PLAN FOR EQUALITY BETWEEN MEN AND WOMEN

 

1. SCOPE OF APPLICATION
This plan is applicable to all our work centres, without prejudice to any specific measures that may be established in accordance with the specific characteristics of each of them. It will also be a reference framework for application subject to local regulations.

 

2. AREAS OF ACTION
The plan for equality between women and men focuses on 6 major areas of action:
1. Culture and communication
2. Staff selection
3. Educational and career development
4. Pay conditions
5. Work-life balance and joint responsibility
6. Supporting measures for women who are victims of gender violence.

 

The following issues are addressed in each of the areas of action:
a. Objectives to be achieved
b. Concrete actions to achieve the objectives set. These objectives and actions are set out in a schedule, which specifies the areas of responsibility and the dates of commitment with respect to the period of implementation of each of the actions.

 

AREA 1. CULTURE AND COMMUNICATION
Objective 1.1 Promoting a culture of equality by ensuring the principles of equal treatment and equal opportunities between men and women.
Actions:
1.1.1. Defining the company’s equality indicators, with the agreed frequency to measure their progression.
1.1.2. The new employees will receive specific training on the principles of equality in the company and on the equality plan.

 

Objective1.2 Dissemination of the equality plan.
Actions:
1.2.1. The company shall ensure compliance with the equality plan in all its workplaces. Specific training shall be given to all persons assuming this function.

 

Objective 1.3. Awareness-raising in the field of equal opportunities
Actions:
1.3.1. Both trade union representatives and all those responsible for people management processes (selection, remuneration, promotion and career development) will receive specific training on equal treatment and equal opportunities between women and men.
1.3.2. The working procedures of the business units where women are under-represented will be reviewed, seeking to detect whether there is a barrier to women’s access to these positions, and the necessary improvements will be established to remove such barriers.

 

Objective 1.4. Regularly monitoring employees’ views on equality.
Actions:
1.4.1. Including questions related to equal opportunities and work-life balance in possible future surveys on the work environment, aimed at the staff members.
1.4.2. Establishing an improvement plan based on the results of these surveys.

 

Objective 1.5. Reinforcing the culture of equality, both internally and externally.
Actions:
1.5.1. Carrying out a specific communication plan aimed at all of the company’s staff on the field of equality between men and women and reporting the progress of the plan annually (unless a lower frequency is considered in some subject) through the formal communication channels available.

 

Objective 1.6. Ensuring the integration of the gender perspective in the application of any obligation referring to the occupational risk-prevention.
Actions:
1.6.1. The risk assessment and planning of preventive activities will take account of diversity and must consider all gender differences and health-related risks (safety, chemical, biological and physical agents and musculoskeletal and psychosocial risks), so that all prevention policies and practices meet all the working conditions of men and women.
1.6.2. Ensuring compliance with the Article 26 of Law 31/1995 on the Prevention of
Risks in the Workplace: adaptation to change in the workplace [Ley31/1995 de Prevención de
Riesgos Laborales: adaptación al cambio del puesto de trabajo].
1.6.3. Spreading the legislative reforms set forth in Law 3/2007 of 22 March, for the Effective Equality of Women and Men [Ley 3/2007 de 22 marzo, para la Igualdad Efectiva de Mujeres y Hombres y el RD 295/2009] and the development RD 295/2009 of 6 March on Social Security benefits.

 

AREA 2: STAFF SELECTION
Objective 2.1. Guaranteeing the non-discriminatory selection and incorporation of women into those areas, groups and positions where their representation is lower, based on the company’s policies and selection processes.
Actions:
2.1.1. Establishing partnerships with training centres in the different locations where the company has the workplaces, to favour the entry of women and men with technical training in accordance with the positions required in the company.
2.1.2. Verifying and maintaining the company’s commitment to equality and non-discrimination throughout the documents making up the selection process.
2.1.3. The advertisements and selection criteria shall not contain requirements which, without being relevant to the performance of the work, prevent people of a particular gender from applying or being selected.

 

AREA 3: EDUCATIONAL AND CAREER DEVELOPMENT
Objective 3.1. Promoting equal opportunities for women and men during professional development and promotion.
Actions:
3.1.1. Maintaining programmes to identify the internal talents that make it possible to have a base of qualified women and men with potential for promotion to positions of responsibility, ensuring that the percentage of women is at least equal to the percentage of women in the company’s workforce.

 

Objective 3.2. Guaranteeing that professionals who wish to access to positions of greater responsibility are not hidden under work-life balance requirements.
Actions:
3.2.1 Encouraging access to training for staff on leave, reduced working hours or any other situation related to the work-life balance.

 

Objective 3.3. Encouraging the promotion of professionals to all categories, functions and jobs where they are under-represented.
Actions:
3.3.1. Training female workers to access jobs with a low female presence.

 

AREA 4: PAY CONDITIONS
Objective 4.1. Ensuring the effective implementation of the principle of equal pay for work of equal value and, in particular, the absence of gender pay gaps.
Actions:
4.1.1 The company will carry out an analysis of its pay policies from a gender perspective in order to detect possible discriminatory elements and to correct them where necessary.
4.1.2 Correcting any gender-based wage differences that may be detected in other ways.
4.1.3 Ensuring equal treatment in the application of the payment system for those persons who benefit from personal, family and professional work-life measures.

 

AREA 5: WORK-LIFE BALANCE AND JOINT RESPONSIBILITY
Objective 5.1. Promoting a culture that facilitates the work-life balance and joint responsibility, ensuring that the exercise of these rights does not have negative consequences in the professional sphere, given their special impact on women.
Actions:
5.1.1. Raising awareness and keep the staff informed about the importance of joint responsibility in family commitments. In particular, equal obligations for the care for dependents and awareness of family responsibilities and a balanced distribution of tasks will be promoted.

 

AREA 6: SUPPORTING MEASURES FOR WOMEN WHO ARE VICTIMS OF GENDER VIOLENCE
The company guarantees that employees who are victims of gender violence will have the rights set out in the Workers’ Statute, following the entry into force of Organic Law 1/2004 on Comprehensive Protection Measures against Gender Violence of 28 December 2004 [Ley Orgánica 1/2004 de Medidas de Protección Integral contra la Violencia de Género del 28 de diciembre del 2004].
In addition to the legal requirements, the company will implement the following measures:
a) Facilitate the continuity of work for staff who are victims of gender violence.
b) Preference for filling vacancies created outside the normal place of residence, without having to follow the conventionally established procedure for filling them.

 

3. MONITORING AND EVALUATION
The validity period of this plan expires on December 31, 2017, following the signature of this document. In the event that a new plan is not agreed upon at the end of this term, the content of the present plan will be extended until the conclusion of a new agreement.
During this period, the implementation of the planned actions will be monitored and a detailed annual report will be prepared on the progress of the plan.

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