
- Present a detailed value proposition in selection processes that facilitates the recruitment of the best qualified candidates.
- Create partnerships with the social sector and local administration to promote access to the labour market for professionals who are at risk of social exclusion.
- Select individuals whose ethics and values are aligned with those of the institution.
- Ensure that people are correctly suited to their job position so that they can perform their duties with excellence.
- Ensure that selection processes are transparent, by encouraging internal promotion first and in accordance with the equality plan.
Commitment to training and development
- Continuous training as a key element of professional development which helps to foster internal promotions.
- Area managers will guide, stimulate and support their team members to achieve professional growth and provide evaluation of their progress.
- Promote internal training to provide more in-depth knowledge of our activity and how the institution works.
- Include topics linked to issues affecting the institution’s legal compliance, equality plan and code of ethics, which must be transferred to the daily work activities in order to avoid any potential breach with respect to our values.
Commitment to work-life balance
- Promote an open and transparent working culture based on flexibility, commitment, trust, understanding and co-responsibility among professionals.
- Foster the creation of an internal culture that respects digital disconnection.
- Develop initiatives and benefits that ensure well-being (teleworking, flexible working hours and part-time work).
Commitment to compensation
- Ensure transparency and pay equity for similar positions.
- Full salary for all workers regardless of the situation that prevents them from carrying out their regular job.
- Stipulate variable salaries to incentivize the achievement of business and personal objectives in the organisation.
- Offer a package of social benefits via a flexible remuneration scheme.