Equality plans are a structured set of measures designed to promote equal treatment and opportunities between women and men.
In addition, these measures seek to eliminate discrimination based on sex and are regulated by Royal Decree 901/2020, of October 13, therefore, the first step to take before preparing it is to carry out an evaluation of the company’s situation.
👀 But… What are equality plans for?
These establish specific equality objectives, the strategies needed to achieve them and the monitoring and evaluation mechanisms, thus helping to comply with various equality legislations, such as the parity law.
They seek to implement procedures to prevent crimes and conduct against sexual freedom and moral integrity in the workplace, especially sexual harassment and harassment based on sex, including in the digital environment (art. 48.1 of Organic Law 3/2007, of March 22, for the effective equality of women and men).
📝Which companies are subject?
Companies legally required to have equalization plans are those that meet at least one of the requirements:
👩💼 How do I know how many workers I have?
Consideration should be given to…
The calculation must be made on a semi-annual basis, so having an equality plan may become mandatory throughout the fiscal year, depending on changes in payroll.
🔍How can I make an equality plan?
In order to draw up an equality plan, its content must be negotiated and a diagnosis of the initial situation must be made. They generally require the constitution of a Negotiating Committee, which must evaluate:
📢 Important to remember!
Equality plans are…
Having a solid plan drives a culture of ethics and wellness, while protecting your organization from legal and reputational risks.
At The Lighthouse Team, we offer comprehensive advice on the management of equality plans and compliance policies, from negotiation to implementation and review.
