An Equality Plan addresses different aspects such as equal pay, work-life balance, prevention of workplace and sexual harassment, equitable professional advancement, among others.

This is the most important and substantial part of the Plan. Without it, there would be no Equality Plan. It involves gathering data on gender distribution across different roles and levels within the organization, as well as analyzing current policies and practices in terms of equality.

• To guarantee equal treatment and opportunities in access to employment, following objective and non-discriminatory criteria.
• Guarantee equal treatment and opportunities in recruitment and promotion, respecting the principle of balanced composition.
• Ensure awareness of equality for staff, with special emphasis on people responsible for implementing or monitoring measures.
• Integration of the gender perspective into the company’s annual training plans.
• Develop and/or review existing promotion procedures under the competency-based management system to ensure equal treatment and opportunities for women and men. Guarantee objectivity and non-discrimination in promotion systems for positions of responsibility.
• Design of a Career Plan within the company, objective and transparent, that promotes training associated with internal promotion criteria.
• Guarantee equal pay for women and men for work of equal value within the company. Improve compensation policies and eliminate the gender pay gap. and many more!

In addition to helping eradicate wage inequality, it also improves productivity and corporate culture, talent retention, company reputation, and organizational efficiency. More broadly, it contributes to building a more equitable society.