Measures and review of the implementation
On the basis of the assessment of the equality conditions that has been carried out, the employer and the employee representatives agree on the measures which are required to promote gender equality and to achieve equality in pay and which they have planned to launch or implement during the following phase. The most important stages of the equality planning is going through the assessment of the equality conditions in the workplace and agreeing on measures.
The prevention of discrimination based on gender identity or gender expression must also be taken into account when planning the measures.
The measures that are included in the plan should be concrete and realistic. It is also important that the implementation of the measures can be monitored. A schedule should be agreed for the implementation, and it should be decided which parties are responsible for the measures. Usually the responsibility for the implementation of measures lies primarily with the manager responsible for the area in question. Implementing the measures included in the plan should be included in the managers' performance targets.
The plan can contain both short and long term goals. As equality planning is an ongoing process, it is best to focus on a few areas of development at a time. Regarding large challenges it is useful to agree on smaller partial goals and create a schedule for achieving these.
Review of the implementation
The equality plan should include a review of the implementation of the measures included in the previous plan, and the results of these measures. This review will be used when monitoring the implementation of the equality plan and as a basis for the new plan.
Within the equality plan it will be decided who is in charge of monitoring the plan, and which criteria and indicators should be used to assess the development and the implementation of the measures included in the plan.
The review of the measures can include a study of whether the measures have been adequate and, if no results have been achieved, an examination of the reasons for this. This is used as a basis for the new goals and measures. There is no need to re-write the entire equality plan each year. Equality planning is an ongoing process, and the plan is updated at least every two years based on the results and assessments.