Its entry into force on January 14, 2021 for the purpose of the regulatory development of equality plans and their mandatory nature in companies with fifty or more workers, as well as their diagnosis, including registration, deposit and access obligations. . 2.- The negotiation procedure for equality plans must be initiated within a maximum period of three months following the moment in which the staff members who make it mandatory have reached it, establishing in any case a negotiating commission in which they must the representation of the company and the workers will participate on an equal basis, which will have powers to negotiate, as well as over the negotiation of the measures that make up the equality plan, identification of priority measures, and promotion of the plan in the company, among other. 3.- The content of the equality plans , which includes the diagnosis of the situation, which must incorporate issues such as the personnel selection and hiring process, working conditions, remuneration and the prevention of sexual and gender-based harassment.

Sex as well as a minimum content of the equality plan, and corrective measures in the event that the result of the diagnosis reveals the underrepresentation of people of a certain sex in certain positions or hierarchical levels. The equality plan, which will have a maximum period of four years, must contain a specific structure, as well as the measures that are necessary based [b][url=https://dbtodata.com/whatsapp-data/]WhatsApp Number List[/url][/b]  on the results of the diagnosis. 4.- The registration of equality plans will be carried out on a mandatory basis, regardless of their origin or nature, as well as a deposit of the measures and protocols to prevent sexual and gender-based harassment . On the other hand, in relation to Royal Decree 902/2020 , the main new features that are incorporated are: 5.- Its entry into force on April 14, 2021, and will aim to establish specific measures to make effective the right to equal treatment and non-discrimination between women and men in matters of pay, developing the mechanisms to identify and correct discrimination in this area and fight against it, applicable to all labor relations regulated in the Workers' Statute.

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The principle of remuneration transparency must be integrated in order to guarantee the effective application of the principle of equal treatment and non-discrimination in remuneration matters between women and men, through remuneration records, remuneration audits and other regulated instruments. in the aforementioned royal decree. 7.- In relation to the instruments of remuneration transparency, they incorporate, on the one hand, the remuneration register , which all companies must have with respect to their entire workforce and must include the average values ​​of salaries, salary supplements and extra-salary perceptions of the workforce disaggregated by sex; and on the other hand, the remuneration audit , in order to obtain the necessary information to verify whether the company's remuneration system, in a transversal and complete manner, complies with the effective application of the principle of equality between women and men in matters of remuneration. .