Employee database 
Documents and e-signature 
Reporting and analytics 
Payroll and incidents 
Time and Attendance Software 
Shifts and task list 
Absences & time-off 
Workflows 
Expense management 
Recruitment and selection software 
Onboarding 
Training and procedures 
Internal communication 
Performance assessment software 
HR surveys and forms 
Chatbot 
The equality plan is the set of measures drawn up in 2021, aimed at ensuring equality between men and women. The aim is to put an end to gender discrimination in the workplace. With the publication of Royal Decree-Law 6/2019, of 1 March, on urgent measures to guarantee equal treatment and opportunities between women and men in employment and occupation, the regulations have been significantly modified.
Information on drawing up an equality plan for the company
In this article we answer the most frequently asked questions about the law:
Which companies are obliged to follow the equality plan?
- From 7 March 2021 the equality plan is mandatory for companies with more than 100 employees.
- From 2022, it will be mandatory for companies with 50 or more people.
What happens if the company does not comply with the law?
Failure to comply with the equality law will be a serious offence. Fines for non-compliance with the equality law range from €6,251 to €187,515.
Who inspects the equality plan and how often?
The Labour Inspectorate. Labour inspections are carried out randomly with or without prior notice. According to an article published in El País, the Labour Inspectorate launched 1,540 actions on equality plans in 2020.
When should the equality plan be implemented and/or adapted?
For companies with more than 100 employees, it is already mandatory. Companies with 50 or more employees have until 7 March 2022 to draw up and implement their equality plan.
What should the equality plan contain?
The equality plan must contain measures to help prevent gender discrimination in the workplace. Here, you can see the minimum aspects that should be included:
- Selection and recruitment process
- Professional classification
- Training
- Career advancement
- Working conditions, including gender pay audit
- Co-responsible exercise of the rights to personal, family and working life
- Under-representation of women
- Remuneration
- Prevention of sexual and gender-based harassment
How to monitor the equality plan?
The equality plan negotiating committee will be the body in charge of negotiating the equality plan, diagnosing, evaluating and monitoring the actions carried out. The negotiating committee will have representatives of the company and representatives of the staff.
Benefits of having an equality plan
The benefits of implementing an equality plan in the company are manifold.
- The first is to ensure equal treatment and opportunities between people, which is a motivating factor in itself.
- Secondly, it is also key to attracting talent. Companies that have an equality plan in place improve their commitment to employees and enhance their employer brand image.
"The test of whether or not you can do a job should not be the organisation of your chromosomes." - Bella Abzug
For more information on the equality plan...
We discuss this topic with Paula Mattio: expert in female talent development, Diversity Director at Mehrs, CEO at Aleph Comunicación and Consultant in Equality and Diversity.
In this podcast, Paula Mattio gives us the keys to empower female talent in our company and to bring equality to it.
