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Our culture and talent

We are Sanitas

Our corporate culture is characterised by our commitment to professional excellence in all areas of our business. In this regard, we invest significant resources to develop leadership skills and talent in our employees, and we also provide them with opportunities for growth. All in a healthy, diverse and inclusive work environment.
GRI 2-7, 3-3

A culture committed to our employees

The Sanitas team plays a vital role within our organisation. The company is committed to the well-being and professional development of our employees through a range of initiatives designed to promote healthy behaviours, upskilling and reskilling, flexibility and work-life balance measures. It is our responsibility to ensure that they have the opportunity to develop and grow within an optimal work environment.

We are firmly committed to providing our employees with the best possible support in terms of training and professional development. We aim to help our employees develop their careers while taking into account their personal needs, in order to ensure that they can perform their duties in the best conditions. They are the driving force of the company, which is why we are committed to creating a positive and supportive work environment that respects their physical and emotional well-being, as well as the health of the environment.

Elena Juárez, directora de People de Sanitas y Bupa Europa & Latinoamérica

Digitalisation as a pillar of our culture

Digitalisation is a core element of Sanitas’ corporate culture. It reflects the company’s unwavering commitment to innovation and continuous improvement.

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When it comes to general training, in 2023 we have provided more than 360,000 hours of training.

Programs such as The Power MBA, Digital Marketing or Business Innovation 360 have obtained an average satisfaction rating of 4.5 out of 5.

*This data does not include EYP L’Horta Manises, S.A.U.

Regarding our annual skills development plan, we have focused our efforts on enhancing communication, data management and learnability. Our commitment to the professional and personal growth of our team is a priority for us.

  • The Blue Way
  • Training and digitalisation

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We believe in people, we empower talent

A business with a long-term and sustainable vision requires a clear and decisive commitment to its team members. At Sanitas, we are committed to offering our employees a solid and long-term professional career where digitalisation and new methodologies offer our team multiple tools and opportunities.

Programmes for specific groups

  • The Human Factor: The Human Factor is Sanitas’ commitment to the employees who work with our customers on a daily basis. A significant number of team members are in direct contact with customers. This requires significant training, because media and communication channels are constantly evolving. At Sanitas, we recognise the importance of the human factor in dealing with customers. That is why we provide our employees with training in effective communication, active listening skills and empathy. We also provide networking opportunities for front-line employees who typically do not have the opportunity to interact with their colleagues from other sites or work centres.

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Leadership programmes

  • Bupa Advance: a leadership programme for company executives. It provides an opportunity for participants to develop their skills through external training and teamwork with employees from other geographical locations. The programme also involves a business challenge, sponsored by the Global CEO.

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Skills development programmes

  • Data Academy: designed to improve knowledge of data management, which is one of Sanitas’ strategic pillars. Three sessions were held with external experts, who shared their insights with managers from across the entire ELA market unit. The topics covered included data-driven decision-making, governance when managing data and the impact of data on the future of the healthcare sector.

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Innovation-oriented programmes

  • Eco-Disruptive: an international programme designed to develop talent and foster sustainable innovation. We collaborate with startups that are working on a range of sustainability-focused projects, including decarbonisation, circular economy, green product and service creation, health, reforestation and urban renewal. Our goal is to promote a positive environmental and health impact while reinforcing our commitment to sustainability for society as a whole.

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Other actions and platforms

  • Bupa Learn

    Our corporate digital learning platform, designed to be more accessible and customisable. This tool is designed to enhance the skills and abilities of Sanitas and ELA employees, enabling them to progress in their professional training regardless of where they are located.

  • Onboarding

    The first few weeks are key for the employee, which is why at Sanitas we take the onboarding of our new team members very seriously. Therefore, we have a comprehensive onboarding plan that includes visits to work centres, welcome sessions with our CEO, Iñaki Peralta, and our Chief People Officer, Elena Juárez, as well as a buddy programme.

  • Young Talent Programme

    In 2023, we continued our programme to integrate students and recent graduates, with the aim of boosting their careers and enhancing their contribution in different areas of the company. Faced with the challenge of recruiting care workers due to the shortage of skilled candidates, the company has launched a series of initiatives aimed at identifying and attracting the profiles needed the most.

  • The Power Business School

    The partnership with this business school enables Sanitas and Bupa employees to benefit from access to a wide range of courses. This training opportunity offers a comprehensive overview of various subject areas, including business, innovation, marketing, digitalisation, leadership and sales.

  • Rumbo

    A new comprehensive career management platform that aims to broaden professional development opportunities for our Sanitas employees. This platform offers employees the opportunity to access training focused on career development, explore professional opportunities across the company, and benefit from personalised advice.

We foster a diverse, inclusive and equal environment

GRI 2-7, 3-3, 405-1

We are proud of our team and therefore take the selection of the best talent very seriously. Employment figures for Sanitas have remained very positive throughout 2023. We currently have 10,713 employees, distributed as follows:

Sanitas Seguros + Corporate: 1,810

Sanitas Hospitales: 3,111

Sanitas Mayores: 4,130

Sanitas Dental: 1,662

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Sanitas Equality Plan

Equality and inclusion within our teams are core values of Sanitas. This is reflected by the percentage of women in our workforce, which stands at 81%, which shows our commitment to creating an environment that promotes equal opportunities for all.

The Sanitas Equality Plan builds upon the foundations we established years ago and is designed to ensure that all our activities are conducted in accordance with the principle of equal opportunity. This approach is applied fairly and without discrimination based on gender, beliefs, social status or other personal factors, ensuring a fair and respectful work environment for all employees.

Diversity and Inclusion Plan

Furthermore, in 2023, we launched the Diversity and Inclusion Plan with the aim of promoting a more inclusive work environment across all our centres. The diversity of our workforce, comprising over 50 nationalities, is a valuable asset that contributes significantly to our working environment. This cultural variety also fosters a work environment that is conducive to greater creativity and innovation.

01.

We are committed to the overall well-being of our employees

All employees should have the opportunity to work in a safe and healthy environment that promotes satisfaction and allows them to fulfil their potential.

GRI 403-6

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02.

Working conditions of employees

We are committed to providing our employees with the best possible working conditions. We have an occupational health and safety plan in place, we encourage collaborative work, and we apply disconnection and work-life balance policies.

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03.

Solidarity: a distinctive feature of our team

One of the defining characteristics of our team is its sense of solidarity, which is why we launch a range of new initiatives each year.

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Digitalisation as a pillar of our culture

By implementing advanced technological solutions across all operational areas, we not only optimise our processes, but also foster a work environment that encourages agility, collaboration and continuous learning. This approach enables us to spearhead the delivery of healthcare, and showcase how technology can be a powerful catalyst for organisational development and efficiency.

Our commitment to the professional and personal growth of our team

  • The Blue Way: a solution to promote sustainable mobility and access among our employees. It offers a range of options, including remote working, corporate buses, bicycle rentals, and more. This initiative makes life easier, improves work-life balance and also minimises the negative impact on the environment.
  • Training and digitalisation: we provide our employees with digital tools for online training via e-learning platforms on our Bupa Learn platform. Training is tailored to the specific knowledge requirements of employees, who can access from anywhere to suit their professional and personal commitments.

Programmes for specific groups

  • InsurTech is a pioneering project that brings insurance expertise and cutting-edge technology together. It benefits from strategic alliances with several Spanish business schools specialising in digitalisation. This approach promotes the positive impact of technology on people by combining industry expertise with the latest digital innovations.
  • Plan Ateneo: Plan Ateneo is based on seven development programmes aimed at our dental clinic teams. The programmes are designed to boost the talent of professionals to continue learning and advance in their current role or in future promotions. Our primary goal is to become the most attractive employer for the most talented professionals.
  • Modern selling: provides support to the sales department in order to enhance their sales skills and drive business growth. The ability to manage social networks effectively is a crucial skill in this context.
  • New Insurance Distribution Directive (IDD): the number of employees achieving a thorough understanding of the certification continues to grow each year. As a consequence, implementing the new Directive is getting steadily easier.

Leadership programmes

  • ELA Leadership Programme: an integrated leadership initiative between Sanitas and Bupa that has been designed to combine four key components: in-depth business knowledge gained through strategic talks, methodology promotion, practical workshops to enhance competencies, and co-development sessions to address professional challenges related to teams, projects, problems, and decision-making. To date, leaders from the 10 ELA regions have participated in this programme.
  • Impact: the company’s leadership development plan for employees across all areas was implemented three years ago and was a success once again in 2023.

Skills development programmes

  • The Healthcare Negotiation Academy: negotiation skills are fundamental for a significant part of our workforce. Their approach underscores the importance of dialogue and listening actively to the expectations and interests of our stakeholders. These skills help our employees to be better prepared to achieve their individual goals, as well as those of the company, in line with our fundamental values: respect and transparency.
  • Upskilling plan: our goal is to enhance the digital talent of our workforce by equipping them with the skills to adapt to the technological environment, improve data integration and optimise decision-making.

Innovation-oriented programmes

  • B-disruptive: an internal hackathon where Sanitas employees can share and enrich their ideas with other international employees. Over a 48-hour period, a powerful innovation ecosystem is created, which enhances the value of internal knowledge and motivates the most proactive employees.
  • Intrapreneurship: a strategy for leveraging the internal expertise within the organisation to enhance the value proposition for the team and the company as a whole. Our staff undergoes regular skills updates and training, so often they are the most qualified to implement innovative improvements to processes and services. This programme offers assistance to employees with innovative ideas to improve organizational efficiency.
  • ELA Digital: a training programme conducted in collaboration with Deusto Business School, with more than 170 participants from Sanitas and Latam engaged in activities aimed at enhancing digital skills.

We foster a diverse, inclusive and equal environment

We have put particular emphasis on diversity issues that affect people with disabilities, and we have carried out awareness-raising activities that involved members of our Steering Committee. In this context, we have developed training programmes focused on identifying and managing cognitive biases, strengthening inclusive leadership and recruiting practices for our managers and employees.

At Sanitas, we are committed to promoting a diverse and inclusive workplace, which is why we hire people with disabilities. We continue to comply with the LISMI Law and in 2023 we reached a quota of 2.7%, including direct contracts and purchases from special employment centres. Integration is carried out in two ways: directly and through collaborations with employment agencies. In addition, our workspaces and facilities are adapted for people with disabilities. Additionally, in 2023 Sanitas has made purchases from special employment centres exceeding 3.4M euros.

Workforce

We are committed to the overall well-being of our employees

This is evidenced by our positive data when it comes to talent attraction and retention, as indicated by the Merco Talento corporate reputation ranking. Sanitas ranks first in the healthcare sector and fifteenth across all industries. Furthermore, Sanitas has once again been included in the Forbes list of the 75 best companies to work for.

The success of a talent management strategy is closely linked to the quality of the working environment and the exceptional benefits provided to employees. 91% of employees enjoy job stability through permanent contracts and all of them benefit from conditions regulated by collective bargaining agreements. Sanitas S.A. de Seguros has formalised an agreement with union representatives to define the specifics of remote working in alignment with the collective bargaining agreement and current legislation. In addition to their salary, employees have access to a wide range of benefits including:

  • Life insurance and temporary disability benefits
  • A flexible compensation system with tax advantages
  • Health promotion through the “Viva” programme.
  • Funeral and healthcare insurance
  • Pension scheme

VIVA is our comprehensive employee well-being philosophy. It is based on five key pillars for well-being: physical, emotional, social, environmental and financial. VIVA offers a range of initiatives and actions aimed at promoting healthy lifestyles. It also offers a comprehensive range of benefits designed to provide emotional support, improve nutrition, sleep, physical activity, financial management and commitment to sustainability. VIVA addresses a critical issue for Sanitas: the safety of employees in the workplace. It also shows our commitment to making a real difference to the lives of our employees, their families and the environment.

People Pulse. We listen to employees. We conducted surveys to assess their commitment and experience. We received 6,000 comments (74% of employees participated) and an 85-point eSat satisfaction rating. Different indicators related to the company’s strategy were also analysed in order to gain a deeper understanding of the Sanitas experience and to identify areas for improvement.
 
Training.We have delivered more than 360,000 hours* of training, with an average satisfaction rating of 4.5.

  • Skills Programme. Communication skills, data management and learnability.
  • English language programme.
  • Bupa Learn. A more accessible and personalised corporate digital training platform that helps Sanitas and ELA employees develop their skills and abilities at any time, regardless of their location.

*This data does not include EYP L’Horta Manises, S.A.U.

Working conditions of employees

GRI 2-30

We are committed to providing our employees with sustainable mobility options in order to help them achieve a healthier work-life balance and to reinforce our commitment to looking after the environment. In addition to the option of remote working, we provide corporate buses, bicycle rental and the use of electric motorcycles. This initiative makes life easier, improves work-life balance and also minimises the negative impact on the environment. At Sanitas, we maintain regular communication with workers’ representatives and unions. One of our key objectives is to reduce the staff turnover and absenteeism rate. To achieve this, we implement talent retention and well-being policies. All our employees are based in Spain and 100% of our workforce is covered by collective agreements, in favor of their overall well-being.

Staff turnover and absenteeism rates
In a digitalised work environment, the team benefits from effective internal communication support via online platforms, enabling them to collaborate with colleagues across the Bupa Group. Some of these tools include:

  • Somos Sanitas App: a comprehensive platform that enables users to perform a range of job-related procedures and queries. Users can access their salary information and manage vacation requests, among other things.
  • Workvivo: a digital platform used across the Bupa Group that significantly improves internal communication by enabling interaction between employees from different regions, and overcomes language barriers. The platform design encourages collaboration, transparency and connectivity across the entire organisation.

Staff turnover

GRI 401-1

Absenteeism

People Pulse: This survey assesses the commitment and experience of employees in the company. It is conducted twice a year with the aim of identifying areas for improvement. In 2023, the number of participants reached 74% and the number of comments registered was close to 7,000. The eSat index, with a score of 85, has exceeded the previous year’s result and has enabled us to analyse several indicators in line with the corporate strategy. This comprehensive vision, informed by the contributions of employees, drives continuous efforts to improve their work experience.

Solidarity: a distinctive feature of our team

  • An ongoing programme of micro-donations that aims to support worthy causes throughout the year.
  • Initiatives that have a positive impact including environmental cleanup and reforestation, and seek to raise awareness of the interconnection between environmental and social challenges, and health.

In addition, the Volunteering Plan has been revised to align with four fundamental health-related pillars: social impact, health education, assistance and personal development. The aim is to provide our employees with the opportunity to participate or contribute to various volunteering activities through donations. Employees may choose to participate in these initiatives on a voluntary basis, according to their preferences and availability.