In Denemax Consulting we offer the service of Equality Consulting adapted to each sector, so that our clients comply with the obligation to implement an Equality Plan, regulated in the Royal Decree 901/2020, of October 13. We enable companies to incorporate equality in their policies and work organization, with respect to the areas required by the Organic Law 3/2007, of March 22, 2007, which will result in long-term investment and the elimination of any form of discrimination.

In view of the growing concern in certain professional areas regarding the existing disparity of opportunities, new regulations were approved to help guarantee full equality between the sexes.

In October 2020, the equality regulations were updated with the publication of two new regulations (Royal Decree 901/2020 and Royal Decree 902/2020 of October 13), which regulate the development of equality plans and salary audits.

Specifically, their main objective is to guarantee equal pay, the effectiveness of equality plans and their registration with pay information broken down and averaged by professional classification and for jobs of equal value.

What does the gender equality law state?

The equality law establishes clear guidelines on the equality of workers regardless of their sex. The main objective of the obligation to create and implement equality plans in companies is to ensure effective equality between men and women within national companies.

In this way, the government is trying to fight against the gender inequality that is evident in Spanish companies. But it also intends to work towards prevention and avoid gender-based wage differences.

It should be noted that the regulations do not only address the gender pay gap. Equality plans must also include other matters as a minimum content, among which the following can be pointed out:

Likewise, prior to the formalization of the equality plan, an analysis and diagnosis of the needs that may be necessary to work in the company must be carried out. This diagnosis must be carried out within the Negotiating Committee. This commission will be formed by representatives of the workers and the company and will be in charge of carrying out the implementation of the plan, as well as of monitoring and evaluating the evolution and implementation of the equality plan in the company.

OBLIGATIONS

As of March 8, 2022, all companies with more than 50 employees must implement an Equality Plan and apply measures leading to the elimination of discrimination based on sex. These measures must be adapted and based on an analysis of the actual situation of the company. Those companies whose applicable collective bargaining agreement so determines are also obliged to do so.

The penalties of the Equality Plan are also included in the Royal Legislative Decree 5/2000, of August 4, which approves the revised text of the Law on Infractions and Penalties in the Social Order (LISOS), which establishes economic penalties of up to 225,018 €.

Notwithstanding, any non-obligated company may also implement an Equality Plan on a voluntary basis, opt for a public recognition badge and highlight its Corporate Social Responsibility.