Equality plan: which companies should implement it?

Equality plan: which companies should implement it?


  • Equality plans have become an indispensable instrument to integrate equality in labor relations
  • They offer a series of tangible and intangible benefits for companies, with the main purpose of moving towards effective equality.


In a business world that is increasingly aware of equity and diversity, equality plans have become an indispensable instrument to integrate equality in labor relations, as well as in all areas of organizational management. These plans are not only a response to social and legal demands, but also offer a series of tangible and intangible benefits for companies, with the main purpose of moving towards effective equality between women and men. But to which companies does this plan apply and how can it be implemented effectively?

Companies to which it applies

In Spain, with the entry into force of Royal Decree Law 6/2019, of March 1, on urgent measures to guarantee equal treatment and opportunities between women and men in employment and occupation, the mandatory nature of the preparation and application of the equality plan is extended to companies with more than 50 workers. However, the deadlines for its implementation vary depending on the size of the company's workforce.

Thus, organizations with between 151 and 250 workers must have their equality plan in force from March 7, 2020, those with between 101 and 150 workers from March 7, 2021, and companies with between 50 and 100 workers. workers since March 7, 2022.

It is worth mentioning that there are collective agreements that include the obligation to have an equality plan, regardless of the size of your workforce.

Effective implementation of an equality plan

The process for the design, development and implementation of an equality plan within a company goes through the following phases:

  1. Implementation of the development of the equality plan through the establishment of a firm commitment to equality between women and men within the company and the constitution of a commission in charge of leading the negotiations for the implementation of the plan.
  2. Realization of the diagnosis through the collection of data, both quantitative and qualitative, and the exhaustive analysis of the current situation of the company in terms of equality between women and men, identifying areas for improvement and opportunities for action.
  3. Design, approval and registration of the equality plan, defining clear and achievable objectives and designing specific measures to address the areas identified in the diagnosis, such as inclusive hiring policies, training and professional development programs, salary compensation policies and measures to promote work-life balance, among others. .
  4. Implementation and monitoring of the equality plan through regular verification of the degree of development and compliance of the measures implemented, as well as the results obtained to evaluate their effectiveness.
  5. Evaluation of the equality plan through the assessment of the achievement of the objectives, results and impact of the plan on the company.
  6. Periodic update of the equality plan to adapt to the changing needs of the company and, thereby, ensure its continued relevance.

Benefits of equality plan

Implementing an equality plan is essential for all companies seeking to stay ahead in a competitive and diverse work environment. By integrating equality into the operation and management of companies, discrimination is avoided and it is promoted that women and men have the same opportunities within the companies to which they belong. It also contributes to improving the work environment, increasing the motivation and commitment of workers and, consequently, to greater public recognition of the company, facilitating the attraction and loyalty of talent.

Sanctions in the case of not having an equality plan

It is crucial to know that, in the event that an equality plan is not contemplated in those companies with a legal obligation to implement it and the content requirements regarding equality are not met, companies may be exposed to the following sanctions:

  • Exclusions from access to various employment programs.
  • Economic sanctions.
  • Losses of aid and bonuses.


In conclusion, the implementation of an equality plan emerges as an unavoidable need in the current business landscape, not only to comply with legal regulations, but also to promote fairer, inclusive and productive work environments. It is essential to have this strategy so that companies commit to the effective equality of women and men in organizations.

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