This new document, developed over recent months with the participation of the legal representation of the workers and the CCOO union, has been structured in four phases: initiative, diagnosis, definition of objectives and measures, and implementation, monitoring, and evaluation. The negotiating committee approved the plan on October 19, 2026.
The plan has been drafted based on a quantitative and qualitative analysis of the staff, incorporating a gender and intersectional perspective. Key objectives include integrating the gender perspective across all organizational areas, detecting and correcting potential inequalities, ensuring pay equity and salary transparency.
It also aims to foster co-responsibility and work-life balance, as well as promote safe, respectful work environments free from sexual harassment or harassment based on sex.
With this approval, the council reaffirms its commitment to promoting policies that foster respect, equity, and equal opportunities, working to eliminate inequalities and advance towards a more just and inclusive society.
