As an employer, an authority must draw up an equality plan for personnel policy. In addition, it is appropriate for the authority to draw up an operational equality plan for the development of its activities. However, there is no legal obligation to do so.
The aim of operational equality planning is to promote gender equality in the authority's activities and the services it provides. By including measures to achieve these objectives in the equality plan, the authority ensures that the promotion of equality is targeted and planned as required by the Act on Equality between Women and Men.
In large authorities, such as municipalities, it is often necessary to draw up divisional equality plans.
It may be appropriate to combine an operational equality plan with an operational non-discrimination plan prepared under the Non-discrimination Act. However, it must be ensured that the requirements of both acts are met.
