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Equality plan

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Product Description

A Equality plan “It is an ordered set of measures, adopted after carrying out a diagnosis of the situation, aimed at achieving equality of treatment and opportunities between women and men in the company and eliminating discrimination based on sex” (Art. 46 Organic Law 3/ 2007).

The preparation of an equality Plan is mandatory for those companies with more than 250 people, or that is included in their Collective Agreement. However, there are more and more companies that, not being obliged, decide to approach their development as an element differentiator and as a way of explaining their commitment to Equality.

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Did you know...?

…Even in those cases where it is mandatory, companies can obtain benefits such as greater punctuation and better image of the company in the competition for a service with the Public Administrations.

…That equality of opportunity is profitable for companies, being a key element in a corporate social responsibility strategy, and helps optimize the organization's human resources.

…That developing measures positive In equality, all the talent of the staff can be valued, so that they deploy their full potential for the benefit of the business project, offering better services and/or products.

…That a well-implemented equality plan improves climate company's labor force, reduces absenteeism and enhances productivity.

A small company dedicated to consulting, where the majority of the staff were women, decided to implement an Equality Plan, even though it was not a legal requirement for them.
During its development, the participation of the entire staff was encouraged, both in the diagnosis phase and in the development of positive actions. This participation greatly motivated all the staff, as they perceived that there was a real commitment to equality, and they were made a participant in it.
Actions were developed in different areas of action, related to aspects of promotion, training and development, as well as conciliation or the use of non-sexist language. Being a small company, most of these measures were very creative, which showed that size was not an impediment to their implementation.
Two years later, the company received an award as “the best company that reconciles” in its province, which was a source of pride for all its components, at the same time that its efforts were recognized and its reputation and image significantly improved.

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