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Spanish companies: how to create an equality plan?
The equality plan is the set of measures aimed to ensure equality between men and wom-en. The aim is to eliminate discrimination on the grounds of gender. With the publication of the Royal Decree-Law 6/2019, of 1 March, on urgent measures to guarantee equal treat-ment and opportunities for women and men in employment, the regulations have been sig-nificantly modified.
Information about the creation of an equality plan for spanish companies
In this article we answer the most frequently asked questions about the law:
What companies are required to follow the equality plan?
- From 7 March 2021 the equality plan will be mandatory for companies with more than 100 employees.
- From 2022, it will be compulsory for companies with 50 or more employees.
What happens if the company does not follow the law?
Non-compliance with the equality law will be a serious infraction. Fines for non-compliance with the equality law range from €6,251 to €187,515.
Who inspects the equality plan? How often?
The Work Inspection. Work inspections are carried out randomly with or without prior notice. According to an article published in El País, the Work Inspection launched 1,540 actions on equality plans in 2020.
How long does the company have to comply with the equality plan?
For companies with more than 100 people, it is already mandatory. Companies with 50 people or more have until 7 March 2022 to create and implement their equality plan.
What should the equality plan contain?
The equality plan must contain measures to help prevent gender discrimination. Here you can see the areas that must be included as a minimum:
- Selection and recruitment process
- Professional classification
- Professional promotion
- Working conditions, including an audit of pay between women and men
- Joint responsibility for personal, family and work life rights
- Under-representation of women
- Prevention of sexual- and gender-based harassment
How to monitor the equality plan?
The negotiating committee of the equality plan will be the body in charge of negotiating the equality plan and performing the diagnosis, evaluation and follow-up of the actions carried out. The negotiating committee will be made up of both company and staff representatives.
Benefits of having an equality plan
The benefits of implementing an equality plan in the company are multiple.
- The first is to guarantee equality of treatment and opportunities for people. This is a moti-vating factor in itself.
- The second, it is also key in terms of attracting talent. Companies that have an equality plan in place improve their commitment to their employees and boost their employer brand im-age.
“The test of whether or not you can do a job should not be the organisation of your chromo-somes.” - Bella Abzug