The URV Foundation (FURV) has drawn up its third Equality Plan (April 2021 - April 202025) as a consequence of its continued commitment to establishing equal opportunities between women and men as a principle of organizational behaviour.  Measures have been set up to be developed with the actions listed below in order to meet the general objectives derived from the qualitative and quantitative diagnosis made on the template. Different aspects of the diagnosis have been assessed, such as access to and selection of the organization, professional classification, recruitment, seniority, promotion, training, family reconciliation, work and personnel, occupational health and prevention of sexual and moral harassment.

Measure 01

Action: Establishing an annual review of the gender balance of the workforce in general, and of all professional posts and categories, with the commitment to take positive action measures to prevent inequalities.

Target: Get as balanced a presence as possible between the two sexes on the staff of the organization

Measure 02

Action: Improving the selection and promotion processes on equality that prevent vertical and horizontal segregation, to ensure a transparent selection process for membership of the organization by drafting and disseminating non-discriminatory job offers, updating the Staff Selection Procedure.

Target: Maintain and ensure a selection and access procedure in the organisation based on objective and non-discriminatory criteria based on sex.

Measure 03

Action: Promote positive and consistent action measures to recruit on equal terms and merits, both men and women, in places or categories and departments, where their presence is minority or void.

Target: Maintain and ensure a selection and access procedure in the organisation based on objective and non-discriminatory criteria based on sex.

Measure 04

Action: Create an internal policy of social reintegration, to promote access to people at risk or vulnerability.

Target: Facilitating access to the world of work to groups that are vulnerable and at risk of exclusion within the organization

Measure 05

Action: Promote the promotion of employed persons on equal merits and experience, according to established criteria and objectives, non-discriminatory based on sex.

Target: Achieving equality between women and men in the different departments of the organization

Measure 06

Action: Adopt a job rating system that gives a value to each job and allows for pay based on that value, making the necessary adjustments to the professional classification to adapt the categories to the tasks actually performed.

Target: Guarantee the principle of equality in the professional classification system

Measure 07

Action: To continue to apply the bases of proper recruitment according to the professional group of workers.

Target: Maintaining stability in employment in both sexes, through indefinite full-time recruitment as a main type of contract in women and men within the organization

Measure 08

Action: Promote and promote access to the internal promotion of the entire workforce to fill the vacant positions on equal opportunities in both sexes.

Target: Ensuring and promoting as much as possible, the incorporation and/or participation of women, on equal merits and capacity, in the Directing Team and positions of responsibility or other positions, categories or professional groups.

Measure 09

Action: Train the Directorate-General, the department of human resources, and people with other positions of responsibility in equal opportunities between women and men, and in the management of human resources from a gender perspective.

Target: To continue to increase the level of equal opportunities training for the whole organization in order to ensure that the staff acquire an optimum gender perspective.

Measure 10

Action: Performing training and awareness-raising actions on equal opportunities between women and men, and gender perspective on the organization's staff.

Target: To continue to enhance equal opportunities training for the whole organization in order to get the staff to acquire an optimum gender perspective

Measures 11

Action: Defining the Basic Guide for a non-existent language usage to the entire organization template, updating the organization's communication and publication to incorporate a non-existent and inclusive language usage.

Target: Keep an image and communication from the inclusive organization and do not exist.

Measure 12

Action: To enable the various conciliation measures to be enjoyed by both sexes, without being exclusively taken over by women, as well as the use of permits for family responsibilities.

Target: To consolidate greater and better reconciliation of the family and working life of the workers of the organization.

Measure 13

Action: Defining the measures of conciliation and co-responsibility to the entire workforce, and carrying out a regular survey to know the needs of staff conciliation.

Target: To make it easier to adapt to working hours, in the organisation of time and in the form of provision, to facilitate reconciliation and promote co-responsibility.

Measure 14

Action: Keep the Retributory Register updated annually, contemplating the pay gap.

Target: Improving the prevention of possible discrimination on the basis of sex.

Measure 15

Action: Guaranteeing a clear and transparent structure, in order to facilitate its anti-discrimination control, including the definition and conditions of all wage supplements.

Target: Improving the prevention of possible discrimination on the basis of sex.

Measure 16

Action: To make a comparative assessment of the professional classification system, both in terms of the level and the functions required in professional groups, to review the average pay and all its components (base salary plus complements, social benefits, etc.) received by men and women.

Target: Improving the prevention of possible discrimination on the basis of sex.

Measure 17

Action: It consistently maintains an assessment of physical and mental occupational risks from a gender perspective. This assessment will have to pay particular attention to the prevention of specific risks for workers, during pregnancy and breastfeeding, such as psychosocial risks, ergonomic risks and occupational risks.

Target: To continue to guarantee labour health with an integrated gender perspective.

Measure 18

Action: Re-publicise and raise awareness of the Protocol against Sexual Harassment and Sexuality to all employees of the organization.

Target: To continue to work towards optimising effective protection measures against sexual and/or moral harassment and harassment on the basis of sex negotiated with the Legal Representation of working people.