Diversity is part of the TAQA Morocco CSR charter. Indicators relating to gender are available in the table of diversity indicators. However, diversity with respect to people with reduced mobility is an area on which TAQA Morocco will work as part of its 2020-2025 ESG strategy.

The definition of handicap established by TAQA Morocco is based on article 1 of the United Nations Convention on the Rights of Persons with Disabilities (CRPD), which Morocco ratified in 2009, as well as on the 2017-2026 integrated public policy of promoting the rights of people with disabilities, and article 2 of framework law n°97-13.

Recruitment procedures follow the principle that “as between equal competence, favor people with disabilities.”

Diversity is taken into account in the TAQA Morocco philosophy. Indicators relating to gender are available in the table of diversity indicators. However, diversity with respect to people with reduced mobility is an area on which TAQA Morocco will work as part of its 2020-2025 ESG strategy.

 

2019

 

2018

 

2017

Percentage of women with reduced mobility among your personnel

%

 

0.00

 

0.00

 

0.00

Percentage of men with reduced mobility among your personnel

%

 

0.00

 

0.00

 

0.00

Male-Female Equality


TAQA Morocco promotes diversity through an effort to eliminate inequalities between men and women and by supporting equal opportunity. This applies both to recruitment and to career management, as well as with respect to compensation policies. The compensation indicators show total equality in the compensation of women as compared to men. TAQA Morocco believes that equal compensation is an important factor in retaining qualified employees.