One of the most important pillars of Psicotec’s Consulting and Organisational Transformation Area is the design, development and implementation of equality plans and all the actions derived from them, especially the remuneration registration and audit and a wide variety of training and awareness-raising actions on equality and non-discrimination. But, what may seem from the outside to be a minor task and mainly of an administrative nature, in reality hides an enormous diversity and casuistry that requires in-depth legal knowledge, interdisciplinary project management and large doses of creativity. Therefore, to highlight everything that is hidden in an Equality Plan, today we share with you our experience in Equality and Diversity in the last 5 years.
Legal basis and representation of workers in our experience in Equality and Diversity.
Since the entry into force of Royal Decrees 901/2020 and 902/2020 we have adapted to all kinds of circumstances: we have attended negotiation tables with only our own RLPTs, mixed tables with our own RLPT and sectoral representatives from very different unions and tables made up only of sectoral representatives. The truth is that it has been exciting at the level of data analysis, explanation of data and legal and psychosocial advice, incorporating all the recommendations of the REGCON technical staff into the equality plans that we have been developing.
Currently, we are advising on Equality Plans of two types:
- First elaboration: mainly supporting the follow-up of those already registered and in force with attendance at meetings and advice on everything agreed in the Plan.
- In the renewal of expired plans: We must remember that Equality Plans are valid for a maximum of 4 years, so once the term has expired it will be necessary to start a new process of designing the Equality Plan. This renewed plan should never be understood as an extension of the previous one, but should be based on current circumstances and data.
Critical aspects when implementing an Equality Plan.
- The importance of technological tools in Equality Plans. A critical aspect of Equality Plans that often goes unnoticed is the amount of information that needs to be collected for their implementation. In addition, this information is of various types: sociodemographic, developmental, remuneration… To facilitate the management of large volumes of data, we have developed and incorporated tools for data acquisition both with specific files and with SAAS-type platforms, advising from the beginning on the constitution of the negotiating table, providing training to it, completing the minutes, launching online questionnaires, conducting interviews and managing a lot of information.
- The quality of the information. We have sought efficiency at all times and, above all, that the information we convey is detailed information that adds value to our customers. We want to be close to them, in this philosophy communication and the quality of information are essential.
- Training and awareness on equality. Just as important as the design of the Plan itself is the type of actions that will be carried out to ensure equality in the organization. Perhaps the most important is the training in equality and non-discrimination of the teams, which is why at Psicotec we also organize workshops and tailor-made training in equality.
Equality and Diversity Expertise – What elements should companies focus on?
After the more than 50 Equality plans in which we have collaborated with our clients, we have extracted five points that we consider to be priorities for companies. Let’s think of them as a small checklist that, if we comply, will greatly facilitate our Equality Plan, in addition to being a legal requirement, to become a lever for change in the organization:
- Be more realistic and concrete when establishing measures.
- Incorporate monitoring elements (KPIs) in all measures.
- Develop the documents needed to feed these KPIs with data.
- Establish a specific schedule.
- And, above all, follow it and comply with it.
And what is the status of the LGTBI Plan?
With the entry into force in Spain of the new regulations known as the LGTBI Plan, it is now the turn to implement new actions, in this case those derived from Royal Decree 1026/2024 on measures for equality and non-discrimination of the LGTBI collective in companies, which establishes new deadlines and procedures.
This regulation simplifies the process of negotiating measures and resources to achieve real and effective equality for LGBTI people by establishing the collective agreement as the preferential scope of negotiation, without prejudice to the fact that companies will have to specify it within the scope of their organisation.
It also introduces rules that seem to address the difficulties that arise in the negotiations of equality plans. These rules make it possible to speed up these processes by authorising companies to unilaterally implement the measures set out in Annex I of the regulation if the unions do not respond within the established period or if the negotiation is not concluded within a period of three months.
Although different cases are regulated in detail depending on the existence or not of an agreement and, where appropriate, whether or not the company has an RLPT, its application in companies with different applicable agreements, as well as in those with centres with and without an agreement, nevertheless generates doubts.
There are two mandatory aspects that the new regulations do introduce: the protocol for action in cases of harassment or violence against LGBTI people and the mandatory nature of training with specific modules on the rights of LGBTI people in the workplace.
In the development of the action protocol to deal with cases of harassment or violence against LGTBI people, a measure is included to facilitate its application. This consists of granting validity to general protocols against harassment and discrimination that cover all its modalities, including that which specifically affects LGBTI people, or allowing their adaptation and expansion.
As a final element, in Annex I, section four, relating to Training, Awareness and Language, it is indicated that companies will integrate specific modules on the rights of LGBTI people in the workplace into their training plans, with special emphasis on equal treatment and opportunities and non-discrimination, with training being mandatory for all staff.
The legislative developments of recent years related to Equality and Diversity are increasingly important for any organization. This trend implies a greater investment of resources (people, time and money) that allow us not only to comply with the law, but to make this obligation an opportunity to drive our organization towards greater equity and productivity.
Therefore, in view of this perspective, an option that more and more companies of all types and sectors are turning to is the outsourcing of these aspects to consultancies specialising in human resources and people management.
Whether you need advice on the negotiation of your Equality Plan, or if you need to carry out the training actions that derive from it or the new LGTBI Plan, at Psicotec we have the solution you need.
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