Mandatory Equality Plan for companies with 50+ employees

An Equality Plan is a set of measures aimed at guaranteeing equal treatment and opportunities between men and women in the workplace. Since March 2022, according to Royal Decree 901/2020, it is mandatory for all companies in Spain with more than 50 employees.

An Equality Plan must address several areas such as selection and hiring, professional classification, promotion opportunities, working conditions and remuneration, prevention of sexual harassment and harassment based on sex, and reconciliation of work and personal life.

Equality plans are important because:
• They promote equal opportunities and fair treatment for men and women in the workplace.
• They contribute to preventing and eliminating gender discrimination.
• They improve the work environment and employee satisfaction.
• They help attract and retain diverse talent.
• They promote the positive image and reputation of the company.

All companies with more than 50 employees must have an Equality Plan. In addition, those companies that have been sanctioned with corrective measures or whose collective agreements establish this obligation must also implement it.

The process includes the constitution of an equality commission, the realization of a situation diagnosis, the definition of corrective measures, the implementation of these measures and their subsequent monitoring and evaluation.

• Some equality measures that can be included in an equality plan are:
• Work-life balance policies.
• Actions to promote equal pay.
• Promotion of balanced participation of men and women in management positions.
• Training and awareness in matters of equality and diversity.
• Prevention and action against harassment and gender discrimination.
• Measures to promote co-responsibility in the care of children and family members.

An Equality Plan has a maximum validity of 4 years. After this period, it must be reviewed and, if necessary, updated to ensure that it remains effective and in accordance with the law.

Failure to implement an Equality Plan can result in severe financial penalties, loss of bonuses and public aid, and restrictions on contracting with the public sector.

The obligation to develop an equality plan varies depending on the size of the company and the labor legislation of each country. In some cases, companies with a minimum number of employees are required to develop and implement an equality plan.

The implementation of an equality plan in a company involves the following steps:
• Diagnosis of the current situation of the company in terms of equality and gender discrimination.
• Elaboration of the equality plan, defining objectives, measures and deadlines.
• Communication and training of employees about the equality plan.
• Implementation of the measures and actions established in the plan.
• Monitoring and periodic evaluation of the results and progress in terms of equality.

If you already have an Equality Plan, it is crucial to review it periodically, especially with the new legislation that came into force with RD 901/2020, to ensure its compliance and effectiveness.

Yes, the Equality Plan must be negotiated or agreed with the legal representation of the workers, which may include works councils, inter-center committees, or union sections.

The effectiveness of an Equality Plan is measured through periodic evaluations that must be carried out at least twice during its four-year term. These evaluations help identify areas for improvement and adjust the measures as necessary.

Edorteam offers a comprehensive service that includes the diagnosis of situations of inequality, the development and implementation of the necessary measures, as well as the monitoring and evaluation of the plan to ensure its compliance and effectiveness.