; ; ; ; ; ; ; Evolution of the 2021 equality plan | Rieusset Blog

Evolution of the 2021 equality plan

 

The corporate equality plan is a roadmap that aims to achieve equal opportunities and treatment for women and men who work and live together in our company, advancing in the integration of equal opportunities across the entire organization.

The objective of the plan is to establish the strategy, objectives and actions that allow the organization to develop actions in terms of equal opportunities. In addition, it is done in a completely personalized and focused way according to the diagnosis of our company and the needs that derive from it.

In 2019, Rieusset considered the need to have an Equality  Plan in response to internal company concerns. These derive from a psychosocial study carried out the previous year on the entire company staff, also coinciding with the publication of Royal Decree-Law  6/2019, which obliges companies with more than 50 workers to prepare and apply a plan that guarantees equality between women and men in the workplace.

In order to develop the Plan we had the help of the external consultant Ingeniería Social, S.L as well as the Negotiating Committee of the Equality Plan created at the end of 2019, made up of people representing Management and the Works Council.

The Equality Plan was drawn up in 2020 and affects 8 areas of the organization:

  • Equality culture and policy
  • Internal organization
  • Recruitment and hiring policy
  • Training and development
  • Conciliation
  • Labor risk prevention and occupational health with a gender perspective
  • Prevention of sexual and gender-based harassment
  • Inclusive communication and non-sexist language

The plan consists of different phases, specifically three that are explained in the following post: implementing the equality plan.

 

2021: Registration and implementation of the equality plan

 

In March of 2021 the equality plan was approved by all parties and officially registered.

 

The plan has a total of 122 pages, which include:

  • An action plan structured by areas, with general and specific objectives.
  • The area responsible for the implementation of the different actions.
  • A schedule for the execution of the actions.
  • Monitoring indicators and evaluation of actions.

This includes the actions to be implemented over a period of 3 years, starting with the priority ones that were applied in 2021.

 

Implementación del plan de igualdad 2021

 

Implementation of the 2021 equality plan

For 2021 we planned to carry out 17 actions, of which:

  • 12 have been implemented (70%)
  • 3 are in progress (18%)
  • 2 have been postponed (12%)

 

Let’s see in more detail what the most outstanding and implemented actions in the 2021 Equality Plan were:

  • We have created and regulated the activity and functioning of the Equality Committee and it has been designated as the competent body for monitoring and evaluating the Equality Plan and as the body for permanent consultation in Management.

 

  • We have appointed Remedios Moreno as the reference person on equality issues (Equality Agent) and we have defined her functions. This is not a mandatory figure, but at Rieusset we have decided to engage her to promote the implementation of the Plan. The equality agent has the following functions:
    • Analyzing and evaluating the equality situation in order to detect possible types of discrimination.
    • Preparing, implementing and evaluating equality plans, coordinating the different areas of intervention.
    • Designing, promoting and evaluating the progressive incorporation of gender perspective in the company.
    • Defining positive actions for equality of opportunities.
    • Acting as a mediator in situations related to discrimination based on sex and/or gender.

 

  • In the prepress section, a section with less gender equality, a woman has been incorporated for the first time in the history of Rieusset in the position of Prepress Officer.

 

  • Another woman has been incorporated into the Operations Management position, whereby progress is being made in parity in the company’s positions of responsibility.

 

  • During 2021, four people from different areas (administration, purchasing and sales) requested teleworking days or reduced working hours in order to reconcile family and work life. All of them were women and all of them were granted.

 

  • Both the Personnel Director (Pilar Pintor), as a member of the Equality Commission, and the Equality Agent (Remedios Moreno), have received 48 hours of training specifically in the area of equality.

 

  • In the months of October and November, awareness-raising sessions on equal opportunities between men and women at work were held, lasting 2 hours for 100% of the workforce.

 

  • During the month of October, a trainee from a group of social exclusion -such as long-term unemployed women over 45- joined the Personnel Department.

 

  • On November 25, the International Day for the Elimination of Violence against Women, the staff who wanted to do so could symbolically support the non-violence declaration by signing a banner.

 

  • On December 3, International Disability Day, information was projected to raise awareness among the workforce and give visibility to the talent and capabilities that exist beyond disability. We pay special attention to people with disabilities, who must also be able to fulfill themselves through access to the world of work. Therefore, in addition to what is required by law, we encourage the introduction of people belonging to protected categories and we consider service providers who share this commitment.

 

  • We have adhered to the decalogue of “Zero tolerance for sexual harassment and gender-based harassment in the work environment”. This establishes the following:

  • The protocol for the prevention of sexual or gender-based harassment has been separated from the protocol for workplace harassment. Companies are required to have protocols for the prevention of sexual or gender-based harassment and workplace harassment; each of them depends on a different Law (the first one on the Law of Equality and the second one on the law of Labor Risk Prevention). Until now we had a single document that covered the two protocols, now they have been separated to give each one its own identity.

 

  • Rieusset’s commitment to equal opportunities for women and men has been formally and explicitly established in the different corporate documents such as: Code of Ethics, Welcome Manual, and the Policies for Quality, Food Safety and Occupational Health and Safety, as well as the Environmental Policy.

 

  • The CBA (Coordination of Business Activities) has incorporated a request for the Protocol for the Prevention of Sexual or Gender-Based Harassment from supplier companies that carry out work for Rieusset.

 

Committed to equality of opportunities

As stated in the Gerosa Group’s sustainability report, “We respect diversity in all its various meanings and we recognize its value. Therefore, we are committed to reducing any entry barrier and maintaining a respectful work environment, guided by the principle of equal opportunities.”

We are satisfied with the evolution of our Equality Plan, and at Rieusset we are committed to continue working on it so that we are ever closer to achieving our objective based on the principle of equal opportunities, which will help us to carry out policies towards more ethical and responsible management.