CaixaBank’s approach to diversity and inclusion is structured, data-led and embedded across its operations. In 2024, the bank increased its investment in D&I, and the results show the bet paid off
The bank’s Wengage programme, launched in 2018, is the cornerstone of its strategy. It is supported by a dedicated diversity committee, a full-time diversity director, and 25 equality agents across the commercial network. Wengage is aligned with the bank’s 2025-27 strategic plan and focuses on inclusive leadership, meritocracy and the celebration of individual uniqueness.
CaixaBank’s Impulsa Plan has taken the percentage of women in managerial roles to 43.4% at the end of 2024, surpassing its strategic KPI. First-time female appointments to management rose to 54.4%, and nearly 1,000 women have participated in mentoring programmes since 2017. The bank also achieved the Empowering Women’s Talent seal and maintained its DIE certificate for Equality in the Company.
The WONNOW awards, run in partnership with Microsoft, attracted more than 1,000 female STEM students in 2024, with winners placed in strategic roles within CaixaBank’s technology teams. The bank also supports the STEM Room initiative, which promotes scientific vocations among children aged 10 to 13 through interactive learning experiences.
CaixaBank’s initiatives have also catered to families and those with disabilities. The number of employees with disabilities rose from 593 in 2023 to 650 in 2024. The bank also expanded its Family Plan, which supports children of employees with disabilities, to 364 beneficiaries. Accessibility improvements included the rollout of 42 nursing rooms across its offices, up from just five the previous year.
CaixaBank’s diversity and inclusion strategy is not a standalone initiative but a core part of its business model
In 2024, CaixaBank launched or updated five training programmes focused on unconscious bias, inclusive leadership, harassment prevention and disability awareness. The Equality Plan training alone reached 36,390 employees. Other initiatives included Breakfast with Talent sessions to promote female leadership, which engaged 653 participants in 2024, up from 122 in 2023.
The bank’s AHEAD leadership model promotes empowerment, humanism and diversity. It is applied across the workforce and reinforced through the internal People Xperience platform, which provides access to diversity resources and updates.
CaixaBank also addresses generational, LGBTI and cultural diversity. In 2024, 1,123 employees came from 79 nationalities, and the proportion of Generation Z employees rose from 3.1% to 4.5%. The bank is a member of REDI, Spain’s leading LGBTI workplace inclusion network, and was recognised as a Top Intercultural Diversity Company by INTRAMA.
Externally, CaixaBank supports women at risk of exclusion through the “Triunfa en tu entrevista” (Succeed in your interview) programme, which combines mentoring, training and job readiness support. It also partners with UN Women, the UN Global Compact, and Spain’s STEAM Alliance for female talent.
CaixaBank’s diversity and inclusion strategy is not a standalone initiative but a core part of its business model. It is backed by clear targets, transparent reporting and a commitment to continuous improvement.
