MEGAPLAS has signed its Second Equality Plan, continuing its work to raise awareness, protect and promote individual rights, including the right to equal opportunities for women and men. This establishes healthy standards of conduct and eradicates any behaviour that may be considered an unlawful intrusion into personal privacy or that violates people’s dignity.

As part of its strategies aimed at safeguarding and guaranteeing the principle of equal opportunities between women and men, Megaplas signed its First Equality Plan in November 2022.

The signing of this Equality Plan marks a continuation of the commitment to equality between women and men. The Equality Plan sets out and implements a series of measures and actions, such as ensuring equal treatment, and the defence and effective application of the principle of equality between women and men, by providing the same opportunities for recruitment and professional development at all levels, with procedures and policies that do not discriminate on the grounds of sex in matters of selection, recruitment, promotion, training and remuneration. Improving the balanced distribution of women and men across different posts and functional levels, particularly at those levels and in those roles where women are under-represented.

To promote and improve women’s opportunities to access positions of responsibility, thereby helping to reduce inequalities and imbalances. To organise training initiatives that facilitate the development of professional skills and competences equally, without distinction between women and men. To incorporate a gender perspective into occupational health and safety policy, taking into account the specific risks and illnesses (including psychosocial ones) affecting each sex. To encourage and promote a work-life balance for employees, encompassing work, family and personal life, and to foster shared responsibility for care. To ensure there is no discrimination against employees who are exercising their right to a work-life balance within the organisation, in relation to recruitment, promotion, training and remuneration.

Preventing and responding to any allegations of sexual harassment or harassment on the grounds of sex in accordance with the current protocol for such cases. Raising awareness and providing support for the integration and protection in the workplace of female workers who are victims of gender-based violence; as well as promoting a corporate culture committed to equality, involving the entire organization, company management, middle management and the entire workforce.