Local law, properly applied
Argentine and Spanish requirements are different from each other and from US practice. We work in both, so nothing gets approximated.
Gender equality consultancy · Argentina & Spain
Equality compliance for your teams in Argentina and Spain
If your company employs people in Argentina or Spain, the anti-harassment and EEO policies drafted at head office don't carry over. Both countries require their own protocols, their own reporting channels and, in Spain, a negotiated and officially registered equality plan. We build them, train the local teams who will use them, and report back to headquarters in English.
INDECFLACSOUNTREFUN WomenRUCVMUSC Galicia
Two jurisdictions, two rulebooks
What each country actually requires
Argentina
Prevent workplace violence and harassment
Argentina has ratified ILO Convention 190, and its labour framework has been reshaped by recent reform. Employers need a working protocol, a safe reporting channel and HR staff trained to run a complaint intake interview properly — not a translated head-office document.
See how we build itSpain
Meet the equality plan and pay transparency rules
Companies with 50 or more employees must negotiate and officially register an equality plan, keep a pay register, run a pay audit where gaps exceed the legal threshold, hold a harassment protocol and agree LGBTI measures. Failure is an inspection and sanction risk, not a paperwork one.
See obligations and scopeWho we are
Specialists in building more equal organisations
GEN+ Igualdad was founded by professionals with more than 25 years producing gender statistics at INDEC — Argentina's national statistics institute — coordinating the national registry of violence against women (RUCVM), and training across Argentina and in Galicia, Spain.
Every protocol, plan and workshop is built to measure. We listen to how an organisation actually works before proposing a single measure, and every recommendation rests on evidence, the applicable legal framework and field experience.
Why organisations choose us
What a head office gets from working with us
The people who design the engagement are the people who deliver it. No account layer, no junior handover, no template with your logo dropped on top.
We listen before we act
The assessment always comes before the prescription. What works in a 40-person subsidiary is not what works in a plant of 800.
Reporting you can take upstairs
Deliverables in Spanish where the law requires it, executive reporting in English for headquarters, legal and compliance.
Institutional track record
INDEC, FLACSO, UNTREF, UN Women and legal practice in both Argentina and Spain.
Services
Five services, one standard
Equality protocols
Protocols against violence, discrimination and harassment, secure reporting channels, and intake and investigation tools.
View service
Training
Practical workshops on equality and violence prevention, plus HR training on how to conduct a complaint intake interview.
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Assessments & equality plans
Organisational assessments, equality plans with measurable targets, and gender statistics built to official standards.
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Legal advisory
Bringing policies into line with local law, case handling support and legal protection, in Argentina and Spain.
View serviceFlagship programme
Gender equality in the workplace
A five-session practical programme with real simulations, case analysis and complaint handling — the training local teams need for a protocol to function once it is signed.
- Build a culture of equality inside the organisation
- Understand the applicable law — ILO Convention 190, national and regional rules
- Promote non-discriminatory language
- Prevent sexual and psychological harassment and workplace discrimination
- Develop interview skills and safeguards for complainants
Format
Five live sessions plus guided asynchronous work. On site, remote or hybrid.
Original materials, case analysis and a final group assessment.
About us
Consultancy in gender, equality and cultural change
At GEN+ we advise organisations on how to build gender equality into how they operate. We identify barriers, design concrete measures and support the shift toward inclusive, equitable and respectful workplaces.
Our mission
To promote workplaces that are safe, inclusive and free of violence, through an integrated approach: identifying gaps, designing evidence-based strategies and supporting the change in day-to-day practice.
Our vision
To be a reference point in building organisations where a gender perspective informs every decision, policy and practice.
Our team
Specialists with institutional backing
María Rosa Diez de Ulzurrun
Executive Director
Sociologist, MA in Social Policy (University of Buenos Aires). Coordinator of Argentina's national registry of violence against women (RUCVM). Lecturer at UNTREF on gender violence, workplace harassment and gender statistics.
INDEC · UNTREF · RUCVM
Laura Fabiana Rodríguez
Director of Projects
Geographer, MA in Gender, Society and Policy (FLACSO). Coordinator of the Gender Unit at INDEC. Project evaluator for the UN Trust Fund to End Violence against Women.
INDEC · FLACSO · UN Women
José Ignacio Sampedro
Director of Legal Affairs
Lawyer, LLM in Transnational Business and Digital Technology Law (University of Santiago de Compostela). Served in the Women, Gender and Diversity Unit of Argentina's Ministry of Security (2009–2023).
Ministry of Security · USC Galicia
Track record
Twenty-five years in gender policy
1
2000 — 2015
Producing and analysing gender statistics at INDEC, Argentina's national statistics institute.
2
2015 — 2020
Delivering statistical literacy workshops in universities and secondary schools.
3
2020 — 2025
Training public officials, community leaders, NGOs and local communities across every Argentine province.
4
2025 +
Founding GEN+ Igualdad: protocols, equality plans, assessments and violence prevention in Argentina and Spain.
The case for it
Why bring in specialists rather than adapt the head-office template
Working with people who know the legal framework, the local context and the methodology reduces legal and organisational exposure — and makes the intervention actually land with the people it is meant for.
For people
ProtectionA safe workplace, free of violence
WellbeingPeople who feel valued and respected
GrowthFair access to opportunity
For the business
ComplianceLower legal and reputational exposure
ProductivityLess absenteeism, better performance
RetentionAttracts talent, reduces turnover
On the ground
Workshops and training in schools, institutions and public bodies
INDECFLACSOUNTREFUN Women · UN Trust FundArgentine Ministry of SecurityRUCVMUniversity of Santiago de Compostela
Confidentiality agreements prevent us from naming the private organisations we work with. We are happy to share references during an initial consultation.
Getting started
From assessment to change
Initial consultation
We learn how your organisation works, its context and its objectives.
Assessment
An analysis of where things stand today and where the equality gaps are.
Tailored plan
Measures fitted to your reality, with targets you can actually measure.
Implementation
Continuous support through delivery, on the ground and with your teams.
Common questions
What head offices ask us first
Does our US anti-harassment policy comply in Argentina or Spain?
Almost never on its own. A US EEO or anti-harassment policy is a reasonable starting point, but neither country accepts it as evidence of compliance. Argentina and Spain each require a locally drafted procedure, in Spanish, with the reporting channels, timelines and safeguards their own law defines. A translation of the head-office policy is not enough.
What does Spain require from a company with more than 50 employees?
A negotiated and officially registered equality plan, a harassment protocol, a pay register and, where pay gaps exceed the legal threshold, a pay audit. Spanish law also requires agreed LGBTI measures. Crucially, these are negotiated with worker representatives — management cannot simply issue them.
What is ILO Convention 190 and does it apply to us?
ILO Convention 190 is the first international treaty on violence and harassment in the world of work. Argentina and Spain have both ratified it — it entered into force in Argentina in February 2022 and in Spain in May 2023 — so its standards feed into the national obligations that apply to employers operating there, including your local subsidiary. The United States has not ratified it, which is one reason a US-drafted policy tends not to map onto what these two countries expect. The official text is available on the ILO's Normlex database.
Do you work in English?
Yes. We report, present and correspond in English with headquarters, legal and compliance. Deliverables that must hold up locally are produced in Spanish, and training is delivered in Spanish — that is what local teams need for any of it to work.
How long does an engagement take?
It depends on scope. A harassment protocol with team training typically runs a few weeks. A full Spanish equality plan takes longer, because the law requires a negotiation process with worker representatives before it can be registered. We give you a timeline in the initial consultation, before any commitment.
Contact
Let's talk about what your organisation needs
We start with a free initial consultation to understand where you stand, and then set out a clear, workable proposal for your teams.
Email: contacto@genigualdad.com
We work across US, Argentina and Spain time zones, and report in English.