Woman Forward Equality Plan©

Unique equality management system in companies created through the Cloud Woman Forward Platform© which allows, beyond legal compliance, to establish an equality management system, offering to identify, analyse, design, plan, implement, follow and evaluate the action strategy for the real and effective integration of equality in the company.

It allows the organization to know the starting situation, tracing, through a guided process, the path to travel in the short, medium and long term, articulating the necessary resources to integrate equality into the company’s strategy; to achieve measurable and sustainable impact results.

This management system places the company in an unbeatable scenario to, beyond the required level of compliance, advance in its commitment to the Sustainable Development Goals, its contribution to the 2030 Agenda, and ensure its competitiveness, without the need to have previous knowledge in equality.

Why have an Equality Plan?

For legal compliance and therefore, avoid penalties

By commitment to the unbiased management of internal and external talent.

By improving the working environment and competitiveness of the company

For sustainability, contributing to the fulfilment of Sustainable Development Goals 5 and 8 of the 2030 Agenda.

What companies are required to have an Equality Plan?

Companies from 50 to 100 workers (including making available personnel) prior to the March 7, 2022.

Companies with more than 101 employees on the payroll (including staff made available).

Companies with less than 50 workers need to review the workforce on June 30 and December 31. If they exceed 50 people at any time, even if the workforce decreases, they will be obliged to carry out the Equality Plan.

The companies that have it provided for in the new applicable collective agreement.

Companies to which the labour authority has required it in a sanctioning procedure, where the substitution of accessory sanctions for the elaboration of an Equality Plan is specified.

What advantages does the WF © Equality Plan offer compared to other alternatives?

Accessible via the web from a Cloud infrastructure that offers access through several accounts for the corporate team responsible for drawing up the Equality Plan.

Preparation of the WF © Equality Plan through a fully guided process, which does not require prior training in equality, which concludes with registration in the register of agreements and collective agreements (REGCON), as the last step to formalize compliance in equality.

It is designed to create an equality management system, customized to the company.

Creates a monitoring and evaluation system that automatically generates monitoring and evaluation reports, accrediting to all stakeholders, the management, and results of the entire implementation process of the WF © Equality Plan.

It has a repository that allows maintaining the historical documentary of the work carried out for the integration of equal treatment and opportunities in the company’s strategy.

It is a document that generates the content required by current regulations, prepared from the WF Equality Diagnosis Report© or the company’s own Diagnosis, which can be incorporated.

The WF Equality Plan also proposes strategic objectives and tested measures, collected as Good Practices in the Foundation’s research in companies in all sectors of activity.

And how is the monitoring and evaluation system documented?

The platform generates:

The periodic monitoring report, which allows to know the degree of execution and fulfilment of the measures provided for each measure.

The intermediate and final evaluation report, which allows knowing the degree of impact achieved, as well as identifying the improvements for the following equality plan, to be implemented from:

The midterm evaluation to be incorporated in the last phase of implementation.
The documentation to be included in the following Equality Plan.

Non-compliance responsibilities in matters of equality established by current regulations

The financial penalties for not preparing the Equality Plan or not implementing it include:
- If considered serious: Financial penalties from € 626.00 to € 6,250.00
- If considered very serious: Financial penalties from € 6,251.00 to € 187,515.00
Automatic loss of aid, bonuses and, in general, of the benefits derived from the application of the employment programs, with effect from the date on which the offense was committed and the automatic exclusion of access to such benefits for six months.
Prohibition of contracting with the public sector.
Criminal and patrimonial responsibilities for companies, Administrators and Executives for acts or breaches in matters of equality and sexual harassment and harassment based on sex.
Reputational cost associated with non-compliance.