The entry into force of a transformative law
The recent approval of the Parity Law marks a before and after in female representation in Spain. This new legal framework, ratified on July 23 by the Congress of Deputies and published in the Official State Gazette on August 2, has begun to apply today, with the aim of overcoming the historical barriers that have limited the women’s participation in different fields.
Significant changes in electoral lists
One of the most relevant innovations is the requirement for alternate electoral lists, known as ‘zippers’, for municipal, regional, general and European elections. This rule will oblige to include men and women successively in the nominations, with some exceptions for small municipalities.
Prerequisites and comparatives
Until now, the Equality Act of 2007 established a minimum requirement of 40% women, but the new law goes further, setting a strict 40% in each list. This represents a radical change in the way political representation is conceived.
Regulations for political parties and institutional bodies
Political parties will also need to adopt an internal equality plan that includes measures to combat gender-based violence, reflecting a deeper commitment to gender equality.
A minimum of 40% in key institutions
The law establishes that in constitutional bodies and of constitutional relevance, female representation must be at least 40%. This includes institutions such as the Constitutional Court and the Council of State, which will have to conform to this rule in their next renewals.
A pact for parity between PSOE and Podemos
During its processing, the law was subject to significant modifications, including the possibility that the female presence exceeds 60%, a measure proposed by Podemos to correct previous inequalities.
Promotion of equality in the business sector
The private sector is not far behind, with the requirement of 40% women on the boards of directors of listed companies. Those that do not comply with this requirement will have to justify it and adjust their selection processes.
A long term plan
In addition, companies will have until 2026 to adapt to this standard, with strict monitoring of compliance with this quota.
Inclusion in education and research
The law also affects universities and research staff, establishing that the composition of decision-making bodies must reflect parity. This includes measures to compensate for periods of inactivity related to maternity or paternity leave.
A false step: mistakes in the law
Despite the progress, the Equality Law presents an error that does not protect workers with adapted working hours, an aspect that the Ministry of Equality seeks to correct immediately.
The future of gender equality in Spain
With the entry into force of this law, Spain is taking a brave step towards gender equality in various sectors. However, its effective application will depend on the political will and the adherence of institutions and companies to these principles.