Pamplona (EFE).- The Government of Navarra has presented the I Equality Plan for the Foral Administration. Guaranteeing equal treatment and opportunities and establishing tools to combat discrimination based on sex in relation to access to jobs, professional promotion, training and other working conditions are its objectives. This plan affects more than 30,000 people.
It has been described as “a milestone” by the Vice President and Minister of the Presidency, Equality, Public Function and the Interior, Javier Remírez. After acknowledging that “perhaps it took too long”, he stressed that it is the result of “extensive, intense and joint work” by the Navarro Institute for Equality and the general direction of the Public Function. In addition, he has said, he has the “almost unanimous” support of the union forces.
The plan will be approved in a government session before Easter
The document will be approved in the last session of the Government before Easter. It has 7 lines of action, which include 13 strategic objectives, 21 operational ones and 91 measures.
The details of the same have been exposed in a press conference by the general director of Public Function, Amaia Goñi, and the managing director of INAI, Eva Istúriz.
Its implementation concerns all the personnel of the Government of Navarra and its dependent autonomous bodies and complies with the Foral Law on equality between women and men. It will be valid for four years from its approval and will be monitored and evaluated twice a year.
For its preparation, a diagnosis carried out in 2021 and a survey answered by 9% of the staff have been taken into account. It shows a feminized distribution with 71.29% women and 28.71% men. It also reflects that, on average, the income of men is higher than that of women by 6.65%, a difference, Istúriz has remarked, lower than that of the private sector.
The gap, he explained, is due to the fact that although salaries are the same for the same position, men receive a higher percentage due to supplements, responsibilities or because a greater number of women have reduced working hours.
Greater gap in the heads of the health area
By position, the one that shows the greatest difference is that of care heads in the health area, in which men earn 22.21% more than women. In general, the presence of women in the most responsible positions is less than their weight in the workforce.
By departments, the most feminized is Health and the only masculinized is the Presidency, Equality, Public Function and Interior is the only masculinized, due to the low percentage of women in the Provincial Police and Fire Department. However, he has highlighted that the Provincial Police has made significant progress, has its own Equality plan and in the latest promotions, women represent 30% of access.
Regarding co-responsible reconciliation, it is observed that there is a care gap, with 8% of women reducing their working hours to care for children under 12 years of age compared to 2.12% of men.
Women are more committed to recycling
Finally, regarding the distribution of the workforce by educational level at the operational level, it can be seen that the percentage of women with university studies is almost 11 points higher. Women with a university level represent 66.86% and in terms of internal training, 77.21% are women and 22.79% men, that is, women are more committed to training recycling.
In order to face gaps such as wages, Goñi have pointed out, it is necessary to first know the reason, the why, in order to be able to act.
In this sense, he has indicated that the Public Function is promoting a study of jobs in which all the functions and remuneration inherent to each function are analyzed, in order to analyze the remuneration supplements that each function can carry. Once they have it, they will work with the Equality Plan.
The Plan has seven axes
Regarding this plan, its seven axes seek to articulate the different issues that need to be addressed in terms of people management. These are: Governance model, personnel access and provision policy, training policy, remuneration policy, policy for the organization of working time and care, Occupational Health policy and ending violence against women.
Specifically, its objective is to promote the promotion of women’s access to positions of responsibility and masculinized positions. It also seeks to guarantee the incorporation of the gender perspective in a transversal way in all the training policy of the Administration and to eliminate the differences based on sex in remuneration matters, among others.
It also seeks to promote the co-responsible reconciliation of personal, family and work life, guarantee the inclusion of the gender perspective in the field of occupational health and the prevention of occupational risks. In short, it tries to promote a co-responsible and egalitarian organizational culture. EFE