Portal Coporativo de OHL - Home

Third-party cookies are used to improve our services and shown its related advertising media preferences. You can change the settings or get more information on our "Cookies Policy".

OHL’s commitment to its employees is based on respect for its members and the application of corporate policies to guarantee that this relationship is protected and implemented in an equitable manner, both in-house and with other persons with whom we interact in the ordinary course of our activity.

Talent Management

At OHL we detect, promote and develop talent as an essential management principle of our main asset: our people.

Young Talent Program

Detecting, attracting and developing talent is one of the company’s cornerstones. To do this OHL has specific talent management initiatives in place, such as the “Young Talent” program, where nearly a hundred recent graduates have participated as part of various international projects carried out by the company, for which international professional career plans are developed all over the world.


OHL contributes to its employees’ professional development through training courses arranged for established professional itineraries, ensuring that formative actions are guaranteed in good governance matters such as the Code of Ethics and Anticorruption Policy, Third Party Due Diligence or Occupational Risk Prevention, and specific training plans directed at each employee’s professional development and continuous learning.

Equality and diversity

OHL undertakes diversity as a necessary component to improve its efficiency and response capacity in the constant challenges it faces. Furthermore, the company is actively committed to equal opportunities, which is why it has executed agreements in the matter such as various equality plans, as well as specific action plans specifying the measures required for their implementation.

Detalle gráfico del sumario

OHL undertakes diversity as a necessary component to improve its efficiency and response capacity in the constant challenges in its activity

Furthermore accessibility is promoted in the facilities and tools for corporate use, in order to favour the integration of all groups.

Focus on gender equality, OHL signed, in 2016, the II Equality Plan, in force until 31 December 2019. In addition,the company has an Equality Committee, responsible for ensuring that there is no direct or indirect gender-based discrimination. It also has a protocol for the prevention and action in cases of harassment, in all its forms: sexual, gender-based and/or moral or mobbing.

Compensation and Benefits

OHL’s compensation system is built upon objectivity, equity and competitiveness criteria, based on the business strategy and countries where we operate, as well as the development of professional careers to promote attraction, employee loyalty and commitment to the company’s objectives.