CETMAR presents its Equality Plan to the staff
- The new CETMAR Equality Plan, presented on January 30, transforms the analysis of the internal reality into concrete measures to advance equal opportunities between men and women within the organization.
The Marine Technology Centre (CETMAR) presented its new Equality Plan to its staff last Friday, January 30. This document defines the lines of action for the next four years, with the aim of continuing to advance effective equality between women and men in the workplace.
The plan is based on an internal diagnosis that provides an overview of the centre’s situation in terms of workforce composition, recruitment, training, work-life balance, and work organization. It represents a snapshot that serves as a technical starting point to identify areas for improvement and design measures adapted to the organization’s reality. On this basis, the Equality Plan focuses on proposing actions for continuous improvement to be implemented.
One of the key pillars is the incorporation of equality into recruitment processes, through the development of a best practices manual and a commitment to ensuring equality from the outset. Equality criteria will be integrated from the staff onboarding stage. At present, CETMAR’s workforce is clearly feminized, with 75% women. Of the 52 employees at the centre, 39 are women and 13 are men.
The plan also seeks to strengthen training, both in equality and in the prevention of harassment and respect for diversity, with actions aimed at the entire workforce and with special attention to positions of responsibility. The prevention of harassment and gender-based violence, as well as the promotion of occupational health, are the main objectives of these measures. In this regard, internal protocols are also updated and the equality perspective is integrated into the assessment of the work climate through a specific survey.
Work-life balance is another major milestone of the Equality Plan. Measures are introduced to increase working time flexibility, improve and extend leave entitlements, and provide a suitable space for pregnant employees and breastfeeding women. Awareness-raising actions are also planned to ensure that all staff are aware of and can make use of these rights under equal conditions.
Finally, the plan includes actions aimed at promoting inclusive communication and language, through the review of institutional documentation and awareness-raising initiatives that contribute to consolidating an organizational culture based on respect and equal opportunities.
