The commitment of BEAZ, S.A.U is reinforced through the publication in the Regcon of the I er Plan for the Equality of Women and Men 2022- 2025 with registration number 003804.
The document addresses all the working people in the entity and establishes the guidelines to be followed for four years, with 3 axes, 9 objectives and 24 actions.
The development of the First Equality Plan took into account the following legislation on plans for the equality of women and men:
- Organic Law 3/2007, of March 22, for the effective equality of women and men.
- Royal Decree-Law 6/2019 of 1 March on urgent measures to guarantee equal treatment and opportunities for women and men in employment and occupation.
- Royal Decree 901/2020 of 13 October regulating equality plans and their registration and amending Royal Decree 713/2010 of 28 May on the registration and deposit of collective labour agreements and agreements.
- Royal Decree 902/2020 of 13 October on equal pay for women and men.
The following foral strategic frameworks on gender equality have also been addressed:
- VI Foral Plan for the Equality of Women and Men, of the Provincial Council of Bizkaia.
- Foral Equality Standard 4/2018, of 20 June, for the Equality of Women and Men.
BEAZ has an organizational culture based on the systematization of the work processes in which the implementation of the I Plan for Equality follows the same management system as the other lines of work of the entity.
With the diagnosis and elaboration of the I Plan for Equality, BEAZ has taken a proactive decision regarding compliance with the legal requirements that in terms of equality of women and men mark the current regulations for entities of a higher size. And, in turn, shows its commitment that the Plan should also incorporate actions of the 6th Foral Plan for the equality of women and men of the Provincial Council of Bizkaia, as well as the Foral Standard for the equality of the same foral entity.
It stands out its composition balanced by gender, the low occupational segregation – only occurs in administrative positions – and the lack of vertical segregation or glass ceiling. It also has a stable framework of labor relations, known and shared with other foreign entities, provides stability to the people management model and allows for objective and systematized practices.
