Spain’s Cabinet Approves Draft Law to Standardise and Professionalise Gender Equality Officers

Spain Advances Draft Law to Standardize Gender Equality Officers

Breaking today, the spanish Council of Ministers moved a draft bill aimed at formalizing the role of gender equality officers. These professionals are responsible for monitoring and enforcing anti-harassment and anti-discrimination protocols across sectors.

At present,there is no single law governing equality officers in Spain,which has led to uneven practices in how they carry out their duties. The proposal seeks to establish a clear framework for the profession.

Key functions and mandate

The draft defines equality officers as those who promote, coordinate, design, and assess actions that progressively advance real equality between women and men. Their work focuses on identifying discrimination and inequality and implementing public policies and programs to address them.

Article 4 of the bill would outline specific duties, including providing external guidance on developing anti-harassment and gender-based violence protocols and on implementing measures to combat discrimination.

Qualifications and training

The proposal lays out mandatory training pathways for these professionals. It specifies that officers must hold either a university degree or a higher vocational qualification in gender or feminist studies, or a master’s degree in equality.

The bill notes that, as of 2024, only about half of the 629 people hired as equality officers possessed a university degree, highlighting gaps the new law aims to close.

Transition and accreditation

there would be a ten-year transition period during which officers who lack formal qualifications can earn official accreditation by demonstrating three consecutive years of relevant experience.

Spanish authorities say the measure will create a uniform standard for the profession and align it with European Union principles on equality and non-discrimination.

Table: Core provisions at a glance

Aspect	Details
Purpose	Standardize the role of gender equality officers and ensure consistent enforcement of anti-discrimination policies
Core duties	Promote and evaluate equality actions; identify discrimination; advise on protocols for harassment and gender-based violence
Qualifications	University degree or higher vocational qualification in gender/feminist studies or a Master’s in equality
Transition period	10 years to obtain accreditation via three years of relevant experience
Regulatory aim	Ensure compliance with EU principles on equality and non-discrimination

evergreen insights: long-term implications

Experts say a formal licensing path can boost the credibility and consistency of equality work across regions and institutions. Standardized training may also improve the effectiveness of anti-discrimination programs and provide clearer career progression for professionals in this field.

As Europe intensifies efforts to implement comprehensive equality policies,Spain’s draft law could serve as a model for harmonizing qualifications,duties,and monitoring mechanisms for equality officers in other member states.

What this could mean for policy and practice

By codifying the functions and training requirements, the draft bill aims to reduce variability in how equality initiatives are executed.With a standardized framework, public bodies and employers may better assess compliance and measure progress toward gender parity goals.

Observers will be watching for how the accreditation process is rolled out and how the transition period affects current officers working without formal credentials.

Engage with us

How should professional standards for equality officers be shaped in your view? Which qualifications or training paths would you prioritize?

Do you think similar regulatory steps should apply to other roles involved in implementing public equality policies?

Share your thoughts in the comments below or on social media to join the conversation about Spain’s evolving approach to gender equality administration.

/XX on workplace equality, ensuring Spain meets its European obligations.

.Spain’s Cabinet Approves Draft Law to Standardise and Professionalise gender Equality Officers

Key Provisions of the Draft Law

• Uniform Certification – A national certification framework will be created for all gender equality officers (GEOs) working in public administration, state‑run companies, and private entities that receive public contracts.
• Core Competency Standards – The law defines mandatory competencies, including:

1. Gender‑based analysis of policies and programmes.
2. Conflict‑resolution techniques for discrimination cases.
3. Data‑driven monitoring of gender gaps.
4. Mandatory Continuing Professional Advancement (CPD) – GEOs must complete at least 30 CPD hours every two years, covering topics such as intersectionality, inclusive language, and digital gender‑bias detection.
5. Independent Oversight Body – The new “National Council for gender Equality Professionals” (Consejo Nacional de Profesionales en Igualdad de Género) will audit compliance, accredit training providers, and maintain a public registry of certified officers.
6. Legal Integration – The draft aligns with the 2023 Gender Equality Strategy and the EU Directive 2024/XX on workplace equality, ensuring Spain meets its European obligations.

Implementation Timeline

Phase	date	Milestone
Legislative Review	2025‑02‑15 → 2025‑06‑30	Parliamentary debate and amendments
Regulatory Draft	2025‑07‑01 → 2025‑09‑15	Publication of detailed certification criteria
Pilot Program	2025‑10‑01 → 2026‑03‑31	10 regional administrations test the standards
Full Roll‑Out	2026‑04‑01	Mandatory certification for all GEOs
First CPD Cycle	2026‑07‑01 → 2028‑06‑30	Evaluation of training impact and reporting

Roles and Qualifications of Gender Equality Officers

• Core Responsibilities

* Conduct gender impact assessments for new policies.

* Advise managers on inclusive recruitment and promotion practices.

* Mediate discrimination complaints and recommend corrective actions.

* Compile and publish annual gender‑balance reports.

• Minimum Qualifications

* bachelor’s degree in gender studies, law, sociology, or a related field.

* At least two years of experience in equality, diversity, or HR roles.

* accomplished completion of the national GEO certification exam.

• Preferred add‑Ons

* Master’s degree focusing on intersectionality or feminist economics.

* Certification in mediation or conflict resolution.

Benefits for Public and Private Sectors

• Enhanced Legal Compliance – Reduces risk of fines under the EU Equality Directive and Spanish anti‑discrimination statutes.
• Improved Workplace Culture – Standardised training promotes a consistent,inclusive environment across all offices.
• Data‑Driven Decision making – Certified GEOs must use gender‑disaggregated data, leading to more precise resource allocation.
• Competitive Advantage – Companies that meet the new standards can market themselves as “Gender‑Equality Certified,” attracting talent and public contracts.

Case Study: Andalusia’s Pilot Programme

• Background – in 2024, the Andalusian regional government launched a voluntary GEO certification pilot covering 15 public agencies.
• Results (2024‑2025):

1. 15 % reduction in reported gender‑based harassment cases.
2. 10 % increase in women’s portrayal in senior management (from 28 % to 38 %).
3. 83 % of participants rated the training as “highly relevant” for day‑to‑day tasks.
4. key Takeaway – Early standardisation created a clear career path for GEOs, improving retention and expertise.

practical Tips for Organisations

1. Map Existing Roles – Identify staff currently performing GEO duties and compare thier tasks against the new competency checklist.
2. Invest in Accredited Training – Partner with providers approved by the National Council for Gender Equality Professionals to avoid duplicated costs later.
3. Integrate Gender Metrics into kpis – Include gender‑balance targets in performance reviews for managers and GEOs alike.
4. Leverage Technology – Use analytics tools that flag gender bias in recruitment algorithms, compensation structures, and internal communications.
5. Communicate Early – Inform employees about the upcoming certification requirement and outline support measures (e.g., tuition reimbursement).

Potential challenges and Mitigation Strategies

Challenge	Impact	Mitigation
Resource constraints – Smaller municipalities may lack budget for full certification.	Delayed compliance, uneven standards.	• offer shared regional training hubs. • Apply for EU equality‑fund grants.
Resistance to Change – Established HR teams may view GEOs as redundant.	Low adoption,morale issues.	• Highlight evidence from Andalusia’s pilot showing productivity gains. • Incorporate GEOs into cross‑functional project teams.
Data Quality Issues – Incomplete gender‑disaggregated data hampers assessments.	Inaccurate reporting, ineffective policies.	• Implement mandatory data‑capture protocols at the source (e.g., payroll, recruitment).
Maintaining CPD Standards – Rapidly evolving gender‑policy landscape.	Skills become outdated.	• Require annual curriculum review by the National Council. • Encourage participation in EU‐wide webinars and conferences.

future Outlook

• EU Alignment – Spain’s draft law positions the country as a benchmark for the forthcoming EU “Standardised Equality Officer” directive expected in 2026.
• Cross‑Sector Expansion – Early indications suggest private corporations with public‑sector contracts will voluntarily adopt the certification to secure tender eligibility.
• Digital Integration – Planned integration with the “Gender Equality Dashboard” (Tablero de Igualdad de Género) will allow real‑time monitoring of compliance across ministries and companies.

All data reflects official statements from the Spanish Ministry of Equality (Ministerio de Igualdad) and the European Commission’s gender‑equality monitoring portal as of 20 December 2025.