Towards a company with real equality – not just on paper
Developing and implementing an Equality Plan is no longer just a formality: it is a response to the need to guarantee equal treatment and opportunities in your organisation, following a clear diagnosis of the situation.
Clear, negotiated and verifiable measures
We define objectives, establish actions, incorporate monitoring indicators and facilitate negotiation with the workers’ legal representatives to ensure that the Equality Plan becomes a real and measurable practice.
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Since the publication of Law 03/2007 on effective equality between women and men, so-called Equality Plans have been developed to achieve this equality in the workplace.
This is a protocol designed to ensure that, after assessing and diagnosing the situation, the company has the appropriate tools to guarantee equal rights and opportunities for the women and men who make up its workforce.
Its goal is to ensure equal treatment and opportunities in the workplace, adopt preventive and corrective measures against discriminatory behaviour, and deploy training and information resources.
Equality plans fall within the scope of mandatory actions such as: the Remuneration egister, the Protocol on Sexual Harassment and Harassment on Sex Field. They are also related to other organisational elements that companies must take into account, such as: Ethics Code, Work-Life Balance Policies and the right to Digital Disconnection.
Management commitment and formation of a permanent Equality Committee
Diagnosis of the company’s situation in this area
Setting objectives, defining actions and implementing the plan. Registering the Plan.
Evaluation
Communication, training and monitoring
Colsure
The equality plan became mandatory on March 7, 2022 for companies with more than 50 employees.
7 March 2020
7 March 2021
7 March 2022
The company faces a fine of between €7,501 and €225,018 if it does not have an equality plan.
The remuneration register is a measure whereby all companies are required to keep a record of the average salaries, salary supplements and non-salary payments of their staff, broken down by gender.
Since 14 April 2021, it has been mandatory for all companies to have a remuneration register in accordance with Royal Decree 902/2020.
It is a mandatory protocol, regardless of the size and number of employees in the company.
Its goal is to raise awareness and prevent harassment of any kind (workplace, sexual, gender-based, sexual orientation and gender identity) among staff.
With this protocol, the company has a prevention tool to offer victims the support and assistance of the company, prevent sanctions, improve its corporate image and be able to manage possible harassment behaviour.
You can consult the reference manual here.
One of the objectives that any organisation with employees should have is the prevention and monitoring of any type of behaviour that could be indicative of sexual harassment.
To learn more about this topic, you can read the following article.
THE PURPOSE:
• The Workplace Harassment Protocol is a tool that develops an internal procedure enabling the company to prevent, address, eradicate and monitor cases of workplace harassment. This type of harassment includes moral harassment, also known as psychological harassment.
• The Sexual and Gender-Based Harassment Protocol is the tool through which the company establishes an internal procedure aimed at preventing, addressing, eradicating and monitoring sexual behaviour that is not permitted in the company. This includes sexual violence and harassment carried out through electronic or cyber means.
The requirement to have a specific procedure and reporting channel for dealing with and managing cases of sexual and gender-based harassment in the company is determined by Organic Law 10/2022 of 6 September on Comprehensive Guarantee of Sexual Freedom.
Preventive protocols for conduct constituting harassment in the workplace are part of the company’s duty to monitor health and prevent occupational risks. This is the way to protect and guarantee the right to health, dignity and physical and moral integrity of the people who make up the workforce.
If you are a self-employed employer or a company or association, regardless of the size of your workforce, you are required to have a procedure in place for the prevention of workplace harassment in the company and a separate procedure for sexual harassment and gender-based harassment. The two procedures should preferably be implemented in separate protocols.
Yes, and in addition to being mandatory, training and awareness-raising on sexual harassment must be specific, as detailed in Organic Law 10/2022.