Received the seal from the Valencia Innovation Agency (AVI) recognizing it as a genuine science-oriented company. This distinction, granted by the Valencian Women’s Institute, marks the approval and visa issuance of the first equality plan, which will be valid for the next three years and subject to ongoing review and renewal.
This recognition comes as the General Directorate, linked to the Vice Presidency and the Ministry of Equality and Inclusive Policies, acknowledges organizations that proactively develop equality plans. These efforts address gender disparities, promote balanced leadership opportunities, and provide practical resources that help employees balance work with family life. The goal is to create a workplace culture where both women and men can pursue ambitions without unnecessary barriers.
Andrés García Reche, Deputy Director General of the AVI, stressed that the newly approved plan guarantees gender equality and equal opportunities within this public institution. He noted that the workforce is predominantly female and that women hold a substantial share of leadership roles, underscoring the organization’s commitment to inclusive advancement across all levels.
In parallel, Olivia Estrella, secretary general of the AVI, highlighted the broad consensus reached during negotiations. She conveyed that this document represents the first step toward more ambitious measures in the future, inviting continued collaboration and ongoing improvements as circumstances evolve.
The current equality plan, the institution’s first since its inception, comprises 18 concrete actions spread across seven distinct areas. These areas cover access to employment, education and professional development, and the reconciliation of family, work, and private life. Some actions—such as those related to education and awareness—are already underway, laying a solid foundation for broader execution.
To ensure rigorous oversight, an equality monitoring commission has been established. This body consists of both company representatives and workers who have approved the implementation program and the metrics used to verify progress, ensuring accountability and transparent tracking of results.
The commission meets every four months and serves as a forum for proposing improvements, suggesting new measures, or refining existing ones that can be integrated into the equality plan. Its primary role is to verify that the organization stays aligned with the goals outlined in the document and maintains steady momentum toward achievement.
Additionally, the AVI introduced a formal action protocol designed to prevent and resolve potential sexual harassment cases or gender-based misconduct that may arise within the organization, in any form or modality. This protocol reflects a proactive stance toward safeguarding a safe work environment for all employees.
Looking ahead, the plan envisions comprehensive training and awareness initiatives aimed at strengthening harassment prevention and improving the identification of problematic situations. A dedicated subcommittee has been created to address reporting and resolution of harassment concerns within the organization’s remit, ensuring timely, fair handling of complaints and ongoing improvement of preventive measures.