Equality Plans & Legal Implementation
A gender equality plan is not a document. It's a commitment in action.
Many organisations have equality plans. Far fewer have equality plans that work.
At GenderGaze, we design, negotiate, and implement legally compliant gender equality plans that are built from your organisation’s actual data, culture, and legal context — not from a template. Whether you are fulfilling a regulatory obligation or making a strategic commitment, we accompany you through every phase of the process: from the first diagnosis to the annual review.
We work with organisations across the European Union, Spain, Argentina, and Chile — adapting our methodology to each jurisdiction’s legal requirements, labour relations context, and organisational culture.
Equality Plans — Full Cycle
Why Choose GenderGaze?
Diagnosis — Understanding Where You Stand
Before any plan can be written, your organisation needs an honest, evidence-based picture of its current reality. Our diagnostic phase goes beyond surface-level data to reveal the structural patterns that shape gender inequality in your workplace.
What our diagnosis covers:
Workforce data analysis. We collect and analyse headcount, recruitment, promotion, and turnover data disaggregated by gender, level, and function — identifying where inequality is concentrated and how it reproduces over time.
Gender pay gap assessment. We calculate your organisation’s raw and adjusted pay gap using recognised methodologies, identify the drivers behind the gap, and assess your exposure under applicable pay transparency legislation — including the EU Pay Transparency Directive (2023/970), Spain’s Royal Decree 902/2020, Chile’s Law 20.348, and relevant frameworks in Argentina.
Representation mapping. We map the distribution of women, men, and other gender identities across all levels of your organisation — from entry-level positions to the board — and identify where barriers to progression are concentrated.
Workplace culture and climate assessment. Through surveys, interviews, and focus groups, we assess informal norms, perceived fairness, and the cultural conditions that enable or hinder gender equality in daily working life.
Legal compliance review. We assess your current equality-related policies, procedures, and documentation against applicable national and international obligations — identifying gaps, risks, and priorities before the plan is written.
Design — A Plan Built for Your Organisation
No two equality plans should look the same, because no two organisations face the same gaps, operate under the same legal framework, or have the same capacity for change.
GenderGaze designs every equality plan from the diagnostic findings — not from a generic template. Each measure in the plan responds to a specific gap identified in your organisation, has a named owner, a realistic timeline, and a measurable indicator.
Our plans include:
A structured set of measures across all regulated areas: recruitment and selection, professional classification and promotion, training and development, remuneration and pay transparency, work-life balance and co-responsibility, prevention of sexual and gender-based harassment, and communication and organisational culture.
For organisations in Spain, our plans comply fully with the content requirements of Organic Law 3/2007 and Royal Decree 901/2020, including the mandatory salary audit under Royal Decree 902/2020 and the REGCON registration process.
For organisations in Argentina, our plans integrate the obligations of Law 26.485 on comprehensive protection of women, the Micaela Law (27.499) on mandatory gender training in the public sector, and relevant collective bargaining provisions.
For organisations in Chile, our plans address the requirements of Law 21.643 (Ley Karin), Law 20.005 on sexual harassment, and Law 20.348 on equal pay — with protocols and procedures that meet the standards required for companies with ten or more employees.
For organisations subject to EU law or CSRD reporting obligations, our plans are designed to feed directly into ESRS S1 social disclosures and align with the EU Gender Balance Directive (2022/2381) and the Work-Life Balance Directive (2019/1158).
The result is a plan that is legally sound, strategically grounded, and genuinely tailored to your organisation’s realities — not a document written to satisfy an inspection and then placed in a drawer.
Implementation — Turning the Plan Into Practice
This is where most equality plans fail. A plan approved in a negotiation table and registered with a regulatory authority is only the beginning. The real work is translating it into daily management decisions, HR processes, and organisational behaviour.
GenderGaze accompanies your organisation through implementation with a structured programme of workshops and advisory support designed to make the plan operational at every level.
Our implementation workshops include:
Equality Plan Launch Workshop — for all staff. Introduces the approved plan, explains its objectives and measures, and establishes a shared understanding of what the organisation is committing to and why. Available in English and Spanish, in-person or remote.
Manager Training: Leading with Equity — for line managers and team leaders. Equips managers with the specific skills needed to implement equality measures in day-to-day decisions: conducting bias-aware performance reviews, handling flexible work requests consistently, managing promotions fairly, and responding appropriately to team dynamics.
HR Deep-Dive: Implementing the Plan — for HR professionals. An intensive programme covering salary audit methodology, complaint handling procedures, data collection systems, and the specific regulatory processes applicable to your jurisdiction — including REGCON registration in Spain, Micaela Law compliance in Argentina, and Ley Karin protocols in Chile.
Equality Agent and Commission Training — for designated equality representatives. Builds the capacity of your internal equality commission or designated agents to fulfil their legal and organisational role: monitoring implementation, receiving concerns, and facilitating the annual review.
Social Dialogue Facilitation — for management and workers’ representatives. Facilitated sessions to support the negotiation of the equality plan with trade unions or workers’ committees — neutral, expert facilitation designed to reach agreement efficiently and respectfully, particularly relevant in Spain under the collective bargaining obligations of the Workers’ Statute.
All workshops are designed using an experiential methodology — real case studies, scenario-based exercises, and reflective practice — and are tailored to include country-specific legal content relevant to your jurisdiction.
Monitoring — Keeping the Plan Alive
An equality plan without monitoring is a promise without accountability. GenderGaze designs monitoring systems that make it practical and sustainable to track progress, identify where implementation is lagging, and report credibly to regulators, investors, and workers.
Our monitoring support includes:
Progress tracking frameworks. We develop a set of KPIs for each measure in your equality plan — quantitative indicators where measurable, qualitative indicators where appropriate — and establish the data collection processes needed to populate them consistently.
Annual review workshops. A structured half-day session with your equality commission, HR team, and leadership to review indicator data, identify implementation gaps, and recalibrate the action plan for the coming year. This session also supports the legal update obligations applicable in most jurisdictions.
Regulatory reporting support. Where your organisation has mandatory reporting obligations — pay gap disclosure under the EU Pay Transparency Directive, CSRD / ESRS S1 workforce disclosures, salary audit documentation in Spain, or inspection readiness in Chile — we provide the templates, data frameworks, and advisory support needed to meet them.
Plan renewal. As legal requirements evolve — and they are evolving rapidly across the EU and Latin America — your equality plan must evolve with them. GenderGaze provides annual legal update reviews to ensure your plan remains compliant and current.
We build from your data, not from a template. Every plan begins with your workforce analysis, your legal context, and your organisational culture. There is no standard document with your name added.
We stay through implementation. Many consultancies deliver a plan document and withdraw. GenderGaze designs the plan and then delivers the workshops, facilitation, and advisory support that make it operational — in the hands of the managers, HR professionals, and equality agents who carry it out.
We know the law. Our advisors bring deep knowledge of the regulatory frameworks in the EU, Spain, Argentina, and Chile — and of the ILO conventions that underpin them. We translate complex legal obligations into practical, proportionate action.
We speak the language of equality — and the language of organisations. Equality plans fail when they are written in a language that only specialists understand. Ours are written in the language of people who manage teams, run payroll, negotiate with unions, and report to boards.
We are ILO-certified. Our methodology is grounded in the Participatory Gender Audit framework certified by the International Labour Organization — the internationally recognised standard for organisational gender equality assessment.
Ready to build an equality plan that actually works?
Book a free discovery call and we will tell you exactly what your organisation needs — and what it doesn’t.
