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Kliskatek, S.L. gender equality plan

In force since 1 April 2023. This is a translation: the Spanish version prevails if they differ.

Introduction

Kliskatek is an SME based in San Sebastián, Gipuzkoa, whose main activity is the design and sale of wireless and battery-free sensing solutions. It also provides engineering services related to its main activity.

Kliskatek is made up of three self-employed partners. The company is committed to equality policies, and although it is not required to have an equality plan until it reaches 50 employees, it has decided to implement a minimum equality plan as part of its commitment to gender equality.

Parties signing the equality plan

It is important to bear in mind that, in the case of an SME without any employees, the organisational structure is limited and there are no trade union representatives or works councils. We, the owners, assume the responsibility of signing and endorsing the Equality Plan.

Personal, territorial and temporal scope

This equality plan will apply to all employees of the company, including the three current employees. The territorial scope of the plan will be limited to our current location. The plan will enter into force on 1 April 2023.

Diagnostic report

Given that our workforce consists only of the three partners and is made up exclusively of men, a detailed diagnostic report is not required. However, with a view to the hiring that will come, we recognise the importance of establishing an inclusive and respectful working environment that promotes equal opportunities and non-discrimination on grounds of gender.

Objectives of the equality plan

Although it is still very early in the company's history to undertake a complete and detailed equality plan, Kliskatek wishes to establish the minimum requirements for an inclusive and non-discriminatory working environment. The main objectives are:

  • To foster awareness and understanding of gender equality among employees.
  • To promote a working environment free from discrimination on grounds of gender.
  • To establish policies and practices that foster equal opportunities in selection and promotion processes in future hiring.
  • To foster gender balance in the company in the future, in line with our values of diversity and inclusion.

Equality measures

Taking into account our current circumstances, we will implement the following minimum measures:

  • Awareness and training: We will organise regular talks and training sessions on gender equality and non-discrimination, with the aim of promoting understanding of and respect for gender diversity.
  • Non-discrimination policy: We will establish a clear policy of non-discrimination on grounds of gender, promoting equal and fair treatment for all employees.
  • Work-life balance: We will encourage flexible working hours, where possible, to help our employees balance their personal and working lives.

Implementation and monitoring

The proper implementation and monitoring of the Equality Plan is essential to ensure that the established measures and actions are carried out, and to evaluate their effectiveness in promoting gender equality in the company. The procedure for implementing and monitoring the Equality Plan is set out below:

Driving actions

The owners, in collaboration with the person designated as responsible for managing the Equality Plan, will be in charge of driving the actions needed to implement the plan. This will include allocating the necessary resources, coordinating the actions and supervising their execution.

Monitoring Committee

Mikel Choperena is designated for this responsibility on a temporary basis. Once the company reaches a size suited to its application, an Equality Plan Monitoring Committee will be set up, made up of company representatives and with the participation of employees. The main responsibility of this committee will be to supervise the application of the plan and ensure compliance with it. Its composition, operation and powers will be defined in the Equality Plan itself.

Tools and records

The tools and records needed to monitor and control the actions and measures of the Equality Plan will be established. This may include the creation of documents, information systems, databases or other tools that make it possible to collect and analyse relevant information in order to evaluate the implementation and effectiveness of the plan.

Monitoring indicators

Monitoring indicators will be defined to measure and evaluate progress in the application of the Equality Plan. These indicators must be measurable, objective and relevant to each of the established measures and actions. Targets and deadlines for meeting them will be set.

Periodic monitoring

Periodic monitoring will be carried out to evaluate progress in the implementation of the Equality Plan and the achievement of the established objectives and measures. Initially, monitoring will be carried out annually.

Evaluation of results

An evaluation of results will be carried out on the basis of the established monitoring indicators. This evaluation will make it possible to identify achievements, challenges and areas for improvement in the application of the Equality Plan. The results of this evaluation will serve as the basis for decision-making and for the review of the plan.

Adjustments and improvements

Depending on the results obtained in the evaluation, the necessary adjustments and improvements will be made to the Equality Plan. This may include changes to the measures, changes to the implementation deadlines or the adoption of new actions to strengthen gender equality in the company.

Communication and awareness

Ongoing communication and awareness of the Equality Plan will be promoted among employees and relevant stakeholders. Progress, results and actions undertaken will be reported regularly, thereby fostering the active participation and commitment of everyone involved.

The process of implementing and monitoring the Equality Plan will make it possible to ensure its proper implementation, evaluate its effectiveness and make the necessary adjustments to promote a culture of gender equality in the company. The active participation of all those involved will be key to achieving positive and sustainable results in promoting the effective equality of women and men.

Evaluation and review

The evaluation and review of the Equality Plan is essential to guarantee its effectiveness and its continuous adaptation to the needs of the company and to changes in regulations or the working environment. The procedure for carrying out this evaluation and review is set out below:

Frequency

Initially, an annual review of the plan is established. Let us consider an appropriate frequency for carrying out the evaluation and review of the Equality Plan under the current conditions. This frequency may vary depending on the needs of the company and may be adjusted according to specific needs and circumstances.

Responsible body

Mikel Choperena will be the person responsible for carrying out the evaluation and review of the Equality Plan. As the company grows, new persons will be designated specifically for this purpose.

Collection of information

All relevant information relating to the application and effectiveness of the Equality Plan will be collected. This may include statistical data, internal reports, employee feedback, survey results or any other relevant information that makes it possible to evaluate the results and the achievement of the established objectives.

Analysis of results

The results obtained through the collection of information will be analysed. The degree to which the objectives have been achieved and the effectiveness of the measures implemented will be evaluated, and possible areas for improvement or aspects requiring adjustment will be identified.

Identification of corrective actions or improvements

On the basis of the analysis of results, the corrective actions or improvements needed to strengthen the Equality Plan and achieve the established objectives will be identified. This may include changes to the measures implemented, adjustments to the implementation deadlines or the adoption of any new actions needed to improve gender equality in the company.

Updating the Equality Plan

The relevant changes will be made to the Equality Plan, reflecting the adjustments or improvements identified during the evaluation and review. These updates must reflect the changes made clearly and accurately, and will be incorporated into the official Equality Plan document.

Communication and training

The changes made to the Equality Plan will be communicated to all employees and relevant stakeholders, and training and awareness will be provided to ensure a proper understanding of the changes and to promote compliance with the updated plan.

Ongoing monitoring

Once the Equality Plan has been updated, an ongoing monitoring system will be established to monitor the implementation of the established measures and actions. This may include the periodic review of monitoring indicators, the regular collection of relevant data and the active participation of the person responsible for monitoring, where applicable.

The evaluation and review of the Equality Plan guarantees its effectiveness and its adaptation to the changing needs of the company. Through this process, continuous improvement in gender equality is promoted and the company's commitment to equity and non-discrimination is reinforced.

Amendment procedure

The purpose of this procedure is to establish the guidelines to be followed in order to resolve possible discrepancies or make changes to the Kliskatek Equality Plan in accordance with the needs or changes that may arise in the working environment and in the regulations in force. Although, as an SME with three employees, we are not required to have an Equality Plan, we recognise the importance of maintaining a proactive approach to gender equality.

Identifying the need for amendment

Any person, whether employee or employer, may identify the need to amend the Equality Plan. This need may arise from legislative changes, changes in the company's circumstances or any other situation that requires an update or adjustment of the plan.

Communication and amendment proposal

The person who identifies the need for amendment must report it to the employer or to the person designated as responsible for managing the Equality Plan. An amendment proposal must be submitted, clearly setting out the aspects to be amended and the grounds supporting the amendment.

Evaluation and analysis of the proposal

The employer or the designated responsible person will evaluate the amendment proposal and analyse its feasibility, taking into account the objectives and principles of the Equality Plan, as well as the regulations in force. The opinions and suggestions of employees or other relevant parties in the company may also be requested.

Decision-making

After the proposal has been analysed, a reasoned decision will be taken on the amendment of the Equality Plan. This decision may involve the approval or rejection of the proposal submitted, or a request for further adjustments to it. If approved, the method of implementation and the corresponding deadlines will be determined.

Communication of the amendment

Once the decision has been taken, the approved amendment and the details of its implementation will be communicated to all employees and other relevant stakeholders. It is important to guarantee clear and transparent communication in order to foster the understanding and commitment of everyone involved.

Updating the Equality Plan

The necessary changes will be made to the Equality Plan, updating the corresponding sections with the approved changes. These updates must reflect the agreed amendments accurately and in detail.

Training and awareness

Training and awareness will be provided to employees on the changes made to the Equality Plan. This may include information sessions, talks or training courses, with the aim of ensuring a proper understanding of the new aspects and promoting adherence to and compliance with the amended plan.

Monitoring and evaluation

A monitoring and evaluation system will be established to verify the effectiveness of the amendments implemented and to make the necessary adjustments if required. This may include monitoring indicators, periodic reviews and the active participation of the Monitoring Committee, where applicable.

With the implementation of this equality plan, we reaffirm our commitment to gender equality and lay the foundations for an inclusive and respectful working environment. Although our workforce is currently small and made up exclusively of men, we are making sure to establish policies and practices that promote equal opportunities in the future, as we grow as a company.

Annex I. Workplace harassment protocol

The purpose of this protocol is to establish the guidelines and procedures to be followed in the event of workplace harassment, in compliance with the provisions of the Workers' Statute (Estatuto de los Trabajadores), Article 4, and Organic Law 3/2007 for the effective equality of women and men, Articles 45 and 48. This protocol will apply to all Kliskatek employees.

Definition of workplace harassment

Workplace harassment is defined as any unwanted, recurrent or systematic behaviour whose purpose or effect is to violate a person's dignity and to create an intimidating, hostile, degrading, humiliating or offensive environment in the workplace. This may include verbal, written or gestural actions, as well as conduct involving exclusion, isolation or discrimination.

Duty to prevent and act

The company undertakes to prevent and address workplace harassment effectively, promoting a working environment that is safe, respectful and free from harassment. All employees have a responsibility to respect these rules and to report any situation of workplace harassment that they witness or experience.

Reporting channels

The company establishes the email address prevencion.acoso@kliskatek.com as a confidential and accessible reporting channel through which employees can report any situation of workplace harassment. This channel is handled solely by the designated person responsible on the Equality Committee.

Reporting procedure

  • The person who experiences or witnesses a situation of workplace harassment must submit a written report, describing in detail the facts, the persons involved and any evidence available.
  • The company will investigate the report submitted confidentially and diligently. Impartiality and respect towards all parties involved will be guaranteed.
  • During the investigation, due process will be ensured, and the reporting person and the alleged harasser or harassers will be given the opportunity to be heard.
  • The company will take the necessary measures to protect the privacy and integrity of the reporting person and of any witnesses, preventing any form of retaliation.
  • Once the investigation has been concluded, appropriate action will be taken depending on the results. This action may include disciplinary measures against those responsible, as well as the implementation of prevention and awareness measures in the workplace.

Confidentiality

The company undertakes to maintain the confidentiality of all reports and of the information relating to the investigation process, as far as possible and compatible with due diligence.

Protection and support for the affected person

The company will provide support and protection to the person affected by workplace harassment, offering resources and assistance to deal with the situation. This may include, for example, referral to external support services, temporary relocation or accompaniment during the reporting process.

Training and awareness

Regular training and awareness programmes will be carried out for all employees, with the aim of promoting knowledge about workplace harassment, its consequences and the importance of preventing it and addressing it appropriately.

Monitoring and review

The company will carry out ongoing monitoring of cases of workplace harassment and of compliance with this protocol. In addition, it will be reviewed annually to ensure its suitability and effectiveness, making the necessary adjustments when required. The purpose of this workplace harassment protocol is to guarantee a safe and respectful working environment for all Kliskatek employees. The company undertakes to take all the measures needed to prevent, detect and address workplace harassment, ensuring compliance with the legislation in force and promoting the effective equality of women and men.