Social sustainability

People management

Aena People

To address current challenges of a technical nature (digital transformation, talent, health and safety, etc.) or regulatory challenges in terms of human resources, Aena focuses on attracting and retaining talent, developing the necessary skills, and supporting digital transformation.

The people who work at Aena are the company's main asset due to their talent, training and work capacity. Therefore, for Aena it is essential to maintain the highest levels of motivation and commitment, retaining talent to take on new challenges.

Diversity and inclusion

Bringing visibility to the relevance of equality and inclusion by developing policies and proactive participation in dedicated programmes.

Career development

Detecting and promoting high-level performance, motivation and commitment in order to retain talent within the company while improving the Aena brand image.

Work-life balance and motivation

Improving employee satisfaction through the work well-being and work-life balance programme.

Development of a sustainable culture

Evolving the company’s culture and policies to adapt to the current context and ensure future sustainability.

Indicators 2025

11.053

employees (total consolidated workforce). 544 more than in 2024, thanks to the recovery of activity to pre‑pandemic traffic levels and to Aena’s new subsidiary in Brazil (BOAB).

92,63%

of the employees with permanent contracts. Job stability is a permanent commitment at Aena. Spain: 91.5%. United Kingdom: 100%. Brazil: 92.6%.

94%

on a full‑time basis.

+6.700

medical tests, examinations, clinical analyses, certificates of aptitude, etc. More than 1,200 trivalent vaccines.

2,03%

turnover rate. The low turnover rate, both voluntary and overall, reflects Aena Group’s excellent performance within the framework of its commitment to human capital.

100%

of direct employees covered by the occupational health and safety management system.

99,54%

employees covered by collective agreements.

38,2%

of employed people are women: 40% on the Board of Directors, 46% in Senior Management, 45.1% in managerial or professional positions, and 41.5% as directors in Central Services.

Employment channel

We place importance on the conditions we offer our employees and on their career development, along with diversity and equality, and health and safety in the workplace.

Our employees are our most valued asset due to their talent, training and excellent working capacity. That is why Aena considers it fundamental to maintain the highest levels of motivation and commitment, retain talent and face the new challenges that face us.

Equality and reconciliation

 

We have an equality plan and a joint committee on equality to ensure maximum respect for our people and non-discrimination.

At AENA, we aim to guarantee equality in accessing jobs, professional promotions, professional training, equal pay for men and women and the prevention of sexual harassment. For this reason we have devised an equality plan, defined in our collective agreement, along with a joint committee on equality, founded in 2010 in equal shares by AENA and the majority unions, and responsible for supervising compliance in this area.

Furthermore, since 2015 we have had a protocol for taking action against harassment based on sex and sexual harassment, through which we ensure the implementation of a corporate culture based on respect and non-discrimination.

  • 3rd Equality Plan, which aims to integrate the principle of effective equality between women and men, as well as non-discrimination on the grounds of gender, in a cross-cutting manner in all Aena's actions. This 3rd Equality Plan will be in force for 4 years, from 1 January 2026 to 1 January 2030.
  • LGTBI+ Diversity Management Plan, which aims to improve the inclusion of the LGTBI+ community in the workplace, as well as to provide all employees with an instrument that allows them to prevent situations that could lead to prejudice or discrimination.
  • Policy for the selection of Aena Board of Directors members. This policy establishes diversity as a fundamental pillar for the selection and optimal performance of the Board of Directors, highlighting gender and age diversity as key factors. It also details the criteria used in the selection of candidates, as well as incompatibilities for Board membership. It applies to all individual members of the Board of Directors and is supervised by the Appointments, Remuneration and Corporate Governance Committee, then subsequently approved by the Board itself.
  • Procedure for preventing and dealing with harassment at work. Its aim is to prevent harassment at work and to establish a clear protocol for dealing with complaints related to this type of situation.
  • Protocol for the prevention of and dealing with situations of sexual harassment, on grounds of sex, sexual orientation, sexual identity or gender expression. As with the previous protocol, its aim is to establish a clear procedure for dealing with situations of harassment, promoting equal treatment and non-discrimination, fostering inclusion through visibility.
  • Digital Disconnection Policy and Remote Work Policy. Both are published on the Aena intranet.

Permits and leave

  • Granting leave for birth (maternity/paternity), adoption or fostering, in accordance with or above the requirements of local regulations.
  • 23 working days of holiday. One additional day's holiday for every five years of service, starting at 20 years. Guaranteed full enjoyment of the allocated holidays, including additional days to those required by law and/or seniority days.
  • Paid leave on 24 and 31 December.
  • Paid time off for personal matters or by the hour (staff working regular hours), breastfeeding, birth of premature or hospitalised children, and attendance at final exams, exit exams and other final aptitude and/or assessment tests.
  • Leave for death or change of residence, with extensions depending on the degree of kinship or the distance of the displacement.
  • Unpaid leave of up to one month in the event of the death of a spouse, partner or child.
  • Leave for serious illness or hospitalisation of family members and accompaniment to invasive diagnostic tests, when required by medical prescription.
  • Leave to undergo assisted reproduction techniques during the working day, leave for prenatal exams and childbirth preparation techniques or for preparation in cases of adoption.
  • Leave to attend medical appointments during working hours.
  • Leave for reasons of force majeure or special situations.

Flexible timetable

  • Flexible start and finish times for certain groups.
  • Possibility of flexible or reduced working hours, especially for people with family responsibilities.
  • Intensive or adapted working hours during certain periods (such as summer) for certain groups.
  • Adaptation of the working day or job during pregnancy and breastfeeding.
  • Possibility of changing staff service to shifts.
  • Two hours of flexibility per day for workers with children with a disability equal to or greater than 33%.

Benefits and support for well-being

  • Aena Spain's Work-Life Balance Programme offers basic and specialised resources to help employees and their first-degree relatives to balance work and family life. Services available include counselling on life protocols (such as chronic illness or childbirth) and support in legal, tax, financial, social and personal well-being areas.
  • Flexible remuneration (restaurant vouchers).
  • Life and accident insurance.
  • Private medical and dental insurance for employees and, in some cases, with the possibility of extending coverage to family members under advantageous conditions.
  • Medical check-ups.
  • Financial aid for studies, health, disability, camps and nurseries, and refundable advances.
  • Contributions to the Pension Plan.

Remote work and digital disconnection

  • Remote Work Policy. The remote work policy in Spain aims to determine the criteria for accessing and organising this form of work, as well as to promote work-life balance, employee well-being and operational efficiency.
  • Digital Disconnection Policy. Aimed at strengthening the right to work-life balance for all employees and improving their well-being.

Health and safety in the workplace

A safe environment, which ensures that our employees perform their duties with the highest possible level of health and safety.

Aena has an occupational risk prevention service that helps to guarantee the protection of all workers and, among other jobs, those who are exposed, either as technicians or coordinators, to operations, area of movement, airport maintenance and extinguishing activities (crew chiefs and firefighters).

The company formally covers employee health and safety issues in the collective bargaining agreement. In addition to providing the appropriate protective equipment, Aena has implemented protocols for action and various training/information activities for its employees.

Aena has an Integrated Management Policy for Quality, Environment, Energy Efficiency and Health and Safety at Work, signed by the Aena Board of Directors, which includes these principles:

  • Leading the prevention of occupational risks, providing safe and healthy working conditions, minimising occupational health and safety risks.
  • Ensuring worker representatives consultation and participation, as well as access to information on the means and measures to be adopted for occupational risk prevention, under the terms set out in the legislation in force.

Indicators 2025

100%

of the workers represented in the health and safety committees

Aena has set 0 accident rate targets

As a sign of its commitment to reducing the accident rate and developing a culture of prevention

Training for employees

We foster the professional growth of our employees through specific training programmes, adapted to their needs.

Developing our employees’ skills is a key and priority strategy for our Human Resources department. The company understands training as a lever for change, which encourages the different levels of the organisation to play an active role in the cultural values we aim to reinforce.

For this reason, we offer our employees an extensive training programme, with specific technical or skills-oriented courses.

Indicators 2025

+4,2 millones €

for training activities and programmes.

100%

of employees have received training.

+726.000

training hours.

65,70 average hours

of training per year per employee.

379,36 €

of investment per employee.

Support programmes for employees

Indicators 2025

1,58 M€

allocated to social benefits for employees. Intended to cover the costs of studies, work-life balance (summer camps and nursery schools), health, births, disability, etc.

SAP SuccessFactors

dynamic, interactive and accessible employee portal.

Work-Life Balance Programme (PAC)

Work-Life Balance Programme (PAC) Basic and specialised resources to promote work-life balance for workers and immediate family members. These benefits not only reflect Aena's commitment to the well-being of its employees, but also support quality of life and fairness in the workplace.

Human rights

A space to promote the health, care and well-being of all Aena employees. In three strategic areas: Preventive culture and health promotion; emotional well-being; and work-life balance and benefits. The focus is on individualised and professional support for people who need it, publication of resources and information and tools.

Other activities

  • Collaborative Action Protocol: conflict management and improving the working environment in teams with the participation of management and the social partners.
  • Emotional Support Programme: specialised, voluntary and confidential psychosocial support.
  • Programme for the Prevention and Treatment of Addictive Behaviour: comprehensive intervention with specialised professionals.

Collaborative consumption platform

Two intranet portals with offers and discounts for employees in fashion, travel, film and entertainment, vehicles, technology, etc.

Social assistance programme

In 2025, €1.58 million have been earmarked for employee welfare payments.

Other sections

Corporate governance

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Sustainability strategy

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International cooperation and scholarships

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Mecenazgo y acción social

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Awards and recognition

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