The commitment to Equality at Asunción Klinika is fundamental. We have spent more than a decade actively working on this area, through the Equality Plan, which is the tool that enables us to identify what is happening in the organisation, what objectives are desirable (and feasible) and what measures we should take to reach them. The first Equality Plan was carried out in 2009 and since then, we have renewed it every three years. In addition to the Plan, we have an Equality Commission, with an equal composition, which is the body in charge of ensuring that the actions of the plan are carried out correctly and identifying new challenges. 

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How is the Plan drawn up?

First, it is necessary to know what is happening. Where we are starting from.

• To do this, an assessment of the company is carried out which takes into account variables such as the remuneration conditions, the distribution of staff in terms of gender, and within this, the category they are working in. This variable is important since in many places, women are still carrying out lower category jobs.

• We also bear in mind work-life balance: who takes leave, reduced working hours, etc. And, of course, we also take into account if there are situations of harassment.

• This initial study shows us a picture of the inequalities that still exist. Meanwhile, we conduct a survey of Staff on the subject of Equality.

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What are the fundamental actions that are put into place?

• We control the selection processes to ensure they are transparent and that the conditions equal; we work with the principle of equality in terms of salaries.

• We guarantee that internal promotions are made with objective and equal criteria; and we have action protocols to help female workers who are victims of domestic violence in their family environment or harassment at work.

• To develop all of these strategic lines successfully, we are helped by an exhaustive control of our indicators, breaking down data by sex, something which is not normally done in this way. Breaking down by gender information like the staff, the professional categories, the training undertaken, applications and even recruitment, is when we are really able to see with reliable data whether we are doing things well or not.

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Equity measures for patients too

Medicine, in general, has an unresolved issue in this regard. For cultural and educational reasons, there is a certain tendency to give less importance to illnesses suffered by women. The traditional role of the caring and suffering woman means that diagnoses in women often come later than with men, with all of the problems this brings with it.  To prevent it:

• We carry out specific medical examinations for men and women.

• We draw up protocols together with the Councils of Tolosa and Ibarra to prevent, identify and act against domestic violence.

• We analyse all of the care data, breaking it down by gender. Data collection is fundamental given it is the only objective way we have of knowing if we are doing things well. 

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Inclusive language

 We carry out audits of the language used in everything we communicate, both outside and inside our company. . 

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Equality in the area of Tolosaldea

We aim to drive equality, taking part in different areas. We are present in protocols of different councils, or we take part in different events, explaining these issues to other companies.  

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Current situation of the Clinic

• We are an extremely feminised company. Practically 80% of our staff are women.

• Thanks to the agreement, we don’t have problems of equity in terms of salaries: a female nurse and male nurse earn the same.

• In traditionally masculinised categories, such as medical staff, we have around 70% women.

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