Fruits de Ponent Coperative Group has strengthened its commitment to gender with the implementation of a new Equality Plan that, this friday, has taken another firm step with the constitution of the Equality Committee and the appointment of two agents for equality. Today’s session included a training talk by the equality expert Mar Gaya.
In fact, the activation of this Plan is the result of a process that began in 2020, specifically on december 17, by the negotiating committee, which determined the need to carry out, throughout 2020, a diagnosis in matters of equality of the six companies that make up the group, as well as a remuneration audit.
It was based on the data and information collected that an Equality Plan between men and women of the Fruits de Ponent Cooperative Group was drawn up, valid for the period 2022-2025. The plan was registered with the Department of Labor on January 15, and this Friday, February 4, has given way to the constitution of the so-called Equality Committee, as well as the appointment of two agents for equality, two instruments that must ensure the correct implementation of the plan.
It should also be noted that a training task has been carried out on equality (integrating equality between women and men) in the Management Committee, in the Equality Committee and in the two agents for equality. At today’s meeting, Amaya Elbaile and Antonio Dolcet attended representing the workers; on behalf of the company Rubén Mezcua and Maria Roca; and the agents for equality have been Roser Moliné and Antonia López.
Gender equality in the business world is one of the Sustainable Development Goals (SDG) of the 2030 Agenda, and is also the subject of Royal Decrees 901/2020 and 902/2020, of october 13, which regulate the plans of equality in companies and equal pay between men and women. In the case of Fruits de Ponent, equality, understood in a broad sense, and diversity management are two of the strategic pillars of the cooperative group.
The Equality Plan 2022-2025 of the Cooperative Group includes a series of measures in this regard. Thus, aspects and elements are reflected, such as the commitment to organize working conditions with a gender perspective; gender perspective training for people who participate in selection processes; also at the level of awareness, holding workshops for the promotion and promotion of equality; the creation of an internal protocol that regulates promotions and career plans; the review and update of the remuneration policy of the group companies with regard to the evaluation criteria of the different jobs; review of the conciliation policy; the review, update and communication of the neutral language guide, as well as the review of the documentation to adapt it to inclusive language; conducting absenteeism studies with a gender perspective; and the review and updating of the procedures to be followed to prevent and detect possible cases of harassment.
