The conclusions of the final evaluation report of the 3rd Equality Plan have also been made known.

The Equality Commission has agreed today, Monday 25th November, to approve the proposal for the IV Equality Plan for the Administration’s general services staff and to submit it to the Consell de Govern. The new Equality Plan includes 88 actions distributed in five main areas: Culture of equality and good governance; Access, promotion, remuneration and empowerment of women; Conciliation and co-responsibility; Situations of special protection (prevention of sexual harassment and gender violence) and Health and occupational hazards.

TDB keeps you informed. Follow us on Facebook, Twitter and Instagram

The Equality Commission approves the proposal of the IV Equality Plan (2024-2027)

The conclusions drawn from the evaluation of the impact of the 3rd Equality Plan have been taken into account in drawing up this 4th Equality Plan. This evaluation report was also presented today at the Equality Commission, chaired by the Councillor of the Presidency and Public Administrations, Antònia Maria Estarellas, and whose members include the Director General of Civil Service, Antoni Mesquida; the Director of IBdona, Catalina Maria Salom; the Director General of Budgets, Bartomeu Alcover; and the trade union representatives of CCOO, USO, UGT, STE-y, CSI-CSIF and SINTTA.

Before beginning the session, the councillor thanked the members of the commission in charge of carrying out the equality plans and protocols and implementing them. Estarellas also remarked that ‘in terms of equality, it is never enough’ and took advantage of a day as important as today (International Day for the Elimination of Violence against Women) to assure that the Government will continue to work to ensure that all workers in the autonomous community have the necessary tools to tackle the scourge of male violence.

The main conclusions reached by this evaluation report are that, despite being the shortest Plan in terms of time, it has had the most actions to date, a total of 108 (compared to 69 actions in the 2nd Plan and 103 in the 1st Plan). Among these actions, the European methodology has been applied to the calculation of the pay gap, the protocol to prevent and act in cases of sexual harassment, harassment based on sex, sexual orientation, gender identity and gender expression has been reviewed and modified, as has the protocol for the administrative mobility of victims of gender-based violence, and for the first time, a specific axis of Occupational Risk Prevention (ORP) has been incorporated.

The main data obtained from the staff survey are as follows:

Regarding axis 1, on the Culture of Equality, the data are positive, given that about 2020, more workers in the General Services of the CAIB are aware of the existence of the person responsible for equality (there has been an increase from 25.5% in 2020 to 49.8% in 2023).

About Axis 2 on Access, remuneration and empowerment of women, the data have improved in terms of vertical segregation, as more and more women occupy high-level specialised positions (from 50% in 2020 to 55.1% in 2023). It should also be noted that women continue to apply for fewer internal promotions, but the percentage of women who attribute this to their family responsibilities has decreased. About the wage gap, the data are also positive because it has gone from 13.26% in 2019 to 12.31% in 2023. Within this axis, work must also be done to encourage women to be promoted and to promote their access to high-level positions, where they are still in a minority.

About Axis 3 on Reconciliation and co-responsibility, the report concludes that it is still more women who take advantage of reconciliation measures and also those who ask for reduced working hours to be able to reconcile work and family life. The report also shows that there are still masculinised and feminised household tasks and that men say they are more satisfied with their personal, family and study time.

Concerning axis 4 on situations of special protection, in 2020, 38.7% were aware of the protocol against harassment and now the figure has risen to 41.5%.

Regarding axis 5, Health and risks at work, there is no previous data available to compare the evolution of the indicators, but it is concluded that work must continue to be done to apply the gender perspective in the studies on working conditions in terms of the health and safety of the staff.