Workplace equality stopped being a statement of intent some time ago: it is a set of obligations with documents, registration and deadlines. We support organisations across the whole package, from the initial diagnosis to the evaluation of the measures years later.
WHAT IT INCLUDES
- Equality plan. Diagnosis based on real workforce data, technical support during negotiation, drafting of the measures and handling of the registration.
- Pay audit and pay register. Analysis of the job classification system, job evaluation and detection of gaps, with documented justification.
- Protocol against sexual harassment and harassment on grounds of sex. Drafting, implementation and investigation of cases when it is triggered.
- Planned LGTBI measures. The set of measures and the protocol for dealing with harassment or violence against LGTBI people.
- Mandatory training. For the negotiating committee and for middle management, who are the ones who get the first signal.
- Follow-up and evaluation. Monitoring committee, indicators and the report that has to be filed, so the plan does not end up in a drawer.
WHAT YOU GET
- Verifiable compliance, with documentation able to withstand an inspection.
- A protocol that works on the day it is needed, not just on the register.
- Sensitive data out of reach of whoever decides on that person’s career.
- Equality measures connected to the real work-life balance and shared responsibility of the workforce, not to a generic checklist.
It starts with a review of the situation: what has been done, what is registered, what has expired and what is missing. That produces a calendar of obligations ordered by urgency and a phased proposal. If the organisation already has a plan, we start by auditing it.
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