All companies with more than 50 employees have a new challenge to meet: To have an Equality Plan.
But… are all plans valid? 
If there is one thing that the applicable regulations have taught us, it is that a strict procedure and methodology are required for the development of an Equality Plan, and it should be emphasized that its implementation is not a project that begins and ends, but rather a continuous process that varies according to the needs that are detected.
Therefore, not just any Equality Plan will do; we must develop it in a planned and organized way, following each of the following phases:
- PHASE 1: Start-up of the process.
- PHASE 2: Carrying out the diagnosis.
- PHASE 3: Design, approval and registration of the plan.
- PHASE 4: Implementation and monitoring.
- PHASE 5: Evaluation of the Equality Plan.
Each of these phases is vital, since non-compliance with this obligation will not only occur if an Equality Plan is not prepared and registered, but also if it has been prepared incorrectly, if it is not applied, or if the objectives proposed in it are not achieved.
❌ Administrative penalties from €6,251 to €187,515.
❌ Automatic loss of aid, bonuses and, in general, benefits derived from the application of employment programs.
❌ Automatic exclusion from access to such benefits for 6 months.
❌ Automatic exclusion from any public procurement process.
❌ Possible legal action by the workers.
🤔 Do you have any questions? We'll answer them for you…
📞 678 591 435 / 618 486 932 – info@incyma.es
#INCYMA #ConsultoríaResponsabilidadSocial #SistemasDeManagement #PlanesDeIgualidad #InformacionNoFinanciera
Share this content on social media!
