Post by joypaultop1 on Jan 16, 2024 18:46:51 GMT -10
If equality between men and women advances at the current speed, it would take 132 years to reach total parity. Currently, according to the Glogal Gender Gap 2022 report, the gender pay gap in Spain is 28.21%. Although there are various regulations that regulate equality between men and women in the workplace, there are many differences and companies have an instrument that they can use to end these differences: the equality plan. In this post we tell you the content that the equality plan must have to comply with the law, what advantages implementing it brings and what sanctions can be imposed for failure to comply with the obligation to have it in the company. Table of Contents What minimum content should an equality plan have? Benefits of implementing an equality plan in your company How to obtain key information for your company's equality plan? What minimum content should an equality plan have? The moment your company reaches 50 workers you will have to start negotiating the equality plan and the first thing you will have to do is set up a negotiating committee and know the content of the plan. The minimum content of equality plans is regulated in article 8 of Royal Decree 901/2020, which regulates equality plans and is as follows: Parties who agree to the plan: representatives of the company and legal representatives of the workers. If the company does not have legal representatives, it should contact the most representative unions in the sector.
Personal, territorial and temporal scope : to whom the plan applies, where and when. Diagnostic report on the company's situation : it is the document that contains the conclusions on the equality situation in the company. The objective is to know the start Fax Lists ing situation of the workforce (men and women) and whether there is any inequality in terms of possibilities of developing a professional career, possibilities of accessing management positions or selection or training processes, among other aspects. Results of the remuneration audit: The equality plan must contain an analysis of the salaries of male and female workers to verify that in positions with the same functions, men and women receive the same salary. Definition of qualitative and quantitative objectives: The objectives must be focused on equality between men and women. For example, you can set the following objectives: Train the entire company staff under equal conditions. Guarantee that female workers have the same opportunities as male workers to occupy management positions (professional promotion). Facilitate the reconciliation of professional and family life and promote co-responsibility. Description of specific measures, execution period and prioritization of the same, as well as design of evolution indicators . For example, if we consider the objective related to professional promotion, the following measures can be taken: Drafting of the objective criteria that must be respected for promotion.
Promote the presence of the less represented sex in the candidates. To know if the measures are being effective, indicators for each measure must be defined: Measures proposed and effectively implemented. Promotion processes carried out in the organization. Number of women and men in the candidates presented. Number of women and men promoted. Identification of the means and resources, both material and human, necessary for the implementation, monitoring and evaluation of each of the measures and objectives . For example, if you want to carry out a training plan on gender equality in the company, you must define the resources that are going to be used (online training platforms or in-person courses). Once the training has been completed, the people who have attended and the evaluation that these people give of the training can be analyzed. Calendar of actions for the implementation of the measures of the equality plan . It must be determined within what period each measure will be fulfilled. Monitoring, evaluation and periodic review system . It is possible that the equality plan may need modifications over time and a way to determine what modifications are necessary and how to make them must be established. Composition and operation of the commission in charge of monitoring, evaluation and periodic review of equality plans. This commission is the one that must propose improvements and corrections that are considered to be implemented. Once the equality plan has been prepared with the content that we have detailed, it must be registered in the Registry of Equality Plans , whether it is a mandatory plan or a voluntary plan.
Personal, territorial and temporal scope : to whom the plan applies, where and when. Diagnostic report on the company's situation : it is the document that contains the conclusions on the equality situation in the company. The objective is to know the start Fax Lists ing situation of the workforce (men and women) and whether there is any inequality in terms of possibilities of developing a professional career, possibilities of accessing management positions or selection or training processes, among other aspects. Results of the remuneration audit: The equality plan must contain an analysis of the salaries of male and female workers to verify that in positions with the same functions, men and women receive the same salary. Definition of qualitative and quantitative objectives: The objectives must be focused on equality between men and women. For example, you can set the following objectives: Train the entire company staff under equal conditions. Guarantee that female workers have the same opportunities as male workers to occupy management positions (professional promotion). Facilitate the reconciliation of professional and family life and promote co-responsibility. Description of specific measures, execution period and prioritization of the same, as well as design of evolution indicators . For example, if we consider the objective related to professional promotion, the following measures can be taken: Drafting of the objective criteria that must be respected for promotion.
Promote the presence of the less represented sex in the candidates. To know if the measures are being effective, indicators for each measure must be defined: Measures proposed and effectively implemented. Promotion processes carried out in the organization. Number of women and men in the candidates presented. Number of women and men promoted. Identification of the means and resources, both material and human, necessary for the implementation, monitoring and evaluation of each of the measures and objectives . For example, if you want to carry out a training plan on gender equality in the company, you must define the resources that are going to be used (online training platforms or in-person courses). Once the training has been completed, the people who have attended and the evaluation that these people give of the training can be analyzed. Calendar of actions for the implementation of the measures of the equality plan . It must be determined within what period each measure will be fulfilled. Monitoring, evaluation and periodic review system . It is possible that the equality plan may need modifications over time and a way to determine what modifications are necessary and how to make them must be established. Composition and operation of the commission in charge of monitoring, evaluation and periodic review of equality plans. This commission is the one that must propose improvements and corrections that are considered to be implemented. Once the equality plan has been prepared with the content that we have detailed, it must be registered in the Registry of Equality Plans , whether it is a mandatory plan or a voluntary plan.