Equality plans: from a formal requirement to closing the employment gap

Equality plans are no longer a purely formal obligation, but have become a structural tool for labour compliance and corporate governance. 

In this context, Carmen Galán, managing partner of Lener's Labour Department, analyses in Capital Humano how regulatory developments —from Organic Law 3/2007 to Royal Decrees 901/2020 and 902/2020— have profoundly transformed people management in organisations. 

The equality plan is now a legal obligation in collective bargaining, with a real requirement for diagnosis, concrete measures, verifiable indicators and effective monitoring. It is not a static document, but a living instrument, subject to judicial control and with a direct impact on business strategy. 

Practical experience shows that the risk usually lies not in the absence of a plan, but in its design or execution: poorly structured negotiations, incomplete diagnoses, generic measures, or failure to review the plan in the face of structural changes. 

Furthermore, the future transposition of Directive (EU) 2023/970 on pay transparency will reinforce the requirement for consistency between the equality plan, remuneration policy and selection processes. 

With International Women's Day just around the corner, our partner's reflection takes on special relevance.

“Effective equality requires more than good intentions; it demands planning, monitoring and a real commitment to transforming workplaces.” 

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