Equality Plan

"Equality plans are powerful talent management tools".

Audith Zapata


Equal opportunities refer to the active and balanced participation of all persons, regardless of gender, in all areas of public and private life.

In any field, equality of treatment and opportunity between women and men requires the elimination of impediments based on a person's sex that limit their participation.

In the field of business, for years and at a global level, there has been a commitment to real equality of treatment and opportunities between women and men. In this sense, the obligation to have an equal opportunities plan for women and men is the only way to eliminate any difference or inequality.


According to Article 46 of Organic Law 3/2007, of 22 March, for the effective equality of women and men, equality plans are documents that set out the path to be followed by companies "to achieve equality of treatment and opportunities between women and men, and to eliminate discrimination on grounds of sex".

This is a process of joint elaboration between the company and the legal representatives of the workers, or the most representative trade unions, in which, after a detailed analysis of the data on the women and men who make up the workforce, a diagnosis is established, on the basis of which measures are taken to reduce, correct or eliminate the possible differences that have been detected in the analysis.

Royal Decree-Law 6/2019, of 1 March, on urgent measures to guarantee equal treatment and opportunities between women and men in employment and occupation, which incorporated very significant changes to Organic Law 3/2007, of 22 March, established the obligation to have and apply a plan for equal opportunities between women and men in all companies with 50 or more employees.

RD 901/2020 and RD 902/2020 have further specified the composition, scope and impact of equality plans.

Not having an Equality Plan, or not implementing it, can lead to sanctions by the Labour and Social Security Inspectorate, with the application of the economic fines set out in the Law on Infringements and Sanctions in the Social Order, which can be between €626 and €187,515, depending on the degree of infringement.



Equality plans are the gateway to the inclusion of diversity in the company.

Having an equality plan means that we already know the value of the workforce, from a gender perspective, and all the others: age, knowledge, training, origin,... From this moment on, with all this information we can start to pay attention to the source of value that is people's differences, which make companies unique.

Integrating IEGD's expertise and vision on equal treatment and opportunities and diversity management makes it easier for entities to:

1. Achieve the UN Sustainable Development Goals, in particular SDG 5 and 8.

2. Complete the information on social and personnel issues required in non-financial reports.

3. Complete your sustainability report in social terms

Contact form


If you wish to consult any information about our services, you can do so by filling in the following form.