Nabrawind’s Second Equality Plan confirms equal pay for women and men

The company has approved its Second Equality Plan, which sets out 15 measures to continue promoting equal opportunities for women and men throughout the 2026–2030 period.

Nabrawind by Fortescue Zero has confirmed that there is no gender pay gap within the company, according to the audit carried out as part of the preparation of the Navarre-based company’s Second Equality Plan.

Equality between women and men is a fundamental value in Nabrawind’s culture. Applicable to the 2026–2030 period, this Second Equality Plan reaffirms the company’s commitment to equal treatment and equal opportunities and sets out specific measures to continue building a diverse, inclusive and respectful workplace.

Equal opportunities at Nabrawind

The plan is based on a comprehensive assessment of Nabrawind’s situation and is particularly significant in a field such as engineering and wind energy, which has traditionally had lower female representation.

In this particular case, Nabrawind’s workforce is 10 percentage points above the industry average in terms of gender parity.

Furthermore, the analysis shows significant female representation in positions of responsibility at Nabrawind. Among women in the workforce, 38.88% hold positions of this kind, compared with 37.14% of men, demonstrating balanced representation.

The assessment also demonstrates the company’s internal commitment to equality: 95.2% of survey respondents believe that Nabrawind is aware of and committed to achieving equal treatment and equal opportunities.

Specific actions included in Nabrawind’s Second Equality Plan

The document establishes 15 specific actions, each with assigned owners, deadlines and monitoring indicators. Its main areas of action include:

• Recruitment and career advancement,
• equal pay,
• training,
• work-life balance and shared responsibility,
• the prevention of sexual and sex-based harassment,
• inclusive communication,
• and relationships with suppliers and partner organisations.

The planned measures include equality training for employees involved in recruitment, hiring and promotion processes.

The plan also strengthens Nabrawind’s work-life balance and shared-responsibility policies, which include measures such as flexible working hours, remote working and childcare vouchers. In addition, the company will periodically review how these measures are used to identify emerging needs and continue adapting working arrangements to the realities of its team.

A commitment that extends beyond the organisation

Nabrawind’s commitment to equality is not limited to its own organisation. The company participates in initiatives such as the CEN Business Alliance for Sustainability, collaborates on projects that help improve opportunities for women and girls, and promotes STEM careers among younger generations.

The new plan also seeks to extend these values to relationships with suppliers and partner organisations. To this end, Nabrawind will continue to communicate its position on equality through its Code of Conduct, with the aim of acting as a catalyst for change and helping to embed the principles of equity, diversity and respect throughout its value chain.

In this regard, and to support the practical rollout and monitoring of the plan, Nabrawind has also signed a Dual Vocational Training (FP Dual) Collaboration Agreement with the CI Escuela de Educadoras-es / Hezitzaile Eskola II and the Department of Education of Navarre (Agreement No. 2232 / 2026). This framework enables students specializing in equality and social education to complete professional internships at Nabrawind, assisting the team in implementing the plan’s key initiatives.

By approving its Second Equality Plan, Nabrawind is turning this commitment into a measurable reality, supported by actions, owners, deadlines and monitoring indicators. This commitment helps attract, develop and retain the best talent while strengthening a corporate culture based on equity, respect and opportunities for all.

Key Findings from the Report

• No gender pay gap: The pay audit confirms equal pay for women and men.
• Balanced female leadership: Among women in the workforce, 38.88% hold positions of responsibility, compared with 37.14% of men, demonstrating the absence of vertical segregation.
• Employment stability: A total of 98.11% of the workforce has a permanent contract.
• Access to training: 100% of surveyed employees state that the training provision is equally accessible.
• Internal commitment:2% of the workforce believes that the company is aware of and committed to equal treatment and equal opportunities.

Official registration

The II Equality Plan has been officially validated and registered in REGCON (the Official Registry of Collective Bargaining Agreements and Equality Plans) by the Department of Social Rights, Social Economy and Employment of the Government of Navarre (Resolution 31/11/0126/2026). This registration certifies that the plan fully complies with Spanish statutory equality requirements (Organic Law 3/2007 and Royal Decree 901/2020).