Transparency
In compliance with the matters regulated on transparency, access to public information and good governance, CIDOB publishes the annual accounts for the last five years along with the most recently approved budgets. The Statutes of the organisation, the Code of ethics and the Gender Equality Plan are also public.
Statutes
Download CIDOB's Statutes
DownloadCIDOB Code of ethics
CIDOB’s board approved a new version of its Code of Ethics on June 28th.
CIDOB's management and governance bodies must ensure that CIDOB’s objectives are achieved by means of resources and tools that adhere to principles and values such as independence, humanism, rigour, transparency and ethics.
CIDOB seeks in this document to establish the guidelines that must be followed to achieve its foundational goals: the behaviour that should be encouraged and that which must be avoided.
The Code approved creates an Oversight Body (Ethics and Security Committee) to supervise compliance with this Code of Ethics, as well as with other rules, both legal and voluntary, that CIDOB may follow.
CIDOB's management and governance bodies must ensure that CIDOB’s objectives are achieved by means of resources and tools that adhere to principles and values such as independence, humanism, rigour, transparency and ethics.
CIDOB seeks in this document to establish the guidelines that must be followed to achieve its foundational goals: the behaviour that should be encouraged and that which must be avoided.
The Code approved creates an Oversight Body (Ethics and Security Committee) to supervise compliance with this Code of Ethics, as well as with other rules, both legal and voluntary, that CIDOB may follow.
Code of ethics 2019
DownloadGender Equality Plan 2022-2026
On March 16th 2021, CIDOB formed its Equality Commission, with the aim of drawing up an Equality Plan for CIDOB for effective equality between women and men.
This document aims to analyse the achievement of equal treatment and opportunities for all staff and to identify specific improvement measures in accordance with Royal Decree Law 6/2019, of March 1, on urgent measures to guarantee equal treatment and opportunities between women and men in occupation and employment.
The law establishes the obligation for all companies with 50 or more employees to produce a gender equality plan. Although the number of CIDOB employees remains below 50 at the time of the Equality Plan’s approval, the institution has decided to endow itself with this tool in order to reaffirm its institutional commitment to gender equality and align itself with the most recent advances on the issue at state and European level.
Valid for 4 years, this Plan aims to be a dynamic tool whose data will be updated annually.
This document aims to analyse the achievement of equal treatment and opportunities for all staff and to identify specific improvement measures in accordance with Royal Decree Law 6/2019, of March 1, on urgent measures to guarantee equal treatment and opportunities between women and men in occupation and employment.
The law establishes the obligation for all companies with 50 or more employees to produce a gender equality plan. Although the number of CIDOB employees remains below 50 at the time of the Equality Plan’s approval, the institution has decided to endow itself with this tool in order to reaffirm its institutional commitment to gender equality and align itself with the most recent advances on the issue at state and European level.
Valid for 4 years, this Plan aims to be a dynamic tool whose data will be updated annually.