Equality Plan (RD 901/2020)

An ineffective or incorrectly prepared equality plan can expose an organization operating in Spain to labor disputes, inspection concerns, public procurement restrictions, reputational damage, and preventable workplace inequality. This Equality Plan Course provides structured online training on Spain’s Royal Decree 901/2020, helping professionals understand how equality plans must be negotiated, supported by evidence, registered, implemented, monitored, and reviewed.

Learners will explore employer obligations, workforce-counting rules, negotiating commissions, equality diagnoses, sex-disaggregated data, pay audits, corrective measures, harassment prevention, REGCON registration, and enforcement risk. The course turns complex Spanish equality legislation into practical knowledge that HR, compliance, management, labor relations, and equality professionals can apply within organizational procedures.

Understanding Equality Plan Training Under RD 901/2020

Equality plan training focuses on how organizations in Spain design, negotiate, and implement practical measures to ensure equal treatment and opportunities between women and men. Rather than relying on generic policies, this training emphasizes how to identify real workplace imbalances and address them through evidence-based actions.

Organic Law 3/2007 requires companies with 50 or more employees to develop and apply an equality plan. In some cases, plans may also be mandated through collective agreements or labor authority decisions. Royal Decree 901/2020 provides the operational framework, detailing how companies must calculate workforce size, establish negotiating commissions, carry out a structured diagnosis, define measures, and ensure proper registration, monitoring, and review.

This course is designed to help learners move beyond theory by understanding how these legal requirements translate into day-to-day organizational practices. It highlights that each equality plan must be tailored to the company’s specific workforce structure, employment conditions, pay systems, and organizational risks, rather than relying on standardized templates.

Who Needs Equality Plan Training in Spain?

This course is suitable for:

• HR managers and People professionals responsible for workforce data, recruitment, promotion, training, pay practices, and work-life balance measures.

• Compliance officers and legal support teams who need to understand Spain’s workplace equality obligations and related business risks.

• Employee relations and labor relations professionals involved in collective consultation, worker representation, or good-faith negotiation.

• Members of equality plan negotiating commissions who require a structured understanding of diagnosis, evidence, objectives, measures, and monitoring.

• Equality, diversity, and inclusion professionals supporting workplace equality policies and measurable corrective actions.

• Managers of multi-site organizations who need to understand how an equality plan applies across workplaces, contracts, and worker categories.

• HR consultants and workplace compliance advisers seeking stronger knowledge of RD 901/2020 and RD 902/2020.

• International business leaders operating in Spain who need practical awareness of Spanish employment equality requirements.

What Does the RD 901/2020 Equality Plan Course Cover?

The course follows the full lifecycle of an equality plan, starting with the legal and institutional context, including constitutional principles and Organic Law 3/2007. It then explains how to determine whether a company is required to implement a plan and how to correctly calculate the workforce threshold.

Learners are guided through the formation of the negotiating commission, including the role of worker representatives and the importance of good-faith negotiation. The course then focuses on the diagnostic phase, showing how to gather and interpret both quantitative data and qualitative insights.

Key diagnostic areas include recruitment and selection processes, job classification systems, access to training, promotion pathways, working conditions, pay structures, work-life balance measures, female underrepresentation in certain roles, and the prevention of sexual harassment and sex-based harassment.

Learners will also study pay registers, pay audits, work of equal value, corrective measures, REGCON registration, monitoring arrangements, review requirements, inspections, and longer-term compliance readiness. Because harassment prevention is an important part of workplace equality, organizations may also benefit from the related workplace harassment prevention masterclass.

A detailed breakdown of the course curriculum appears below.

Curriculum Summary

Why Does Equality Plan Compliance Matter for Employers in Spain?

Equality plan compliance is not limited to producing a document. Organizations must be able to demonstrate a valid negotiation process, an evidence-based diagnosis, measurable objectives, appropriate resources, implementation arrangements, and an effective monitoring system.

Failure to comply with equality plan and equality measure obligations can constitute a serious infringement under Spain’s Law on Infringements and Sanctions in the Social Order. More serious exposure can arise where discriminatory conduct, harassment, or failure to apply an equality plan ordered through a sanctioning procedure is involved.

Public procurement can also be affected. Under Spain’s Public Sector Contracts Law, a company with 50 or more workers may be prohibited from contracting with public-sector entities when it fails to maintain and register the equality plan required by Organic Law 3/2007.

Weak pay practices create additional risk. RD 902/2020 requires every company to maintain a pay register covering its workforce, while companies preparing an equality plan must include a negotiated pay audit. These mechanisms are intended to identify and correct unjustified differences and support equal pay for work of equal value.

All equality plans, whether mandatory or voluntary, must be registered in the relevant public register. Plans may remain in force for no longer than four years and must include monitoring and review arrangements, including at least an intermediate and final evaluation.

By completing this course, learners can build practical confidence in recognizing equality plan duties, organizing relevant information, supporting informed negotiations, evaluating workplace risks, and contributing to more reliable organizational decision-making.