Merco Talent Ranking

Merco'sExternal link, opens in new window.  objective is to improve human resources management in companies, and since 2000 it has produced one of the world's most significant rankings: the Merco Talent ranking. The ranking, which is based on a multi-stakeholder methodology with various metrics and evaluation items, gives a better understanding of workers, as well as aligning personal and corporate values and objectives. Therefore, Merco Talent has become a thermometer of visibility and attractiveness for companies, measuring the opinion of their diverse target audiences.

In the Merco Talent 2023 rankingExternal link, opens in new window. , Iberdrola came second on the list of the 200 companies with the greatest capacity to attract and retain talent in Spain. Furthermore, at the sector level, we have also secured first place in the energy, gas and water sector, thus making it 18 years running in the top positions.

Attracting and retaining talent is, without any doubt, an on-going global issue for many companies. But what distinguishes one company from another? And, why is it so complicated and yet so important at the same time to attract qualified people who share a company’s values? And lastly, what makes a candidate stand out? 

Iberdrola is committed to equality, work-life balance and training

The great differentiating factor in the success of companies in the 21st century is talent management. Microsoft founder Bill Gates did not exaggerate when he said that if 20 key people left his company, Microsoft would fail. It is just an anecdote, but it reflects the importance of putting people at the centre of the business and understanding human capital as the main asset.

Therefore, it is vital for any company to manage diversity and inclusion in the workplace –an aspect that results in engagement, satisfaction and increased talent and leadership quality. A diverse company attracts and retains the best talent available and innovates more, making it more productive and open to society.

At Iberdrola, we supply energy to millions of people in dozens of countries and have a workforce of over 40,000 employees. Operating on this scale entails a high level of responsibility in everything we do and reinforces our commitment to creating environments where all people feel free – regardless of their origins, values, or culture. For Iberdrola, every employee is a strategic asset whose efforts and talents contribute to creating sustainable value.

In this regard, we consider diversity and inclusion a strategic priority for sustainable growth and we are committed to ensuring that these values are respected both within and outside the company.

To this end, we have an Diversity and Inclusion and Anti-Harassment Policy that includes international best practices and, since its approval in 2018, we have made significant progress with our employees, customers, suppliers and society at large –as set out in our annual Diversity and Inclusion Report, available on our Annual Reports page.

Today, we are a multicultural team with a common goal: to create sustainable value for the company, for our customers and shareholders, and for society as a whole. Our corporate culture is based on four fundamental pillars:

Work-life balance and equality

We are committed to equality, quality of life and professional excellence, and we have specific measures in place to achieve this.

Diversity and inclusion

We are the sum of cultures and talents, which is why we have numerous policies in place globally that prevent discrimination and ensure respect for diversity.

Training and talent

We ensure the dissemination of knowledge, continuous learning and cultural exchange, as set out in our Knowledge Management Policy.

Occupational health and safety

We seek continuous improvement in the management of occupational risk prevention to achieve a safe and healthy working environment.

Merco Talent ranking data

To prepare this ranking, Merco Talent has gathered the opinions of 35,640 workers, 7,066 university and vocational training students, 870 business school students, 8,001 citizens, 246 human resources managers, 85 union representatives, 42 experts and headhunters. In total, we gathered more than 837,676 comments analysed in Merco Talent Digital, in collaboration with Nethodology, and as a novelty, it has added the participation of 84 professors. 

The analysis of these target audiences focused on three key values that determine job appeal:

1. Employment Quality: competitive salary, professional development, work-life balance, etc.
2. Employer Brand: attractive sector, admired for its values, management procedures and results, etc.
3. Internal Reputation: ethical and professional values, equality and diversity, etc.