Our society is increasingly aware of issues related to equality. As a result, both the administration and workers are demanding more procedures and mechanisms from organizations to guarantee equal treatment and opportunities, and non-discrimination based on sex, sexual orientation, gender identity, or gender expression.
In many cases, companies do not have established objective systems or procedures to ensure effective equity between men and women. However, as an institution and a space for coexistence, it cannot remain on the sidelines and has at its disposal a tool that allows it to position itself favorably in terms of gender equality through improved management and utilization of its team's talent: the Equality Plan.
Beyond avoiding sanctions and ensuring compliance with the well-known law RDL6/2019, the emergence of this regulation should be perceived as a very good opportunity to promote the social responsibility of organizations and to manage their teams in a fairer and more transparent manner.
It has been shown that businesses that adopt a gender perspective and truly apply policies to promote equality experience an improvement in productivity and the quality of their services, have more facilities to attract and retain their workers, see an improvement in the work environment, and boost their market positioning.
Considering the benefits that implementing an Equality Plan can bring, we encourage the business community to promote its development, regardless of legal obligation. These are highly adaptable projects to the needs and characteristics of the organizations, which allows their execution to be easily integrated into their day-to-day operations.
As socially responsible companies, we must make equal participation between men and women in the professional field a reality.