Vila-seca approves the internal Equality Plan for women, men, and LGBTI

The City Council of Vila-seca has approved the Internal Equality Plan between women, men, and LGBTI people 2026-2030, a document that affects the entire municipal workforce and was published in the Official Gazette of the Province of Tarragona on August 26, 2026 (official reference CVE 2026-07865, pp. 1-39). The plan was approved via Mayoral Decree no. 2026-1751, dated June 25, 2026, and signed by the general secretary, Ignacio Río Santos.

The text was submitted on July 8, 2026, to the Registry of Equality Plans of Public Administrations, in accordance with the Resolution of March 15, 2023, of the State Secretariat for Public Function. Subsequently, the Ministry for Digital Transformation and Public Function notified the favorable resolution of conformity of the plan, which has a validity of four years, until 2030.

A diagnosis of a balanced workforce

The plan is based on a diagnosis developed during the first half of 2025 regarding the nine areas of Organic Law 3/2007 and the four optional areas of Royal Decree 901/2020. The City Council’s workforce consists of 177 people, with a balanced distribution:

• 92 women (51.98%) and 85 men (48.02%).
• Female overrepresentation in the Area of social rights and participation (83.33%) and in treasury, economy, and finance (84.21%).
• Male majority in the Area of general services, civic relations, and security (71.23%).
• Vertical segregation: only 5 women in positions of maximum responsibility (subgroup A1) compared to 12 men, and no female officers in the police force.

Wage gap and work-life balance

The remuneration study concludes that the wage gap between men and women is 8.03% in the arithmetic mean and 7.14% in the median, figures below the 25% threshold that marks the presumption of a gender gap. The plan commits to guaranteeing non-discrimination in wages in cases of maternity, paternity, or pregnancy risk, and to maintaining promotion and remuneration conditions in part-time and full-time contracts.

Regarding work-life balance, the City Council maintains a flexible and adapted schedule for the entire workforce, and the plan intends to disseminate rights regarding reconciliation and co-responsibility. A gender perspective is also incorporated into occupational health, including the possibility of flexible hours or occasional teleworking for women with incapacitating menstruation.

Prevention of harassment and LGBTI rights

The plan reinforces the prevention of sexual harassment and harassment based on sex, with the update of the harassment protocol that the City Council has maintained since 2015 and specific training for management. The action protocol against harassment and violence against LGBTI people, provided for in annex 2 of Royal Decree 1026/2024, is incorporated, and its approval is planned during 2026.

The document also includes measures for the inclusive and non-sexist use of language and advertising, the publication of the plan on the transparency portal, and support for victims of gender-based violence. The plan has been negotiated by a parity commission with representatives from the City Council and the staff, with the presence of the UGT and CCOO unions.

Monitoring and evaluation

The plan remains in effect until 2030, with an annual monitoring and evaluation system managed by a parity commission. Once the period has ended, the organization must prepare a new diagnosis and a new plan negotiated with the staff representation. The City Council commits to allocating part of the municipal budget to the execution of the measures.

With this approval, Vila-seca positions itself as one of the municipalities in the Camp de Tarragona region advancing toward effective equality of treatment and opportunities in public employment, explicitly integrating the rights of LGBTI people into human resources management.

Source: Official Gazette of the Province of Tarragona, August 26, 2026, section I, pp. 1-39 (official reference: CVE 2026-07865).