The gender gap in the workplace remains a noticeable barrier, even as some improvements show up. Progress is slow, and equity initiatives are a prime example. In the Valencian Community, only a quarter of eligible companies have adopted equity plans, with Alicante at the lower end of the spectrum. Here, 26% of applicable firms have implemented these schemes, placing the province behind Castellón at 49% and Valencia at 31%. When it comes to management representation, women remain underrepresented. Over the past decade, the share of women in leadership rose by merely 0.4 percentage points, to 28.9% of all managers.
In celebration of International Women’s Day, the Valencia Community Business Confederation (CEV) released a report evaluating the adoption of equality plans. These programs apply to companies with more than 50 employees and are designed to ensure equal treatment and opportunities for women and men, while eliminating gender discrimination through due diligence and practical measures.
Although the number of implemented plans has grown to 918 from 50 in 2020, the community still faces a sizable gap to reach the 2,600 companies that are obligated to adopt them. CEV notes a lack of comprehensive information due to registration gaps, with Alicante increasing from eight to 208 companies in the same period, yet still far from the target of 800. Castellón shows 176 of 350 eligible companies with plans, while Valencia has 475, and 1,500 more are expected. Additionally, 59 companies within related groups contribute to the total, though they are not headquartered in the region.
After analyzing barriers to proper adoption, the employers’ association offers recommendations to help close the gap. These plans are not about privileging one gender over another; they aim to restore balance, boost loyalty among female talent, and strengthen employer brands, which in turn enhances productivity and competitiveness.
CEV suggests simplifying wage registration tools and job evaluations. It also calls for practical, actionable steps to identify areas for improvement, and for clear requirements to ensure equity plans are registered even in the face of administrative silence. Finally, the recommendation emphasizes greater female participation in negotiation committees and in the governing bodies of business and trade unions.
Equality plans are framed as a tool for workplace fairness and progress.
Stemming from the conference, it was noted that a broad commitment to fairness underpins these recommendations. A leading official highlighted that although many companies have requested registration, not all were required to implement the plan, underscoring the need for clear guidance and consistent enforcement.
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The Alicante branch of the State Institute of Economic Research also published a study this week. It shows the share of women in senior and administrative roles rose from 28.5% in 2011 to 28.9% in 2021. The covid crisis contributed to a drop in female managers by 24.1% in the last year, while male managers saw a 22% decline.
Long-term unemployment still presents a gendered challenge.
A CC OO study highlights persistent inequality in the Valencia labor market. Long-term unemployment remains high among women, with 46.3% of unemployed women out of work for more than a year, compared with 39.5% of men. The female employment rate stands at 45.8%, versus 57.2% for men. Temporary employment is relatively high for both genders but more so for women, at 20.9% compared with 15.9% for men. Part-time work is also more prevalent among women, with 26.1% of 885,800 employed women working part-time, compared with 7.6% of men. In regional terms, the service sector employs 86.3% of women, while industry accounts for 11.3%, construction 1.4%, and agriculture 1.1%.