Companies drag their ft in obligatory labor measures for LGTBI+ | Economy | EUROtoday

On January 8, a month in the past, it ended a deadline that questioned all corporations of fifty employees or extra. By then they need to have opened the negotiation with worker representatives to specify measures for the equality and non -discrimination of LGTBI+individuals, in compliance with the settlement concerning the Ministry of Labor, Trade Unions and employers. According to the State Federation of Lesbians, Gais, trans, bisexual, intersex and extra (Felgtbi+), corporations are dragging their ft. They make sure that many corporations haven’t opened a dialog that ought to already be underway.

Since January 8, three months after the approval of the Regulation, “all collective agreements must be open for the presentation of the proposals of each negotiating party, whose obligation is to form a set of definitive measures,” says William Gil D´ Avolio, government director of Felgtbi+. “The deadline has already been fulfilled and from the Federation we warn that, although there is awareness in the sector, these plans are still going to land,” he denounces. It is an impression much like that of Carolina Vidal, confederal secretary of ladies, equality and dealing circumstances of CC OO: “It is taking, it is costing in many cases.” In addition, it emphasizes that there are corporations “with the obligation to open the agreement” to deal with these measures, “but that ideologically do not share it.”

This set of measures is predicated on a regulatory improvement of the one generally known as ley trans (which ensures the true and efficient equality of trans individuals and for the assure of the rights of LGTBI individuals): it establishes that collective agreements should ponder particular clauses of equal remedy and non -discrimination for individuals LGTBI+; It factors out that corporations should educate to keep away from discrimination of the collective in interviews and promotions; units the inclusion of a protocol towards harassment and violence; that “the” templates heterogeneity to attain numerous work environments “will be promoted”; and contemplates particular measures to advertise the mixing of the trans group, the one which suffers probably the most labor discrimination.

This set of insurance policies should be developed obligatory in corporations with greater than 50 staff, however can apply to many others of smaller dimension, because it should be transferred to all agreements. “It is important to understand that in compliance with measures to promote equality and avoid lgtbifobia at work we not only talk about legal obligations, but also social commitments and values, dignity and human rights,” provides the consultant of Felgtbi+

Toño Abad, accountable for the UGT LGTBI+ space, believes that “it is a bit early” to evaluate how the negotiation and implementation of those measures is advancing: “We have the confidence that companies will start it.” It emphasizes that it’s “a new matter”, however that this doesn’t forestall its union being “vigilant.”

It is a place much like that of July of the Valley, basic director for the true and efficient equality of LGTBI+individuals, below the Ministry of Equality: “The novelty logically needs its time. By being able to negotiate in addition to by company, by sector agreements, I trust that on brief dates many workers can enjoy the measures that take care of their rights. ” Del Valle catalogs the brand new rules as “a pioneer instrument worldwide.” “The most important thing is that there is a broad agreement between business and union representation so that our companies are increasingly inclusive and diverse,” he provides.

If there is no such thing as a settlement between the representatives of the unions and the corporate on April 8 (three months after January 8), says Gil D´Avolio, the businesses are additionally obliged to implement a sequence of minimal measures contemplated within the Royal Decree. “They will continue to apply until those that can subsequently be agreed by collective agreements or agreements subsequently enter,” provides Felgtbi+consultant. Companies that don’t comply face attainable inspection sanctions. At the identical time, unions do not forget that they face these negotiations with inadequate assets. “There are reluctance in the employer because it looks as a minor thing. We have the conviction that you have to do it, ”provides Vidal.

“For some companies that already had measures for the equality and non -discrimination of people LGTBI+, this process has been easier to drive, which accounts for the importance of anticipation. We encourage companies to continue their work beyond the times of collective bargaining, ”provides Gil D´Avolio. He places his group out there to corporations “to accompany them”, since “this does not constitute a struggle between the company and the workforce or between the company and the LGTBI+people.” “If the direction of a company thinks that this is a mere formality, you should know that the fact that people are not visible in their work space is the first signal to take into account to know what these policies are urgent to work. Because, statistically, in a company of more than 50 people, there are insurance people LGTBI+, ”provides Gil D´Avolio.

The extremely menace

The UGT consultant underlines the impact of the worldwide context on this kind of insurance policies, earlier than the power of the intense proper and the attainable setback of corporations in range insurance policies. “What we are seeing is not a risk of loss of rights, but is already happening,” Abad denounces, which pays particular consideration to the United States and his corporations after the inauguration of Donald Trump: “We are very concerned. The right of many people to live with dignity is limited. Many companies are following the steps of the administration of the United States. ” The CC OO commerce unionist coincides: “Many companies, seeing that now those who support ultra -right ideas, choose to hide, not to foster equality policies. We cannot allow it. ”

From Felgtbi+ they point out that this political state of affairs “reinforces the importance of laws and the rule of law against market volatility.” Gil D´Avolio claims to the Ministry of Labor to watch compliance with this new rules and add a message: “We remind the minister of their public commitment to also approve an accompaniment protocol for the labor insertion of trans people. At present, four out of ten trans people are at risk of poverty, 16% more than the general population. ”