Action plan on equal opportunities and equal treatment between women and men, non-discrimination and accessibility for elderly and disabled people
|
Nr. |
Priority area |
Activities |
Deadline |
Indicators |
Responsible |
|
1. |
Equal opportunities and equal treatment policy - promoting equal opportunities and equal treatment, eliminating direct and indirect discrimination and accessibility for older and disabled people |
Appointment of the person responsible for implementing the specific tasks in the field of equal opportunities and equal treatment, gender equality, non-discrimination and accessibility for elderly and disabled people |
January 2024 |
Existence of an Equal Opportunities Officer |
Director General/Administrator Human Resources (HR) |
|
2. |
Develop management commitment to the development of the plan for equal opportunities, non-discrimination and accessibility for older and disabled people |
January 2024 |
Existence of a written commitment by the management of the undertaking |
Director General/Administrator |
|
|
3. |
Enterprise-wide communication on plan development |
February 2024 |
Existence of written communications to company staff |
Human Resources (HR) |
|
|
4. |
Policy development on equal opportunities and equal treatment, non-discrimination and accessibility for elderly and disabled people |
February 2024 |
Existence of policy on equal opportunities between women and men, gender equality, non-discrimination and accessibility for elderly and disabled people |
Human Resources (HR) |
|
|
5. |
Implementing the Action Plan |
|
Analysis of the conformity of the action plans on the implementation of the principle of equal opportunities, non-discrimination and accessibility for elderly and disabled people with the existing and approved specific strategies |
Human Resources (HR) |
|
|
6. |
Monitoring and evaluation |
|
Existence of evaluation reports |
Director General/Administrator Human Resources (HR) |
|
|
7. |
Professional career - recruitment, remuneration, promotion and training of employees in accordance with the principles of equal opportunities |
§ Review policies and procedures for the recruitment and selection of new employees to ensure equal opportunities and treatment, non-discrimination and accessibility for older and disabled people § Regular analysis |
biannual |
Percentage of women, men, older and disabled people in employment |
Human Resources (HR) |
|
8. |
Developing the internal procedure for promotion, including the filling of managerial posts, in conditions ensuring equal opportunities and equal treatment, gender equality, non-discrimination and accessibility for the elderly and people with disabilities |
biannual |
Percentage of women, men, older and disabled people in management positions |
Human Resources (HR) |
|
|
9. |
Design and implement continuous training and career development plans without discrimination of any kind |
|
Percentage of women, men, elderly and disabled participating in training programs |
Human Resources (HR) |
|
|
10. |
Develop internal procedure on ensuring equal treatment in health and safety at work |
|
Existence of internal procedure |
Human Resources (HR) |
|
|
11. |
Work-life balance |
Review policies, procedures on work organization, working conditions and the working environment to ensure equal opportunities and treatment, non-discrimination and accessibility for older and disabled people |
|
Existence of internal procedure |
Human Resources (HR) |
|
12. |
Review policies, procedures and provisions on leave, special working time arrangements (part-time working, job-sharing, teleworking, flexible working hours, etc.). |
|
Existence and number of measures in place to ensure work-life balance (e.g. flexibility of working time and space, days off, etc.). |
Human Resources (HR) |
|
|
13. |
|
Number of measures taken to create workplaces that respect equal opportunities and equal treatment between women, men, elderly and disabled people (organization of offices, common areas, toilets, etc.). |
Director General/Administrator Human Resources (HR) |
||
|
14. |
Prevent harassment of any kind |
Developing policy on preventing and combating workplace harassment |
|
Existence of the procedure |
Human Resources (HR) |
|
15. |
Appointing the person responsible for identifying, preventing and responding to harassment |
|
The existence of a person responsible for identifying, preventing and responding to harassment of any kind |
Director General/Administrator Human Resources (HR) |
|
|
16. |
Development of a confidential and secure system for filing complaints related to harassment and gender discrimination at the workplace, in order to ensure that victims have effective access to all administrative and judicial steps provided for by law and to provide guidance throughout the entire process of these procedures |
|
The existence of a confidential and secure system for filing complaints about harassment and gender discrimination in the workplace |
Human Resources (HR) |
|
|
17. |
Taking action to prevent and eliminate harassment and bullying |
|
Raising awareness to avoid harassment and non-conforming attitudes from managers and staff. |
Human Resources (HR) |
|
|
18. |
|
Number of participants in information actions/ sessions |
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LEGAL FRAMEWORK AND DEFINITIONS
Equal opportunities - the concept that all human beings are free to develop their personal capacities and make choices without the limitations imposed by strict roles; that the different behaviors, aspirations and needs of women and men are equally considered, valued and favored means that women and men enjoy the same freedom to realize their aspirations. It refers to the absence of barriers to economic, political and social participation and equal treatment for all citizens irrespective of race, nationality, ethnicity, language, religion, social category, belief, gender, sexual orientation, age, disability, chronic non-contagious disease, HIV infection, membership of a disadvantaged group, and any other criteria.
Equal opportunities for women and men - refers to the absence of barriers in terms of economic, political and social participation and equal treatment for women and men. Equal opportunities between women and men means "taking into account the different abilities, needs and aspirations of men and women respectively and their equal treatment" (Law 202/2002).
ORDER No 137 of August 31, 2000 (**repealed**) on the prevention and sanctioning of all forms of discrimination**)
https://legislatie.just.ro/Public/DetaliiDocument/24129
Article 2(1) According to this Ordinance, discrimination shall mean any distinction, exclusion, restriction or preference based on race, nationality, ethnicity, language, religion, social category, beliefs, sex, sexual orientation, age, disability, chronic non-contagious disease, HIV infection, membership of a disadvantaged category, and any other criterion which has the purpose or effect of restricting or nullifying the recognition, use or exercise, on an equal footing, of human rights and fundamental freedoms or of rights recognized by law, in the political, economic, social, cultural or any other field of public life.(2) A provision to discriminate against persons on any of the grounds referred to in paragraph. (1) shall be deemed to be discrimination within the meaning of this Ordinance.(3) ) Provisions, criteria or practices which appear to be neutral and which disadvantage certain persons on the basis of the criteria referred to in paragraph (1) shall be deemed to be discriminatory within the meaning of this Ordinance. (1), in relation to other persons, unless such provisions, criteria or practices are objectively justified by a legitimate aim and the methods of achieving that aim are appropriate and necessary.