Gender Equality and Inclusion Plan
CASALS ROSELL INICIATIVES SL
English public summary · Version 1.0 · Approved 14 October 2026
1 Purpose and scope
CASALS ROSELL INICIATIVES SL is committed to equal opportunities, inclusion and the prevention of harassment across its port, maritime and logistics strategy and business development activities. This summary sets out the main commitments of the full Catalan plan, Pla d’igualtat de gènere i inclusió, version 1.0.
The full Catalan document is available to all employees, shareholders and associated professionals of the company. External subconsultants and collaborators will receive it before starting their assignments. Access or a copy may be requested at info@casalsrosell.com. This English summary does not replace the full plan; the Catalan version is the reference document for its detailed procedures and implementation.
The plan covers internal management, future recruitment and professional relationships. The company currently has one person working in the business and two shareholders. Shareholding and employment are treated separately. Measures will be reviewed as the business develops.
2 Governance and resources
Jordi Casals, Sole Director, is responsible for adoption, publication, implementation and monitoring. Upon approval, the company will allocate at least 12 hours of director time and an initial annual budget of EUR 300 for training or specialist advice, reviewed according to actual needs. The plan will run for three years from its approval date and will be reviewed annually.
Within the first 90 days, a suitably qualified equality specialist or service will review the plan. Their qualifications, advice and involvement will be documented. Responsibility for coordinating the plan does not, in itself, establish specialist expertise.
3 Monitoring and training
The company will maintain sex/gender-disaggregated data where relevant, distinguishing shareholders, governance and people working in the business. Indicators will cover recruitment, training, dedicated resources, work-life balance requests and reported incidents. Annual reviews and indicator-based reports at least every two years will record progress and corrective action. Personal data will remain confidential; comparisons that are not meaningful for a one-person operation will be marked as not applicable.
The Sole Director will complete at least two hours of initial training on gender equality and unconscious bias within 90 days, followed by at least one hour of annual refresher training. Training will cover staff and decision-makers as relevant to their roles; future joiners will receive initial training within three months. Participation and completion records will be retained.
4 Commitments in practice
Work-life balance and organizational culture. Plan meetings and travel in advance, favor feasible flexibility and remote working, and assess work-life balance requests within 15 calendar days or any shorter applicable legal deadline. Care responsibilities will not be used to judge professional merit.
Leadership and decision-making. Respect shareholders’ information and participation rights and use documented professional criteria for new responsibilities and appointments. Review governance annually and avoid gender-based assumptions about roles.
Recruitment and career development. Use inclusive job descriptions, consistent assessment criteria and objective remuneration and training decisions. Apply and retain the assessment framework in every future recruitment process.
Gender in studies and project content. Assess the relevance of gender at the start of each new study, innovation or training project. Where relevant, integrate appropriate data and perspectives into the work; otherwise document the reason. This commitment does not imply that the company is a research or teaching institution.
Prevention of gender-based violence and harassment. Maintain zero tolerance for sexual harassment, sex-based harassment and gender-based violence in professional relationships. Communicate the policy and provide confidential reporting, impartial handling and protection against retaliation.
5 External sub-consultants and associated professionals
External sub-consultants and associated professionals must comply with the plan in assignments undertaken for CASALS ROSELL INICIATIVES SL. Before work starts, contracts or collaboration agreements will include acceptance of the plan. For the assignment, its standards will prevail over incompatible internal practices or instructions, subject to mandatory law and any stronger applicable safeguards.
Collaborators will receive initial awareness training or demonstrate equivalent training. They must prevent discrimination and harassment, report incidents and cooperate with corrective action. Acceptance will be recorded for every assignment, including authorized subcontractors. Breaches may lead to suspension or termination under the agreed terms.
6 Reporting approval and access
The company will activate a confidential reporting channel and an independent route for conflicts of interest. Reports will be handled impartially, without retaliation, under the deadlines and safeguards of the full Catalan plan. External legal remedies remain available.
Approved by decision of Jordi Casals, Sole Director, on 14 October 2026, the plan runs until 13 October 2029. The plan and this summary will be published at www.casalsrosell.com. Approval does not certify completion of scheduled actions. Evidence of implementation will be retained.