In Mainjobs We have an expert team that adapts to the needs of your company and designs customized services and products.
“Company equality plans are an ordered set of measures, adopted after carrying out a diagnosis of the situation, aimed at achieving equal treatment and opportunities between women and men in the company and eliminating discrimination based on sex.”
Organic Law 3/2007, of March 22, for the effective equality of women and men.
The regulations on Labor Equality require that all companies with more than 50 employees have:
A valid and registered Equality Plan.
To do this they have previously had to:
01. Have anegotiating commissionlegally constituted and trained in equality plans.
02. Having carried out and negotiated within the commission a diagnosis of the company's situation from a gender perspective and taking into account all the dimensions established by the regulations.
03. Having carried out and negotiated within the committee a Job Evaluation and a Salary Audit with a gender perspective.
More and more public administrations and their suppliers are obliged to demand valid and correctly implemented Equality Plans.
Public Administrations are also required to have a negotiated and registered Equality Plan.
All companies after registration must:
Implement the measures contained in the Plan.
Have a legally constituted and trained monitoring committee.
Monitor and evaluate the Plan within the framework of the monitoring committee.
Companies can be fined up to 6,250 euros for a serious infringement and 187,510 euros for a very serious infringement for failing to comply with the obligations set out in the regulations.
A protocol for prevention and action against sexual harassment and the harassment based on sex It is a commitment to promote the preventive culture of sexual and/or gender-based harassment, facilitate the identification of behaviors constituting harassment in its various forms and a procedure arbitrated to give way to the complaints or claims in the face of this type of discrimination and/or violence.
There are protocols for the prevention and action against sexual harassment and harassment based on sex available to companies and their staff.
Any act of sexual harassment and/or harassment based on sex is considered discriminatory.
It is not only about detecting and intervening in this type of discrimination and/or violence, but also about preventing it: creating a zero-tolerance work environment.
Regardless of their size, regulations require all companies to:
Raise awarenessto its staff for the prevention of sexual violence.
Count on aProtocol on sexual harassment and harassment based on sexthat includes digital violence. It is advisable to developown protocolsfor each company adapted to its specific realities and characteristics.
Count on oneCommission on Sexual Harassment and Harassment on the Basis of Sexlegally constituted and trained in Protocols for sexual harassment and harassment based on sex.
Include in yourOccupational Risk Assessmentsexual violence as a recurring occupational risk, and must inform its employees about it.
Companies can be fined up to 7,500 euros for failing to comply with the obligations set out in the regulations on equality, and up to 49,180 euros for failing to prevent occupational risks.
From March 2, 2023 Companies with more than 50 employees are required to have an LGTBI Plan which will include a protocol for dealing with harassment or violence against LGBTI people.
Law 4/2023, 28 February, for the real and effective equality of trans people and for the guarantee of the rights of LGTBI people.
In Mainjobs We have an expert team that adapts to the needs of your company and designs customized services and products.
We currently have four lines of work.
We currently have services of Technical Assistance and Awareness and Training in four lines of work.
Equality and sexual harassment prevention plans
Human Resources and People Management
Organizational Culture and Gender Impact
Gender Equality and LGBTI Diversity
services
That's why we have designed service packages to address the main obstacles that we know companies encounter:
Equality Diagnosis +
Payroll Register +
Equality Plan.
Training for the negotiating committee.
Equality Diagnosis + Remuneration Register + Equality Plan + Promotion of the first actions + Monitoring of the first year.
Training for the negotiating committee.
Raising awareness among the entire staff.
Diagnosis Sexual and/or gender-based harassment + Sexual and/or gender-based harassment protocol (including digital violence).
Training for the Sexual and Gender-Based Harassment Commission.
Raising awareness among all staff on the prevention of sexual violence.
Equality Diagnosis + Remuneration Register + Equality Plan + Monitoring and evaluation throughout the duration of the plan.
Training for the negotiating committee.
Raising awareness among the entire staff.
Presentation to stamps and badges.
LGTBI DIAGNOSIS + LGTBI ACTION PLAN + LGTBI VIOLENCE PREVENTION PROTOCOL
Raising awareness among all staff on the prevention of LGBTI violence.
At Mainjobs we understand Labor Equality as a component of innovation, of excellence and of learning, which should be integrated into the organizational culture to create more companies competitive and committed with its staff and society.
Contact us at marinalopezb@grupomainjobs.com!
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