Equality Plan

The equality plan is to equalize opportunities between women and men in the company. Their objective is to eliminate discrimination based on sex, and they must be established in a negotiated manner between the company and the legal representation of the workers.

These measures were established in Organic Law 3/2007, of March 22.

Contact

When should it be implemented?

What should it include?

How to do it?

Laws that regulate it

Its benefits

Until now, if your company had more than 250 workers, you could implement the equality plan, with the aim of fulfilling your social responsibility or improving your corporate image.

Now, with the new entry of Royal Decree-Law 6/2019, reducing the number of workers from 250 to 50, it is necessary and mandatory for your company to implement an equality plan.

Hiring and selection of personnel.
Training of workers.
Classification and professional categories.
Working conditions (salary, work hours, vacations, permits, etc.)
Female representation in the company.
Reconciliation of work, personal and family life.
Prevention of harassment based on gender.

Equality Commission: its mission is to obtain the commitment of the entity's management in the actual implementation of a Labor Equality Plan in the organization, establish the meeting calendar and adopt the necessary agreements.
Diagnosis: Its function is to collect information, carry out an analysis of the company's situation, identify those situations that encourage discrimination and formulate proposals to solve these situations.
Preparation of the Equality Plan: defines the objectives to be achieved, proposes measures and assigns the necessary resources to carry out the proposed measures.
Execution of the measures: register the Plan in the Registry of Equality Plans of Companies, communicate it both internally and externally and implement the previously proposed measures.
Control: to check compliance with said actions and their results.

The results are analyzed to detect aspects to improve in the Plan and possible initiatives for the future.

Organic Law 3/200, of March 22, for the effective equality of women and men.
Royal Decree 713/2010, of May 28, on registration and deposit of agreements, collective work agreements and equality plans
Royal Legislative Decree 2/2015, of October 23, which approves the consolidated text of the Workers' Statute Law
Royal Decree-Law 6/2019, of March 1, on urgent measures to guarantee equal treatment and opportunities between women and men in employment and occupation
Royal Decree 901/2020, of October 13, which regulates equality plans and their registration and modifies Royal Decree 713/2010, of May 28, on the registration and deposit of agreements and collective work agreements
Royal Decree 902/2020, of October 13, on equal pay between women and men

They guarantee equality between women and men and improve coexistence within the company.
They eliminate behavioral models anchored in the past that continue to presuppose the superiority of men over women.
They contribute to the reconciliation of work and family life, for both sexes.
They help comply with regulations and avoid fines and sanctions.
They establish effective measures to combat problems of gender discrimination or sexual harassment.
They positively influence the work environment, which also has an impact on the competitiveness and productivity of the company.
It makes the adaptation of companies and their workers to future changes in regulations less traumatic.
Project a brand image that is more responsible, fair, respectful and adapted to new times.