Andorra Approves Strict Criteria for New Gender Equality Badge

The Andorran government has approved a new regulation setting strict criteria for companies seeking an equality badge, barring those sanctioned for serious or very serious violations in labour, gender equality, or discrimination matters over the previous three years.

Published this week in the Official Bulletin of the Principality of Andorra (BOPA), the rules target firms and organisations implementing effective measures to promote gender equality in the workplace. Applicants must be up to date with tax and social security obligations, hold a registered equality plan, submit data on the gender pay gap, and demonstrate concrete actions in areas such as pay equity, work-life balance, hiring and promotion processes, harassment prevention, and balanced representation in leadership roles. Awards require a minimum score of 60 out of 100 points following an evaluation. The badge lasts three years and can be suspended or revoked for non-compliance, serious breaches, false information, or failure to correct issues after due process, including a hearing for the company.

Acció Feminista welcomed the initiative but urged stricter enforcement to ensure it reflects genuine progress rather than corporate image enhancement. Representatives emphasised that the badge should reward substantive changes and avoid becoming a mere label, calling for regular reviews and potential withdrawal.

The group highlighted ongoing non-compliance with mandatory equality plans, required since 2023 for companies with over 50 employees. Government data shows 20% of such firms have yet to register theirs, while 20% of smaller companies—below the threshold—have done so voluntarily. Acció Feminista praised the latter trend but argued that nearly three years of awareness efforts are insufficient, demanding proportional fines and a public inspection schedule to verify adherence.

It also pushed for using gender pay gap data to drive corrections, including annual company-specific indicators and deadlines for remedial plans where disparities exist. "It's not just about publishing data in the register, but what we do with it," sources said, advocating targets and outcome checks.

Badge holders gain official branding rights and advantages in public tenders and subsidies. The regulation repeals the 2010 rules on the prior "Effective Equality and Work-Family Balance" badge; existing awards remain valid until expiry, but renewals follow the new framework.