The Fifth Equality Plan concludes with 98% compliance, with 22 out of 23 actions achieved.
November 10, 2026
Creativity of the Equality Plan.
The Port Authority of Barcelona has begun work on its Sixth Equality Plan, which will continue its policies of equal treatment and opportunities for men and women and LGTBI+ rights within the organization. The process started with the establishment of the Negotiating Commission, composed equally of representatives from the company and the legal representation of the employees.
The new plan, with an expected duration of four years, from 2027 to 2031, will take over from the Fifth Equality Plan (2022-2026), which achieved 98% overall compliance. Specifically, 22 of the 23 planned actions were fully achieved, and one was partially achieved.
During this period, the Port Authority has made progress in various areas related to equality, including the prevention of sexual harassment, specific training, and professional selection and promotion, in addition to consolidating tools, procedures, and monitoring mechanisms.
The Fifth Plan Consolidates Equality in Different Areas of the Organization
Regarding harassment, the Protocol for action in situations of harassment has been updated to clarify its definitions and review the intervention procedure. The protocol incorporates specific measures against harassment of LGTBI+ individuals, cyberbullying, and complaints made by third parties, as well as a channel that allows anonymous complaints.
In terms of training, the Fifth Equality Plan has consolidated training on equality and sexual and gender-based harassment as a permanent action, aimed at both staff and new hires. The objective is to reinforce knowledge about the organization's equality policies and to continue awareness-raising actions in this area.
Regarding professional selection and promotion, the plan has incorporated measures to guarantee equal opportunities and advance in reducing vertical and horizontal segregation. These include the less represented gender as the primary tie-breaking criterion in selection and promotion processes, the balanced composition of selection committees, and monitoring tools for candidates and positions disaggregated by sex.
The plan has also contributed to incorporating a gender perspective into working conditions and occupational risk prevention, with actions such as the availability of personal protective equipment in different sizes and patterns and adaptation measures linked to functional diversity. In the area of communication, criteria have been promoted to encourage inclusive language and images in internal and external communications.
The Fifth Plan also led to the creation of a Monitoring Commission, formed by representatives of the company and the legal representation of the employees, to supervise the implementation of measures and the fulfillment of planned actions.
A New Plan Based on an Updated Diagnosis
The Sixth Equality Plan will be based on an updated diagnosis of the equality situation at the Port Authority of Barcelona, using quantitative and qualitative data. Based on the results, the Negotiating Commission will agree on new measures, which will include indicators, responsible parties, resources, and execution deadlines. The plan will also have a monitoring and evaluation system and a new Monitoring Commission. Once negotiated and approved, it is expected to be registered in REGCON, the registry of collective agreements and accords.
More Than Fifteen Years Working for Equality
The Port Authority of Barcelona approved its first Equality Plan in 2010. Since then, it has been renewing and expanding measures to guarantee equal opportunities and incorporate this perspective transversally into the organization. With the Sixth Plan, the Port aims to continue this trajectory and keep advancing based on the results achieved and the areas for improvement identified.
