The University of Valencia Science Park Foundation (FPCUV) has received the seal 'Fent empresa. Iguals en oportunitats', awarded by the Directorate General for Equality and the Women's Institute, of the Second Vice-Presidency and Regional Ministry of Social Services, Equality and Housing, as a result of the validation and approval of its second Equality Plan, which will be in force until November 30, 2026.
This seal of quality of the General Directorate is a recognition to the companies of the Valencian Community that stand out for the application of equality policies and that have obtained the approval of their equality plans. The manager of the FPCUV, Fernando Mª. Zárraga, emphasizes that the second equality plan represents the consolidation of actions aimed at ensuring gender equality and opportunities in the entity, whose staff has a balanced composition in terms of the presence of women and men.
The current Equality Plan, the second since the creation of the foundation, includes a total of 41 actions that aim to adapt the original objectives of the Organic Law 3/2007, of March 22, 2007, for the effective equality of women and men to the current legislation. In addition to pursuing the effective equality of women and men, the plan seeks to advance in the development of a favorable framework for labor relations based on equal opportunities, non-discrimination and respect for diversity, promoting a safe and healthy environment.
To ensure compliance with the plan, a monitoring committee has been set up, which is a joint committee made up of representatives of the employees and representatives of the FPCUV management. This committee, which meets annually, also has the power to promote recommendations for improvement, new measures or changes in existing ones that may be incorporated into the Equality Plan to ensure compliance with the objectives set out in the document.
The FPCUV is also part of the Punto Violeta initiative against male violence of the Ministry of Equality.
Among the specific actions established in this II Plan are the integration of the gender perspective in management, or the reconciliation of personal, work and family life of workers. The Foundation also has an action protocol to prevent and resolve possible situations of sexual or gender-based harassment that, in any of its forms or modalities, may occur within the FPCUV.
Precisely to reinforce prevention and better identify situations of harassment, the FPCUV has designed and provided this year training workshops in this area.