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<\/p>\nAn industry leader has just joined the list of few entrepreneurs in Latvia who implement a socially responsible management model in the company whereby it devoted special attention to the assessment of observance of the principle of gender equality within the company.<\/p>\n
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“Gender equality is not only a requirement stemming from regulatory acts but also an essential element for the sustainable development of the company and the well-being of employees. Most likely, other companies will take over the good example in the near future. However, such an initiative is not yet a common practice in Latvia, hence I especially want to praise our client for a very up-to-date and responsible management style<\/em>,” comments Ilze Jankevi\u010da<\/strong>, head of the labor law<\/strong> team of experts.<\/p>\n After getting acquainted with the gender equality assessment report prepared by LEADELL V\u012btols, the company came across various valuable insights and received practical recommendations from our labor law experts.<\/p>\n When evaluating the observance of the principle of equal rights and the prohibition of differential treatment within employment relations, labor law experts analyzed a large amount of information about nearly 200 employees of the company. At the same time, individual face-to-face interviews were conducted, in which employees were invited to answer a series of questions prepared by labor law experts.<\/p>\n Labor law experts took an in-depth look at the compliance of the company’s existing documentation with the principle of gender equality, and also identified a possible lack of procedural descriptions. Much attention was paid to:<\/p>\n \u2013 the principles of employee selection and the commencement of employment relations,<\/p>\n \u2013 gender representation in positions,<\/p>\n \u2013 remuneration,<\/p>\n \u2013 work and rest time,<\/p>\n \u2013 working conditions,<\/p>\n \u2013 professional training and career development,<\/p>\n \u2013 procedures for monitoring and reporting possible violations of the principle of gender equality.<\/p>\n As a result, an assessment of compliance with the principle of gender equality in the workplace was prepared, which, among other things, covered:<\/p>\n \u2013 requirements of regulatory acts,<\/p>\n \u2013 analysis of compliance with the principle in the company’s internal documents,<\/p>\n \u2013 analysis of employee interviews;<\/p>\n \u2013 analysis of other information provided by the company.<\/p>\n As part of the assessment, detailed conclusions and proposals were prepared to be implemented in the company in order to ensure compliance with the principle of gender equality. By implementing the recommendations of labor law experts, the company’s management gained confidence not only in the compliance of daily processes but also in tools for monitoring the situation in the future.<\/p>\n LEADELL V\u012btols team actively provides professional support in labor law matters to clients. Entrust these and other labor law issues to us:\u00a0riga@leadell.com<\/strong><\/a><\/p>\n Legal assistance was provided by LEADELL\u2019s team of labor law experts, led by an attorney at law and partner\u00a0Ilze Jankevi\u010da<\/strong><\/a>. Labor law issues, including identifying signs of mobbing in companies, are the professional passion and specialty of LEADELL law firm experts.<\/p>\n Read more:<\/p>\n Whistleblowing System Created for Hundreds of Employees | Labour Law<\/a><\/p><\/blockquote>\nHow does the assessment of the principle of gender equality take place?<\/h2>\n
What aspects exhibit the implementation of the principle of gender equality in the company?<\/h2>\n
What does a gender equality assessment report include?<\/h2>\n
What to do if uncertainties in connection with mobbing or other labor law matters arise?<\/h2>\n
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