With the entry into force of Organic Law 3/2007 for the effective equality of women and men, as well as royal decree Law 6/2019 on urgent measures to ensure equal treatment and opportunities between men and women in the world of work, all companies of more than 50 workers are required to develop and implement an Equality Plan.
Much has been said about it in recent times, and there are many companies that have contacted us to answer doubts about it. That’s why at AYCE Laborytax we tell you what an Equality Plan is and why every company needs it.
What is an Equality Plan?
The purpose of an Equality Plan is to end any inequality or discrimination between men and women in the workplace,while ensuring equal opportunities between the two sexes.
Definition of Equality Plan of Article 46 of Organic Law 3/2007:
“An Equality Plan is a set of measures that are taken after a situation diagnosis phase, with the aim of achieving equal treatment and opportunities between men and women in the enterprise, and ending discrimination on the basis of sex.”
In this way, an Equality Plan consists and implement measures for gender equality in a company,which will be monitored over time to evaluate them and ensure compliance.
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Do you need professional help in the preparation and implementation of an equality plan in your company? Contact AYCE Laborytax.
Which companies are required to implement an Equality Plan?
As established by Royal Decree Law 6/2019, all companies of more than 50 workers must implement an Equality Plan in a mandatory way.
In order to give companies time to take appropriate action, the mandatory implementation of the Equality Plans will be progressive. In fact, since last March 2020 the Equality Plan has been mandatory for companies of more than 250 workers.
Dates for implementation of the Equality Plan according to the number of workers:
- Companies of more than 250 workers: until March 6, 2020.
- Companies of between 151 and 250 workers: until March 6, 2021.
- Companies of between 101 and 150 workers: until March 6, 2022.
- Companies of between 50 and 100 workers: until March 6, 2023.
When calculating people to know whether or not an equality plan is mandatory, the entire workforce will be taken into account, regardless of the type of recruitment or employment situation.
In addition, companies with fewer than 50 workerswill also be able to implement an Equality Plan on a voluntary basis, with the aim of ensuring equal employment rights of their employees, and thus demonstrate that you are a company committed to gender equality.
Equality Plan Content
In addition to the relevant measures to be taken depending on the situation of each undertaking, Article 46.2 of the Organic Law on Equality lays down the mandatory matters to be included in an Equality Plan:
- Selection and recruitment process.
- Professional classification.
- Professional promotion.
- Working conditions, including the wage audit between men and women.
- Co-responsible exercise of the rights of personal, family and work life.
- Female underrepresentation.
- Labour inspection in the fight against the pay gap.
- Prevention of sexual harassment and sexual reasons.
How long will the Equality Plan last?
The duration of the Equality Plans shall be a maximum of four years,and may be agreed between the undertaking and the representatives of the workers by mutual agreement. It may be reviewed voluntarily and made modifications at any time, although there are certain circumstances set out in Article 9.2 that require its revision and updating.
Similarly, the Plan should be monitored and assessed on a regularbasis, in compliance with the timetable for actions established. At least two evaluations will have to be done; one intermediate and one at the end.
On the other hand, once the measures are approved, companies are required to register equality plans,and must do so in the Register of Collective Labour Agreements and Agreements.
If your company meets the requirements set by the Organic Equality Act,
at AYCE Laborytax we help you develop your company’s Equality Plan,
which you’ll comply with, avoid penalties, and ensure equal rights among all your workers, regardless of gender. Contact us.
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