Thanks to the work done to date, we have been able to verify how the administrations and other organizations that have opted to introduce a gender perspective and carry out policies for equal opportunities have encountered great difficulties:

• Existence of a lot of general information, but few products created specifically by municipalities, county councils, small businesses, NGOs, etc.
• Few instruments designed to help the small organizations that are predominant in the Catalan reality;
• Products difficult to implement by expert staff from other areas of knowledge not specialists in gender equality policies;
• Excessively generalist and theoretical courses that do not provide the necessary tools to be able to work on the subject;
• Few virtual courses that focus on experiential learning and co-creation of knowledge:
• Few specialized services that put people working on gender equality in contact.

To help overcome these difficulties, Atena Gender Consulting offers specialized services in the following areas:

Intersectional gender equality policies:

• Consulting service to resolve doubts and difficulties when introducing the gender perspective in the daily technical activity or in the internal organization of an organization.
• Introduction and specialization courses in gender equality policies: concept, regulatory framework, good practices in Catalonia and the rest of the world.
• Virtual courses to learn how to introduce a gender perspective in policies or services and to use existing tools: gender indicators, gender impact reports, gender-sensitive budgets.
• Conferences and seminars on gender equality policies.
• Studies and research around gender equality policies, strategies to implement transversal gender management, existing tools or policies designed with a gender perspective.

Gender equality policy plans:

The Equality Policy Plans are political instruments of action, which include, in a planned manner, a series of political proposals with the aim of correcting the main existing inequalities between women and men and reducing the conflicts arising from this situation. The actions foreseen in the plans seek to achieve the general and specific objectives that the city council has established after having carried out a gender diagnosis of the territory and of the municipal policies.

Equality Plans (service we offer jointly with the Rebes i Ferrer equality area: https://www.rebesferrer.com

Companies with more than 50 employees and all public administrations are required by law to have their equality plan.

The Equality Plan is an ordered set of measures, adopted after carrying out a situation diagnosis, with the aim of eliminating the imbalances and inequalities existing between women and men within the company; and to introduce the gender perspective in people management processes.

The Equality Plan must be negotiated and approved by a legitimized negotiation committee taking into account the criteria of RD 901/2020.

In relation to equality plans, we can help you:

• Set up the legitimized negotiating commission.
• Training on equality plans for all members of the commission.
• Realization of the diagnosis of equality from the perspective of intersectional gender.
• Design of the equality plan and the remuneration audit.
• Registration of the equality plan in Regcon.
• Implementation, monitoring and evaluation of the equality plan.
• Specific gender training for the staff of the human resources department.

LGBTI+ plans

Law 4/2023, of February 28, for the real and effective equality of trans people and for the guarantee of the rights of LGBTI people, establishes, in its article 15, the obligation for companies with more than 50 workers /is to have a planned set of measures and resources to achieve real and effective equality for LGBTI people.

To carry out this plan, we offer you the following services:

• Carry out a diagnosis of the company
• Define the objectives of the Plan
• Design the measures to alleviate the deficiencies identified and guarantee the equality and non-discrimination of LGTBI people
• Establish monitoring and evaluation indicators
• Determine a schedule for application, implementation, evaluation and action.

Protocol for prevention and action against sexual harassment and because of sex and/or gender

The Organic Law 3/2007 on the effective equality of women and men establishes that all companies, regardless of their activity or size, have the obligation to promote working conditions tending to avoid sexual and gender-based harassment , including in the digital sphere, arbitrating specific procedures for its prevention.

Tool to consolidate the policy of zero tolerance for behavior contrary to the freedom, dignity, physical and/or psychological integrity of workers and any person linked to the company and take a comprehensive approach.

The main objective of this Protocol is to prevent sexual harassment and harassment on the basis of sex that may occur in a company and among the members that make up the working community, acting to eradicate them and punish them , in addition to protecting and accompanying people whose rights have been violated.

Action protocol for attention to harassment or violence against LGBTI people

Law 4/2023, of February 28, for the real and effective equality of trans people and for the guarantee of the rights of LGBTI people, establishes in its article 15, that all companies have the obligation to have a action protocol to address harassment or violence against LGBTI people.

Harassment based on sexual orientation, sexual identity, gender expression and sexual characteristics constitutes any behavior (continuous and systematic) based on the sexual orientation, sexual identity, gender expression and sexual characteristics of a person that has the purpose or causes the effect of attacking their dignity or their physical or mental integrity, or of creating an intimidating, hostile, degrading, humiliating, offensive or annoying environment.

Tools to introduce the gender perspective in management:

Gender mainstreaming regulations, Gender-sensitive budgets, gender indicators, gender impact assessment reports, etc.

To incorporate the gender perspective, there are many tools that can be adapted to the specific reality of an organization.

Based on the gender mainstreaming regulation, a city council can consolidate its commitment to gender equity and regulate an internal methodology so that all departments and services work from an intersectional gender perspective.

Gender-sensitive budgeting is the application of transversal gender management (Gender Mainstreaming) to budgeting processes. This means assessing budgets in a gender-sensitive manner, incorporating a gender perspective at all levels of the budget process, and restructuring revenues and expenditures with the aim of promoting gender equality. It is possible to learn from the experiences that have taken place in Catalonia and internationally, based on them you can create your own methodology adapted to the characteristics of the organization.

Gender-sensitive indicators serve to signal societal changes in terms of gender relations over time and are useful throughout the planning process, from situation analysis and prioritization of major issues to monitoring of planning and evaluation of results and impact.

The gender impact assessment reports is a prospective evaluation technique of the rules, that is to say, an ex ante study and analysis of the regulatory project that is being promoted, to verify if at the time of planning the measures that contains the provision, the impact they will have on men and women and on gender equality (roles and stereotypes) has been taken into account. This methodology teaches us the importance of evaluation and we can apply it in the design process of any action, policy, program or service.