ICON Multimedia has signed its 2026–2029 Equality Plan, establishing new measures to promote equal opportunities, support female talent and foster professional development across its workforce.
Headquartered in Palencia, Spain, and with more than 30 years of experience, the technology company develops digital signage software and passenger information systems through DENEVA, its technology platform. With this new plan, ICON Multimedia strengthens its commitment to gender equality in the information and communications technology (ICT) sector, where women remain underrepresented in certain technical roles.
The agreement has been signed by trade unions CCOO and UGT and ICON Multimedia’s management, represented by Managing Director Enrique Hornos and Isabel Arrabal, Head of Communications, Marketing and Equality. The plan is structured around eleven areas of action, including recruitment and hiring, training, career progression, work-life balance, shared caring responsibilities and equal pay. Each area includes specific measures, designated owners and monitoring indicators to assess implementation and progress.
Promoting Female Talent in the Technology Sector
The underrepresentation of women in certain technical positions is one of the challenges addressed by the Equality Plan. At the end of 2025, ICON Multimedia had 55 employees, of whom 14 were women and 41 were men.
To advance equal opportunities, the company has introduced measures designed to encourage more women to apply for positions in which they are underrepresented and to expand their opportunities for professional development and specialisation.
Mentoring and Technical Training for Women
One of the key initiatives is an annual mentoring programme for women in technical teams. Participants will receive guidance from experienced professionals to support their development and specialisation in areas such as cybersecurity, cloud infrastructure and software development.
The plan also includes initiatives to attract more female applicants to recruitment processes for roles where women are underrepresented and to encourage their participation in advanced technical training programmes.
More Transparent Recruitment and Career Progression
The agreement introduces measures to strengthen objectivity and transparency in recruitment and internal promotion. These include clearly defined assessment criteria and the publication of vacancies, ensuring that employees are aware of available career opportunities and can apply for them on an equal footing.
These principles will also apply to external recruitment agencies working with ICON Multimedia, reinforcing equal opportunities from the very first stage of the hiring process.
Work-Life Balance and Equal Pay
Work-life balance and the sharing of family and caring responsibilities are also priorities under the 2026–2029 Equality Plan.
ICON Multimedia will update its remote working agreement and assess how it can be adapted to accommodate additional work-life balance needs. The aim is to provide organisational arrangements that support a more balanced distribution of caring responsibilities. The plan also establishes that taking advantage of work-life balance measures must not restrict access to training or career progression opportunities.
In terms of equal pay, the company will conduct annual pay audits and periodically review the criteria used to determine salary supplements. These measures aim to identify potential inequalities and promote fair remuneration.
Preventing Harassment and Protecting Employees
The plan includes measures to prevent discrimination and harassment in the workplace and strengthen employee protection against situations involving violence.
These measures include wider communication of the company’s support protocol for victims of gender-based violence, which outlines their employment rights. ICON Multimedia will also explore partnerships with other organisations to help women who have experienced gender-based violence access employment opportunities.
A Commitment to Equal Opportunities and Professional Development
“Equal opportunities are, above all, a matter of talent. In a sector that has historically had limited female representation, we want everyone to be able to build their career, specialise and take on responsibilities based on their abilities, without gender being a factor”, says Isabel Arrabal, Head of Equality at ICON Multimedia.
Arrabal also highlights the practical approach behind the agreement: “This plan has been developed using our own data and in collaboration with employee representatives. We know where we need to improve, and every measure has an owner and an indicator to help us track our progress”.
She adds: “Above all, we want everyone to feel supported: to be able to grow professionally in a healthy working environment and to know that the company is there for them if they face difficulties in their personal or family life. Personal and professional life go hand in hand, and looking after one also means looking after the other”.
