{"id":3546,"date":"2025-05-28T12:00:00","date_gmt":"2025-05-28T10:00:00","guid":{"rendered":"https:\/\/ereinn.com\/?p=3546"},"modified":"2026-05-21T11:02:14","modified_gmt":"2026-05-21T09:02:14","slug":"zuzendaritza-postuetako-parekidetasun-legea-araudiak-zer-eskatzen-duen-eta-nori-eragiten-dion","status":"publish","type":"post","link":"https:\/\/ereinn.com\/eu\/zuzendaritza-postuetako-parekidetasun-legea-araudiak-zer-eskatzen-duen-eta-nori-eragiten-dion\/","title":{"rendered":"Zuzendaritza postuetako Parekidetasun Legea: araudiak zer eskatzen duen eta nori eragiten dion"},"content":{"rendered":"<p>Azken urteotan emakumeek lidergo postuetara sartzeko aurrerapausoak eman dituzten arren, errealitatea argia da oraindik: goi karguak gehienbat gizonek betetzen dituzte. 2023an Espainian onartutako Parekidetasun Legeak desoreka hori zuzendu nahi du, enpresei eta erakundeei beren erabaki organoetan ordezkaritza orekatuagoa bermatzera behartzen dituzten neurri zehatzen bidez.<\/p>\n<p>Albiste honetan azalduko dizugu lege honek zer eskatzen duen, nori eragiten dion eta enpresek nola presta daitezkeen hura inprobisaziorik gabe betetzeko.<\/p>\n<h2>Zer eskatzen du Parekidetasun Legeak?<\/h2>\n<p>Ordezkaritza Parekidearen Legeak, \u201cParekidetasun Legea\u201d izenez ere ezagunak, gizonek zein emakumeek gutxienez %40ko ordezkaritza izan dezatela eskatzen du honako eremu hauetan:<\/p>\n<h2>Kotizatutako enpresa handietako administrazio kontseiluetan.<\/h2>\n<p>Lanbide elkargoetako gobernu organoetan, unibertsitate kontseiluetan, funts publikoekin finantzatutako sari epaimahaietan eta erabaki instituzionalak hartzeko beste espazio batzuetan.<\/p>\n<p>Hauteskunde zerrendetan (bi eta biko blokeetan).<\/p>\n<p>Araudiak, gainera, eskakizun hori pixkanaka ezartzea aurreikusten du fakturazio eta plantilla atalase jakin batzuk gainditzen dituzten kotizatu gabeko enpresetan, 2028ra arte definitutako epeekin.<\/p>\n<h2>Ez da \u201cemakumeak inposatzea\u201d: abiapuntua orekatzea baizik<\/h2>\n<p>Lege mota hauen aurkako argudiorik ohikoenetako bat da \u201cgeneroa merezimenduaren gainetik lehenesten dela\u201d. Hala ere, araudiak ez du emakumeak inposatu nahi, baizik eta emakumeen merezimendua botere guneetara iristea eragozten duen egiturazko desberdintasuna zuzendu.<\/p>\n<p>Datuek berresten dute: Women in Business 2023 txostenaren arabera (Grant Thornton), Espainian zuzendaritza postuen %36 soilik daude emakumeen esku, eta ehunekoa %22ra jaisten da IBEX 35eko enpresetako administrazio kontseiluez hitz egiten dugunean (CNMV, 2023). Horren arrazoia ez da prestakuntza falta, baizik eta egiturazko oztopoak, hala nola kristalezko sabaiak, sustapeneko alborapenak, maskulinizatutako botere sareak edo zaintzan erantzukidetasun falta.<\/p>\n<h2>Berdintasun Plana: aurrea hartzeko funtsezko tresna<\/h2>\n<p>Enpresa askok dagoeneko Berdintasun Planak dituzte, eta horiek funtsezko tresna izan daitezke zuzendaritza postuetan parekidetasunerantz trantsizio errealista eta eraginkorra lantzeko.<\/p>\n<ul>\n<li>Berdintasun Plan on batek honako hauek jaso beharko lituzke:<\/li>\n<li>Erantzukizun postuetan emakumeen azpiordezkaritzaren diagnostikoa.<\/li>\n<li>Erabaki postuetan emakumeen presentzia handitzeko helburu zehatzak.<\/li>\n<li>Jarraipen eta ebaluazio adierazleak.<\/li>\n<li>Barne sustapenean eta hautaketa prozesuetan alborapenak murrizteko neurri espezifikoak.<\/li>\n<\/ul>\n<h2>Nola egin aurrera parekidetasunerantz modu eraginkorrean?<\/h2>\n<p>Ez da soilik kuota bat betetzea. Emakumeek baldintza berdinetan profesionalki garatu ahal izango diren espazioak irekitzea eta egiturak diseinatzea da helburua. Funtsezko neurri batzuk hauek dira:<\/p>\n<p>Hautaketa eta sustapen prozesuak berrikustea, kontzientziarik gabeko alborapenak ezabatzeko.<\/p>\n<p>Genero ikuspegidun lidergo prestakuntza eskaintzea, bai emakumeentzat bai bitarteko agintarientzat.<\/p>\n<p>Erantzukidetasun politikak sustatzea, emakumeek lidergo rolak penalizaziorik gabe har ditzaten.<\/p>\n<p>Enpresan bertan eta sektorean emakume erreferenteak ikusgarri egitea.<br \/>Barne mentoring programak garatzea, ibilbide profesional anitzak sustatzeko.<\/p>\n<h2>Ondorioa: parekidetasuna ez da helmuga, aurrera egiteko baldintza baizik<\/h2>\n<p>Parekidetasun Legea betetzea ez litzateke kanpoko betebehar gisa ikusi behar, gure barne egiturak berrikusi eta hobetzeko aukera gisa baizik. Erabaki organoetan emakume gehiago egoteak aniztasun handiagoa, ordezkaritza handiagoa eta antolaketa bidezkoagoa esan nahi du.<\/p>\n<p>Ereinn-en, zure berdintasun estrategia araudi berriko eskakizunekin lerrokatzen laguntzen dizugu, diagnostikotik hasi eta neurri eraginkor eta iraunkorrak ezartzeraino.<\/p>\n<h2>Bibliografia:<\/h2>\n<p>Grant Thornton. (2023). Women in Business 2023: The push for parity. <a href=\"https:\/\/www.grantthornton.global\/en\/insights\/women-in-business-2023\/\">https:\/\/www.grantthornton.global\/en\/insights\/women-in-business-2023\/<\/a><\/p>\n<p>Balore Merkatuaren Batzorde Nazionala (CNMV). (2023). IBEX 35eko enpresen Gobernu Korporatiboaren Urteko Txostena. <a href=\"https:\/\/www.cnmv.es\/\">https:\/\/www.cnmv.es<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Azken urteotan emakumeek lidergo postuetara sartzeko aurrerapausoak eman dituzten arren, errealitatea argia da oraindik: goi karguak gehienbat gizonek betetzen dituzte. [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":3545,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[28,9],"tags":[],"class_list":["post-3546","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-berdintasuna","category-sin-categorizar"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Zuzendaritza postuetako Parekidetasun Legea: araudiak zer eskatzen duen eta nori eragiten dion | Ereinn Consultor\u00eda y Formaci\u00f3n<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/ereinn.com\/eu\/zuzendaritza-postuetako-parekidetasun-legea-araudiak-zer-eskatzen-duen-eta-nori-eragiten-dion\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Zuzendaritza postuetako Parekidetasun Legea: araudiak zer eskatzen duen eta nori eragiten dion | Ereinn Consultor\u00eda y Formaci\u00f3n\" \/>\n<meta property=\"og:description\" content=\"Azken urteotan emakumeek lidergo postuetara sartzeko aurrerapausoak eman dituzten arren, errealitatea argia da oraindik: goi karguak gehienbat gizonek betetzen dituzte. 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