{"product_id":"equality-plan-course-rd-901-2020","title":"Equality Plan (RD 901\/2020)","description":"\u003cp dir=\"ltr\"\u003e\u003cspan\u003eAn 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 \u003c\/span\u003e\u003cspan\u003eEquality Plan Course\u003c\/span\u003e\u003cspan\u003e 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.\u003c\/span\u003e\u003c\/p\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eLearners 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.\u003c\/span\u003e\u003c\/p\u003e\n\u003ch2 dir=\"ltr\"\u003e\u003cstrong\u003e\u003c\/strong\u003e\u003c\/h2\u003e\n\u003ch2 dir=\"ltr\"\u003e\u003cstrong\u003eUnderstanding Equality Plan Training Under RD 901\/2020\u003c\/strong\u003e\u003c\/h2\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eEquality 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.\u003c\/span\u003e\u003c\/p\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eOrganic 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.\u003c\/span\u003e\u003c\/p\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eThis 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.\u003c\/span\u003e\u003c\/p\u003e\n\u003ch2 dir=\"ltr\"\u003e\u003cstrong\u003e\u003c\/strong\u003e\u003c\/h2\u003e\n\u003ch2 dir=\"ltr\"\u003e\u003cstrong\u003eWho Needs Equality Plan Training in Spain?\u003c\/strong\u003e\u003c\/h2\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eThis course is suitable for:\u003c\/span\u003e\u003c\/p\u003e\n\u003cul\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eHR managers and People professionals\u003c\/span\u003e\u003cspan\u003e responsible for workforce data, recruitment, promotion, training, pay practices, and work-life balance measures.\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eCompliance officers and legal support teams\u003c\/span\u003e\u003cspan\u003e who need to understand Spain’s workplace equality obligations and related business risks.\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eEmployee relations and labor relations professionals\u003c\/span\u003e\u003cspan\u003e involved in collective consultation, worker representation, or good-faith negotiation.\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eMembers of equality plan negotiating commissions\u003c\/span\u003e\u003cspan\u003e who require a structured understanding of diagnosis, evidence, objectives, measures, and monitoring.\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eEquality, diversity, and inclusion professionals\u003c\/span\u003e\u003cspan\u003e supporting workplace equality policies and measurable corrective actions.\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eManagers of multi-site organizations\u003c\/span\u003e\u003cspan\u003e who need to understand how an equality plan applies across workplaces, contracts, and worker categories.\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eHR consultants and workplace compliance advisers\u003c\/span\u003e\u003cspan\u003e seeking stronger knowledge of RD 901\/2020 and RD 902\/2020.\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eInternational business leaders operating in Spain\u003c\/span\u003e\u003cspan\u003e who need practical awareness of Spanish employment equality requirements.\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003ch2 dir=\"ltr\"\u003e\u003cstrong\u003e\u003c\/strong\u003e\u003c\/h2\u003e\n\u003ch2 dir=\"ltr\"\u003e\u003cstrong\u003eWhat Does the RD 901\/2020 Equality Plan Course Cover?\u003c\/strong\u003e\u003c\/h2\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eThe 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.\u003c\/span\u003e\u003c\/p\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eLearners 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.\u003c\/span\u003e\u003c\/p\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eKey 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.\u003c\/span\u003e\u003c\/p\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eLearners 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\u003c\/span\u003e\u003ca href=\"https:\/\/spanishcomplianceinstitute.com\/es-spanish\/products\/prevencion-acoso-laboral-masterclass\"\u003e\u003cspan\u003e \u003c\/span\u003e\u003cspan\u003eworkplace harassment prevention masterclass\u003c\/span\u003e\u003c\/a\u003e\u003cspan\u003e.\u003c\/span\u003e\u003c\/p\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eA detailed breakdown of the course curriculum appears below.\u003c\/span\u003e\u003c\/p\u003e\n\u003ch2 dir=\"ltr\"\u003e\u003cstrong\u003e\u003c\/strong\u003e\u003c\/h2\u003e\n\u003ch2 dir=\"ltr\"\u003e\u003cstrong\u003eCurriculum Summary\u003c\/strong\u003e\u003c\/h2\u003e\n\u003cdiv dir=\"ltr\" align=\"left\"\u003e\n\u003ctable\u003e\n\u003ccolgroup\u003e\n\u003ccol width=\"198\"\u003e\n\u003ccol width=\"415\"\u003e\n\u003c\/colgroup\u003e\n\u003ctbody\u003e\n\u003ctr\u003e\n\u003ctd\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eModule\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/td\u003e\n\u003ctd\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eKey Topics\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/td\u003e\n\u003c\/tr\u003e\n\u003ctr\u003e\n\u003ctd\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eModule 1: Legal Foundations of Equality Plans in Spain\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/td\u003e\n\u003ctd\u003e\n\u003cul\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003ePurpose and legal meaning of an equality plan\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eConstitutional equality and non-discrimination principles\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eOrganic Law 3\/2007 employer duties\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eCompliance requirements introduced by RD 901\/2020\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003c\/td\u003e\n\u003c\/tr\u003e\n\u003ctr\u003e\n\u003ctd\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eModule 2: Scope, Company Obligations, and Workforce Counting\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/td\u003e\n\u003ctd\u003e\n\u003cul\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eCompanies legally required to maintain an equality plan\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eWorkforce-counting rules and employment categories\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eCollective agreement and labor authority requirements\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eCoverage across workplaces and worker types\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003c\/td\u003e\n\u003c\/tr\u003e\n\u003ctr\u003e\n\u003ctd\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eModule 3: Negotiation, Diagnosis, and Evidence Collection\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/td\u003e\n\u003ctd\u003e\n\u003cul\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eFormation of the negotiating commission\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eGood-faith negotiation and worker representation\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eRequired equality diagnosis areas\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eEvidence gathering and sex-disaggregated analysis\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003c\/td\u003e\n\u003c\/tr\u003e\n\u003ctr\u003e\n\u003ctd\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eModule 4: Pay Audits, Equality Measures, and Workplace Protections\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/td\u003e\n\u003ctd\u003e\n\u003cul\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eRD 902\/2020 and equal pay requirements\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003ePay registers, pay audits, and work of equal value\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eCorrective recruitment, promotion, and training measures\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eHarassment prevention and work-life balance\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003c\/td\u003e\n\u003c\/tr\u003e\n\u003ctr\u003e\n\u003ctd\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eModule 5: Registration, Monitoring, Enforcement, and Business Risk\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/td\u003e\n\u003ctd\u003e\n\u003cul\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eREGCON registration and formal approval processes\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eMonitoring, evaluation, and plan review\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003eLabor inspection and non-compliance exposure\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003cli dir=\"ltr\" aria-level=\"1\"\u003e\n\u003cp dir=\"ltr\" role=\"presentation\"\u003e\u003cspan\u003ePublic procurement and long-term compliance readiness\u003c\/span\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003c\/ul\u003e\n\u003c\/td\u003e\n\u003c\/tr\u003e\n\u003c\/tbody\u003e\n\u003c\/table\u003e\n\u003c\/div\u003e\n\u003ch2 dir=\"ltr\"\u003e\u003cstrong\u003e\u003c\/strong\u003e\u003c\/h2\u003e\n\u003ch2 dir=\"ltr\"\u003e\u003cstrong\u003eWhy Does Equality Plan Compliance Matter for Employers in Spain?\u003c\/strong\u003e\u003c\/h2\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eEquality 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.\u003c\/span\u003e\u003c\/p\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eFailure 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.\u003c\/span\u003e\u003c\/p\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003ePublic 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.\u003c\/span\u003e\u003c\/p\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eWeak 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.\u003c\/span\u003e\u003c\/p\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eAll 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.\u003c\/span\u003e\u003c\/p\u003e\n\u003cp dir=\"ltr\"\u003e\u003cspan\u003eBy 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.\u003c\/span\u003e\u003c\/p\u003e","brand":"Spanish Compliance Institute","offers":[{"title":"Default Title","offer_id":53650219073883,"sku":null,"price":35.0,"currency_code":"USD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0963\/1118\/1659\/files\/Equality_Plan_RD_901_2020.webp?v=1784865894","url":"https:\/\/spanishcomplianceinstitute.com\/products\/equality-plan-course-rd-901-2020","provider":"Spanish Compliance Institute","version":"1.0","type":"link"}