II Plan de Igualdad PDF 2018-2021

## II Plan de Igualdad **Xixón/Gijón 2018-2021** ### Índice - **1. Introducción** - **2. Objetivos del Plan de Igualdad** - **3. Acciones o Medidas para integrar la Igualdad** - Eje 1: Acceso al empleo y contratación - Eje 2: Promoción y representación - Eje 3: Formación - Eje 4:...

## II Plan de Igualdad **Xixón/Gijón 2018-2021** ### Índice - **1. Introducción** - **2. Objetivos del Plan de Igualdad** - **3. Acciones o Medidas para integrar la Igualdad** - Eje 1: Acceso al empleo y contratación - Eje 2: Promoción y representación - Eje 3: Formación - Eje 4: Retribuciones - Eje 5: Corresponsabilidad y conciliación - Eje 6: Salud laboral - Eje 7: Comunicaciones - Eje 8: Transversalidad del principio de igualdad - **4. Seguimiento y Evaluación** - **5. Cronograma** ### 1. Introducción The document is the **Second Equality Plan** developed by the City Council of Gijón/Xixón, aimed at the staff of the City Council, the Autonomous Organizations, and the Promotion and Development Companies. This plan represents the consolidation of the commitment started with the **First Equality Plan** to incorporate respect for gender equality in the council's actions. The **evaluation of the first plan and the new diagnostic analysis of the staff working conditions and presence** highlight the strong commitment to gender equality. These improvements are reflected in the following aspects: - **Slight increase in the number of men using work-Life balance measures** - **Implementation of a pilot teleworking program and an increase in tele-training activities** - **Gender impact assessments in selective tests conducted by municipal departments** - **Including gender equality content in the syllabuses of selection processes** - **Development of a protocol for prevention and response to sexual harassment and gender-based violence** - **The initiation of a study to address the wage gap** - **Revision of the council instructions to use non-sexist language in administrative procedures** - **Implementation of the Municipal Instruction about Social Clauses in Public Procurement, which includes gender criteria in the evaluation of bidders** These changes demonstrate that, despite the remaining challenges, the city council is committed to promoting gender equality. The document emphasizes the crucial role played by the **Equality Commission**, a body composed of representatives from all unions present in the city council, various departmental representatives, and chaired by the mayor. This second Equality Plan was also influenced by the inclusion of **Promotion and Development Companies** in the participation in the **first equality plan.** This has broadened the scope of the commitment to gender equality, which now encompasses all personnel associated with the council. **The commission played a vital role** in the evaluation of the first Equality Plan, proposing new measures and actively participating in the development of a consensus around the proposed actions while fostering the continuation of previous efforts to ensure a greater scope and improvement. Both the first and the second plans share these fundamental principles: - **Universality**: The equality plan is implemented across the entire organization and all personnel attached. - **Participation and Transparency**: Employees, through their legal representatives, are fully involved, have access to all the information, and have the power to make decisions throughout the process. - **Transversality**: The equality plan aims to integrate respect for gender equality in every aspect of the council management. - **Flexibility**: The Equality Plan is responsive to emerging needs and adapts its interventions, objectives, and measures to achieve greater effectiveness. The **Second Equality Plan** structure comprises the **establishment of eight strategic lines of action** to achieve its commitment to gender equality, including: - **Access to employment and hiring** - **Promotion and representation** - **Training** - **Remuneration** - **Shared responsibility and work-life balance** - **Health and safety at work** - **Communication** - **Transversality of the gender equality principle** ### 2. Objectives of the Equality Plan The overall objective of the **Second Equality Plan** is to guarantee equal treatment and opportunities for women and men in all aspects of the council's human resources management, in addition to integrating a gender perspective into the organizational culture. **Specific objectives**: 1. **Equal access to employment**: - To increase the representation of the underrepresented sex in departments with a gender imbalance - To ensure a balanced composition of selection panels in all departments, ensuring equal treatment and monitoring compliance with the principle of equality in selection processes. - To guarantee equal treatment in selection processes - To incorporate a gender equality component into the evaluation of job applicants. - To guarantee that the principle of equality and non-discrimination is applied in all job classifications. - To achieve a greater balance in the presence of women and men in different departments, facilitated by the internal career paths and internal mobility - To guarantee equal treatment in access to positions of responsibility. - To foster a balanced representation collective. - To promote training and education for staff in gender equality. 2. **Promotion and Representation**: - To leverage the Equality Plan as a resource for gender equality. - To integrate gender equality criteria into the selection of training providers. - To guarantee equal pay for equal work. - To encourage men's participation in caring duties. - To promote the incorporation of work-life balance measures. - To guarantee a workplace free of harassment and discrimination based on sex and gender. - To use inclusive language and images across council communication. - To promote greater staff involvement in the implementation of equality actions. - To modify statistical data and studies to fit a gender perspective - To incorporate a gender perspective in the development and implementation of the Council's plans and policies - To ensure the monitoring and evaluation of actions relating to the effectiveness of the equality principle between women and men. - To establish measures to promote the integration of transversality in all council departments. - To ensure that contracts and grants incorporate a commitment to promote the inclusion of gender equality clauses. - To promote participation in the implementation of equality measures. - To ensure that all employee training programs incorporate content related to the following topics: - The Equality Plan - Council equality policies - Rights under equality legislation - The right to reconciliation measures - The principle of gender equality in employment 3. **Training**: - To ensure the regular implementation of transversal modules on gender equality within training programs. - To regularly incorporate training activities on the use of non-sexist language for all staff. - To conduct training activities aimed at promoting greater shared responsibility within households and caring tasks. - To introduce training activities on the prevention of sexual and gender-based violence. - To include training on the following topics as part of the annual programming: - The Equality Plan - Council equality policies - The right to reconciliation measures - The principle of gender equality in employment 4. **Remuneration**: - Implement the corrective measures identified in the wage gap study, following the approval of the Equality Commission and communication to staff representatives. 5. **Shared Responsibility and Work-Life Balance**: - To increase the duration of paternity leave to five weeks to boost paternal shared responsibility, with a focus on equalizing the length of maternity and paternity leave based on the principle of shared responsibility. - To develop procedures to respond to employee requests for reconciliation through the suggestion box - To promote greater implementation of the teleworking program, expanding the number of positions and staff members involved, as well as improving implementation conditions. - To develop action plans to complement existing legislation regarding work arrangements, leave, and permits to ensure effective implementation of the right to work-life balance, promoting the equal enjoyment of such opportunities for women and men. 6. **Health and Safety at Work**: - To conduct thorough assessments of psychosocial hazards in all jobs and to enhance hazard prevention in office jobs. - To raise awareness among all parties involved in the procurement process regarding the importance of including a gender perspective when ordering workwear and to ensure that this principle is adhered to. - To develop protocols for pregnant employees, outlining the steps to follow when seeking incompatibilities or other related accommodations. 7. **Communication**: - To regularly and widely inform and publicize the existence and obligation to apply the Instruction. - To establish mechanisms to review and modify all council documents to ensure inclusive language (forms, applications, websites, etc.). 8. **Transversality of the Gender Equality Principle**: - To promote greater involvement of staff in the implementation of equality measures. - To implement all the requirements outlined in Article 20 of Organic Law 3/2007: - To include the gender variable in all data collection, surveys and statistical studies. - To implement new indicators in statistical operations to better understand the differences in values, roles, situations, conditions, aspirations, and needs of women and men, as well as the interaction between them in the reality being analyzed. - To develop and implement the necessary indicators and mechanisms to understand the impact of other variables that, when combined, lead to situations of multiple discrimination in all areas of intervention. - To ensure that all samples are large enough so that all the variables included can be used and analyzed based on the gender variable. - To analyze the data available to ensure that the situations, conditions, aspirations, and needs of women and men in the different areas of intervention are understood. - To review and, if necessary, amend the existing statistical definitions to ensure that the work of women is recognized and valued, preventing the negative stereotyping of certain groups of women. - This can only be justified exceptionally and after a reasoned report approved by the competent body. - To incorporate a gender perspective in the implementation of plans and policies. - To develop a system for monitoring and evaluating the distribution, participation in processes and the implementation of the Equality Plan's measures, based on sex and work conditions, ensuring monitoring of staff representing the underrepresented sex in management positions, ensuring the inclusion of gender equality criteria in the selection of candidates and adopting the appropriate actions to ensure the proper implementation of equality plans. - To develop a system for registering these indicators, including details about the individuals and departments responsible for each indicator, the tasks they are to perform, and the deadlines for submitting reports. - To designate a permanent equality representative in each council service and entity. - To develop mechanisms for cooperation and coordination related to gender equality between different council services, entities, and companies. - To ensure that the principles of gender equality are incorporated into the award of all contracts and grants, promoting the introduction of gender equality clauses in these contracts. - To promote the implementation of equality plans in all municipal companies and to monitor the results. - To ensure full respect for the principle of equal treatment and non-discrimination based on sex in all municipal companies. - To guarantee greater participation of staff in the implementation of equality action plans. ==End of OCR for page 34==