The plan aims to establish and develop policies that integrate equal treatment and opportunities between women and men, as well as promote and promote measures to achieve equity in the organization, establishing equal opportunities between women and men as a strategic principle of its institutional policy.

The Vice President of the Government, Minister of the Presidency, Relations with the Courts and Equality in office, Carmen Calvo, participated in the presentation of the first Equality Plan of the Civil Guard, whom she congratulated because "the extraordinary and prestigious name of the Guardia Civil will also be linked to the convinced struggle of democracy for equality between men and women. "

In the presentation, which also involved Fernando Grande-Marlaska, acting Minister of the Interior, Ana María Botella, Secretary of State for Security, and Felix Vicente Azón, general director of the Civil Guard, Calvo said that "equality in democracy it is not an option, it is one of the great obligations to serve Spain and to preserve our model of coexistence ". In that sense, he referred to the "important credit that the Civil Guard has in the public opinion of our country," and has valued "the commitment of the women" of the Corps "to fight for their own spaces "and the symbolism that this has for the rest of society.

The acting vice-president highlighted the importance of promoting improvements that favor the integration of women on equal terms in all jobs, specialties and scales "so that they arrive more, in good conditions, so that they can make their career with the same opportunities as the men do it and reach the levels of the ladder that allow them to transform the criteria of work and daily service ". Also, he has asked for "complicity so that young girls look at the Civil Guard as a profession and a space of service to their country."

Objectives of the I Equality Plan

The Equality Plan aims to establish and develop policies that integrate equal treatment and opportunities between women and men within the Civil Guard, without directly or indirectly differentiating by reason of sex; as well as promoting and promoting measures to achieve equity within the organization, establishing equal opportunities between women and men as a strategic principle of its institutional policy.

Prior to its development, it was necessary to prepare a Situation Diagnosis that would allow a broad exposition of the reality of the Body, recognizing the different qualifications, attitudes, needs, interests, demands and motivations of the women and men that comprise it.

Once this diagnosis has been completed, the Equality Plan has been drawn up, whose purpose is to promote access, permanence and professional promotion of women and men in the Corps; make the potential, the motivation and the involvement of each person profitable; adapt personnel policy to the needs of women and men; as well as promoting measures on equality between women and men that contribute to improving the work environment.

A fundamental purpose of the Plan is to correct issues that may lead to future discrimination on the basis of sex. For this reason, its continuous evolution is necessary as the realities on which it is based are modified. The commitment of the Civil Guard is not restricted, therefore, to the development of the Plan itself, but extends to its implementation, monitoring and evaluation.

Action axes and measures of the I Equality Plan

1. Access, selection, promotion and development. Incorporate gender equality in the processes of access and promotion, as well as changes in destination / specialty with the aim of improving opportunities and reducing the number of resignations. For this purpose, measures are contemplated, among other measures, that bring the Civil Guard closer to young people of the less represented sex to promote a higher income rate, or the establishment of nursery schools in training centers.

2. Working conditions. Improve the application of the gender perspective in the allocation of staff schedules and in the physical conditions of the work environment.

3. Representation of women and men. Move towards a more balanced presence in all jobs and in all specialties (taking into account jobs in each specialty). Apply measures and actions aimed at encouraging women civil guards to be present in the governing bodies of the Corps, such as the Civil Guard Council.

4. Reconciliation of personal, work and family life. To move towards greater institutional co-responsibility through measures that facilitate women and men to develop the different facets of their lives without affecting their professional careers or work / study conditions in a differential way.

To this end, the Civil Guard has a conciliation guide and contemplates applying measures to strengthen training and awareness in co-responsibility, reserve breastfeeding spaces in the barracks or know the evolution of the needs of conciliation of staff.

5. Remuneration. Consolidate real equality in the remuneration of men and women in the workforce, correcting possible deviations.

6. Harassment, sexist attitudes and perception of discrimination. Act decisively to improve the prevention and eradication of different types of harassment, sexist attitudes, discriminatory treatment based on sex, gender or sexual orientation and other gender violence.

In this section, the figure of the "confidential adviser" is established as a resource to which any member of the Civil Guard may refer who feels they are suffering or who has observed conduct that could amount to harassment. Other measures are also established, such as awareness campaigns or workplace climate surveys.

7. Equality policy. Improve the structures and resources that serve as a basis as a global framework for the development of gender equality policies in the Civil Guard. For this purpose, it is intended to strengthen the Women and Equality Area, as well as equality training in all Guardia Civil training plans.

8. Communication, image and language. Improve compliance with current legislation regarding the non-sexist use of language and non-stereotyped images of women and men in institutional communication. The Civil Guard currently has an inclusive language guide and is developing a guide to good practices for communication.

9. Policies of impact on society and social responsibility. Improve the social impact policies of the Civil Guard in matters of gender equality as part of its corporate social responsibility.

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