Investing in an Equality Plan provides legal, reputational and competitive advantages for any organisation, while also generating a positive impact at both social and corporate level.
Although certain companies are legally required to implement it, an increasing number of SMEs are choosing to develop it voluntarily due to the strategic benefits it offers.
Digital disconnection is one of the key digital rights recognised for employees in order to promote a healthy balance between personal, family and working life.
This right means that employees are not required to connect to work devices or respond to work-related communications outside their working hours.
Corporate wellbeing (or corporate wellness) refers to the promotion and care of people’s overall wellbeing within the workplace.
It involves creating an environment that encourages employees’ physical, mental, and emotional health, as well as their satisfaction and happiness at work.
Promoting wellbeing within an organisation benefits both employees and the company, generating a positive social impact and contributing to a more human, healthy, and sustainable corporate culture.
The European Union Regulation on Deforestation-free Products (EUDR) establishes rules for the placing on the market, making available, and export of certain products within the EU.
The regulation applies to the materials and products listed in its Annex I, referred to as relevant commodities and products, which contain, have been fed with, or have been produced using the following raw materials: cattle, cocoa, coffee, oil palm, rubber, soy, and wood.
In a world facing urgent challenges such as climate change, poverty, and social inequality, the Sustainable Development Goals (SDGs) of the United Nations (UN) represent a clear roadmap towards a fairer and more balanced future.
These 17 goals, established in 2015 as part of the 2030 Agenda, aim to tackle the most pressing global challenges from an integrated perspective, bringing together governments, businesses, and citizens in a shared effort.
The Data Protection Officer (DPO), also known as Delegado de Protección de Datos (DPD) in Spanish, is responsible for overseeing and recording the processing of personal data within businesses and organisations. Additionally, they act as a liaison between the company, the Spanish Data Protection Agency (AEPD), employees, and customers.
Their role is crucial in ensuring regulatory compliance, advising on the correct handling of information within the company, and guiding decision-makers on impact assessments.
The design and implementation of a Workplace Harassment Protocol is an unavoidable obligation for any company or self-employed individual with employees. Regulations require its application in all businesses, regardless of workforce size, and failure to comply may result in fines and financial penalties.
A Workplace Harassment Protocol is a plan that must include prevention, detection, and response measures to address any form of workplace harassment, such as:
Your phone vibrates. It’s a message or an email from your boss. It’s four o’clock on a Sunday afternoon, outside working hours. You’re with your family, having lunch at a restaurant with friends. You tell yourself you won’t reply because it doesn’t seem urgent, but you can’t get it out of your head. Instead of enjoying the moment, you keep thinking about that message, feeling a subtle but constant pressure. This phenomenon is called e-anxiety.
In reality, this state of alert affects your emotional connection with your family. You keep checking your phone, mentally rehearsing possible replies and anticipating what your boss might think if you don’t respond. You know they are always checking emails, even on public holidays, at night, or over the weekend. This adds extra pressure: What will your boss think if you don’t reply?
In Spain, all companies are required to maintain salary records, regardless of their size. This tool helps register employee remuneration with the aim of identifying and correcting pay disparities.
The pay register records the average values of salaries, bonuses (such as on-call shifts or allowances), and extra-salary benefits (travel expenses, mileage), broken down by gender. This allows companies to check for wage gaps and take corrective measures.
The Whistleblowing Channel is the communication medium through which a company receives and manages reports or complaints made by its employees or individuals linked to the organisation. These reports may relate to irregular or illegal conduct that has been witnessed or is known, and that violates legal regulations or the company’s internal policies.
This channel is a key tool for detecting irregular or unlawful behaviour within the company, whether it involves breaches of national or international regulations or violations of internal policies. Proper implementation allows the company to anticipate risks, improve management, resolve internal conflicts, avoid sanctions, and prevent crimes, fraud, corruption, harassment, and other unethical practices.