DKV is made up of 890 committed professionals who work every day to make our mission a reality.

Being one of the best companies to work at and being perceived as such by society puts us in a position to attract and retain the talent who shares our values and corporate culture.


People management strategy


Human resources


The people management strategy integrates DKV's values and is based on four main lines of action:

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Taking care of employees and increasing the professionals' degree of commitment towards the business project

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Having the most competent team of professionals on the market

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Identifying, developing and rewarding the individual contribution of professionals


Ensuring that the services provided reach the quality level established in the strategic requirements

talent management and professional development

The professional development and training of our teams is one of the strategic priorities in our people management. This is illustrated by the fact that in 2021 we achieved a new record in the hours of training given to our employees. This increase is due to the fact that we have offered a greater variety of training as well as greater flexibility through virtual training.




Investment in training


non-commercial training hours per employee



participants in training

DKV University

DKV University

The DKV University project continues to grow in terms of the number of students (now 374) and the programme catalogue, as well as in terms of types of attendees, since apart from employees, the sales network, relatives of employees and colleagues at Integralia DKV and DAS, the University has been opened up to healthcare staff in the medical directory with specific healthcare qualifications.


For DKV, diversity and equal opportunities are inclusive values that promote the inclusion, respect and right to work-life balance of all the people who are part of the company, regardless of their age, gender, disability, race, ethnicity, origin, religion or economic situation or other condition.

Diversity policies are managed through the Equality Plan and the EFR programme, which works on continuous improvement in equality, diversity and work-life balance at the company.

Throughout 2021, the diagnosis and remuneration audit were carried out in order to define our new Equality Plan. We are also part of the international project, "Advancing", promoted by the ERGO Group to reach the goal of having 40% of management positions held by women by 2025. The recruitment, talent development and internal promotion of women were key in 2021.


Diversity employees

Work organisation and representative bodies

Collective bargaining agreements


represented employees

Legal representatives

legal representatives

Healthy company

The prevention and care of the health and well-being of our entire organization is fundamental to the development of the company's business and an essential part of our goal to achieve healthy humanity.

In 2021, we updated our healthy company management system with a new policy to adapt to the new requirements of the ISO 45001 standard. The main commitments of this new policy are:

  • Protecting the health and well-being of the workforce, as a key factor in promoting DKV's productivity, competitiveness and sustainability.

  • Eliminating hazards and reducing risks to prevent injury and the deterioration of health.

  • Continuous improvement with measurable and achievable goals and objectives according to the organization's capabilities

  • Promoting and implementing healthy lifestyles in the family environment and society through suitable products and services, respecting the environment.

  • Actively engaging all the people who make up DKV to build a positive culture in which people can identify with our values.

  • Compliance beyond the applicable legal and regulatory provisions on health, safety and welfare; being a benchmark.

Healthy company
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Occupational health and safety management system
Aenor occupational safety
Human resources
Main health and well-being initiatives in 2021
  • COVID-19 action package, adaptation to ISO 45001 and teleworking.

  • Extension of cardio protected spaces with two new pieces of equipment.

  • Extension of physiotherapy consultations in six branches.

  • New nutrition programme with the University of Zaragoza, Grupo GENUD with the participation of 40 employees.

  •  New Emotional Well-Being Unit.