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Equality plans: Companies and female business entrepreneurs

09 May 2019

In 1969, Betty Friedan founded in the USA, the National Organization of Women (NOW) that included, among other demands, EQUALITY IN EMPLOYMENT and education.

In the companies of our country, the Organic Law 3/2007, of March 22, for the Effective Equality of Men and Women (together with the Statute of the Workers) had been regulating the implantation and evaluation of the measures or Plans of Equality of Gender in companies. 

In a previous article (22/08/18), from which we extracted the following paragraphs, we already alluded to this question:

"The Law for effective equality of women and men of 2007 established that the General State Administration and the public organizations linked or dependent on it, would be responsible for observing the principle of a balanced presence in the designations that should be made in the councils of administration of the companies in whose capital it will participate. (...) The private sector has always enjoyed greater freedom in the decisions related with the hiring of personnel, but the current data place in a 22% the rate of women that are part of the Boards of Directors and this has activated state interventionism. Recently, the government of Pedro Sanchez has registered a Law that intends to increase this percentage to reach at least 30% that includes the Code of Good Governance of the National Securities Market Commission, with the focus set at 40% fixed by the European Commission. "

In March of this year, Royal Decree-Law 6/2019, of March 1, on urgent measures to guarantee equal treatment and opportunities for women and men in employment and occupation, MODIFIES the Law of 2007, as well as certain ET points (not discussed here).

As a nodal point of these reforms are the EQUALITY PLANS.

OBLIGATORY OF THE PLAN.

The obligatory of having an Equality Plan affected companies with 250 or more workers, according to the previous regulation.

The modification introduced by RD 6/19 affects COMPANIES WITH 50 OR MORE EMPLOYEES. A transitory period is established to approve these plans:

A. Companies with 50 to 100 workers: 3 years
B. Companies from 101 to 150 workers: 2 years
C. Companies from 151 to 249 workers: 1 year

PLAN CONTENT

RD 6/19 proposes the Realization of a DIAGNOSIS WITH THE WORKERS’ LEGAL REPRESENTATION of the difficulties in matters of:

1. Selection and hiring process
2. Professional classification
3. Training
4. Professional promotion
5. Remuneration
6. Work, personal and family conciliation
7. Prevention of sexual harassment based on sex
8. Working conditions (including salary audit)
9. Underrepresentation of women

REGISTRATION OF EQUALITY PLANS.

The companies are FORCED TO REGISTER THEIR PLANS in this new registry, as a control. Not according to the previous regulations.

Numerous webs echo this subject, pointing out possible points of difficulty in their implementation, such as doing it in the negotiation of collective agreements (not forced to consensus), data protection, publication of salaries (top management), non-existence of workers’ legal representation , etc.

We include a graph of the report "Equality in companies" of the Equality Ministry of  ‘Ministry of Andalusia’, 2010, considering it very illustrative and simplified of the subject that concerns us.

WOMEN IN THE BUSINESS BOARD OF DIRECTORS: SOME PRESS HEADS.

“The incorporation of women to the Ibex 35 slows down in 2018. There are a leak of 392 representatives in the council  of the continuous market to reach parity” Lavanguardia.com   27/02/2019

In other words, the number of council members in the continuous market (including Ibex 35) is 1320 female councilors, the Ibex contributes 108 which, added to 160 of the rest of the continuous, gives us 268. The parity would be reached with 392 female councilors (the missing ones). If we add both figures (268 + 392) it gives us 660 which is just half (parity) of 1320. The 392 missing ones would be distributed: 119.5 in the IBEX and 272.5 in the rest of the listed companies.

Six Spanish companies, in the Bloomberg Index of Gender Equality 2019. www.compromisorse.com 17/01/2019.

It is about the six colored in brown in the graphic above.

The same graphic allows us to see that three Ibex companies have an Executive Counselor, and another of the companies with a High Directive. Ten companies on the continuous have Executive Councilors.

Only six Spanish companies enter the global "top 200" of gender equality. Efeempresas.com 18/04/2018.

The Equileap 2017 Report is based on a total of 19 concepts divided into four categories, which are:

A. Gender balance in leadership and among workers
B. Equal pay and family conciliation
C. Policy to promote gender equality
D. Commitment to the empowerment of women.

According to the study, only in 3% of the most egalitarian companies in the world there is no wage gap.

There are eight Spanish companies among the 200 most advanced in the world in gender equality.. www.diarioresponsable.com 05/10/2018.

We see how Iberdrola, Ebro Foods and Mediaset España, are incorporated into the ranking of Equileap in 2018, being absent Santander.

"It bases the score of each participant in 19 fields that range from gender equality in leadership to salary remuneration, through conciliation or gender equality promotion policies."

According to these data, the progress of Enagás and Iberdrola is highly visible, improving in the 2018 ranking compared to the previous one in 2017. (Enagás 135 ® 32) (Iberdrola ® to position 39).

“Two Spanish companies, among the 39 best in the world in gender equality ", according to Businessinsider.es Nov 14, 2018.

We see that it is about Enagás (32) and Iberdrola (39) of the above ranking.

“The quota of women councilors in the Spanish listed increases to 20.3%, but is far from the 30% required by the CNMV”, Ecodiario.el economista.es 27/02/2019.
A magnificent current illustration of the situation of women in companies in the continuous market in our country can be found in the Report: WOMEN IN THE COUNCILS OF LISTED COMPANIES (INCLUDES VII WOMEN'S REPORT IN THE IBEX) 2019, published by Atrevia + IESE Business School.

GLOBAL LEVEL.

“The best CEO of 2017 ", according to Forbes.es/business, 01/03/2018. We extract a fragment:

"Anyway, the aspect that most impacts is, one year more, the absence of women. María Dolores Dancausa, the main executive of Bankinter, is the only one in the ranking. It is worrying, but less spectacular than it seems because it coincides more or less with what happens in the main European countries. According to Heidrick & Struggles, in France, Germany and the United Kingdom, men remain, respectively, with 99%, 98% and 94% of positions of maximum responsibility in the companies that are part of their 'Ibex35 '.

In addition, according to the study of the consultant Grant Thornton in 2017, Spain (27%) and France (31%) are the EU countries with the highest proportion of women managers. This good new, of course, has two other readings: why more than 70% of managers are men in Spain? What is the reason that, with 27% of female directives, there is only one CEO in the fifty large companies on the list? "

The next global ranking on gender equality of companies for the year 2018, we take it from GENDER EQUALITY GLOBAL REPORT & RANKING - 2018 EDITION, although we limit it to the first ten. The analysis takes a sample of 200 companies.

If we examine the GENDER EQUITY GAP BY COUNTRY, SPAIN OCCASES THE 29th POSITION, according to The Global Gender Gap Report 2018, report prepared by the World Economic Forum, from a total of 149 countries.

We can observe that the (almost parity) indexes of education and health contribute on the most deficient in economic achievements and political empowerment. The index of 0.746 as a global score places us in the 29th place in the ranking. For a more detailed reading that includes a large number of parameters, we send the reader to the corresponding website. 

SOME TEXTS CONSULTED (all of them easily accessible on the web).

Administration boards of listed companies. Nov 2018. PwC.
VII Plan for equality of women and men in CAE. Dec 2018. Emakunde.
Women on the councils of listed companies (includes VII Women's Report on the IBEX). 2019. Atrevia + IESE Business School.
FTSE Women Leaders. Improving Gender Balance in FTSE Leadership. Nov 2018. Hampton & Alexandre Review.
Presence of women in the Spanish company. March 2019. INFORMA D&B.
Guide for the Incorporation of the Gender Perspective in contracts, subsidies, agreements and concerts. Feb 2019. Basque Government.
Equality and conciliation plans in companies. 2009. The 40 most frequent questions. Women Foundation. Gob. Balearics.
Women Network, Talent and Leadership. May 2018. Institute for Women. Equality Ministry.
Women in the Digital Economy in Spain. 2018. DigitalES / Quantcae (European Commission).
Network Companies with distinctive "Equality in the Company" (DIE Network). March 2019. Ministry of Equality.
Gender equality. Indicators Unesco Culture for Development. 2014.
Gender Equality Global Report & Ranking. 2018. EQUILEAP.
The Global Gender Gap Report 2018. World Economic Forum
Equality in companies. Regional Ministry of Andalusia. 2010
Equality and Conciliation Plans. Employment, Training and Autonomous Work Counseling. Ministry of Andalusia. 2019
Work Alert: Mandatory Equality Plans for Companies with more than 50 workers. March 2019. GA_P.
Good Government Code Listed Companies. Feb 2015. CNMV.
RD Law 6/2019, of March 1, on urgent measures to guarantee equality of treatment and opportunities between women and men in employment and occupation.BOE nº 57, 07/03/2019.

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