Implementing Regulation of the Act of 24 June 1996 on the Application in the Canton of Vaud of the Federal Act of 24 March 1995 on Gender Equality (RLVLEg) - Promotion of Equality Between Women and Men (RGLFG)

1. The Council of State actively promotes the policy of gender equality between women and men.

2. It adopts measures aimed at implementing the principle of gender equality between women and men, particularly within the Vaud cantonal administration.

3. It ensures, in the context of public procurement and the subsidies granted by the State, equal pay for women and men by introducing control mechanisms.

1. The Council of State shall ensure, within the Vaud cantonal administration, inter alia, to

a. guarantee the existence of non-discriminatory working conditions, notably by regularly checking or having checked pay equality between women and men;

b. encourage equitable representation of both sexes at all hierarchical levels and promote the access of women to management positions;

c. promote the reconciliation of professional activity and family responsibilities.

1. The Council of State mandates the BEFH to

a. propose measures to ensure equality between women and men within the Vaud cantonal administration;

b. ensure, in collaboration with the relevant departments, their implementation and follow-up;

c. collect and analyze, in collaboration with Statistique Vaud and the State of Vaud Personnel Department, available cantonal data related to equality within the canton and the Vaud cantonal administration;

d. organize, with specialized bodies, training and professional development on equality-related issues;

e. examine questions and requests from employees concerning equality between women and men and, if necessary, issue an opinion that it may transmit to the hiring authority.

1. To ensure the implementation, monitoring, and evaluation of measures aimed at guaranteeing equality between women and men in the Vaudois cantonal administration, the BEFH may rely on an interdepartmental working group.

1. Within three months following the beginning of each legislative period, and for the duration thereof, the State Council shall appoint the members of the Public Procurement and Subsidies Control Commission (CoMPS) and their deputies.

2. The CoMPS shall comprise five members representing

a. the BEFH;

b. the Public Procurement Competence Centre (CCMP-VD);

c. the department responsible for finance;

d. trade unions;

e. employers' associations.

3. At least two women and two men must be appointed among the members, respectively among the persons serving as deputies.

4. Members and their deputies may be reappointed.

1. The presidency of the CoMPS is held by the member representing the BEFH. It manages communication, defines the topics to be addressed, and sets the agenda for meetings. The secretariat of the CoMPS is provided by the BEFH.

2. The CoMPS meets as often as necessary, but at least twice a year upon the presidency's convocation.

3. Decisions are made by a simple majority. In the event of a tie, the presidency casts the deciding vote.

4. Its members are compensated according to the rules applicable to cantonal commissions.

1. The State allocates to the CoMPS the resources necessary for the successful completion of its missions, including carrying out inspections and ensuring their follow-up.

1. Members and other persons attending the meetings of the CoMPS are bound by official secrecy.

1. The analysis of pay equality among the staff of the State of Vaud is conducted under the responsibility of the department in charge of personnel.

2. The analysis of pay equality is carried out using the standard analysis tool provided free of charge by the Confederation.

3. Additional analyses on the data can be conducted at the request of the Council of State or upon the proposal of the department in charge of personnel, while ensuring the security and protection of the personal data of workers.

1. The verification of the salary equality analysis for the personnel of the State of Vaud falls under the responsibility of the human resources department.

2. The human resources department commissions an accredited auditing firm to carry out the verification within the meaning of Article 13d, paragraph 1 of the LEg (Law on Equality).

3. The firm conducting the audit verifies that the salary equality analysis, within the meaning of Article 7, paragraph 2 of the Ordinance on the Verification of Salary Equality Analysis, has been formally conducted correctly and establishes a report for the attention of the management of the human resources department within one year after the analysis has been carried out.

4. The Council of State publishes

a. the detailed results of the salary equality analysis;

b. the verification of the salary equality analysis.

5. The detailed results of the analysis and the verification are published internally and externally through appropriate channels. The Council of State defines the mode of dissemination.

1. Public law establishments employing at least 100 workers must have their gender pay equity analysis verified by an independent body. They may choose to appoint

a. an auditing firm approved within the meaning of the Federal Act of 16 December 2005 on the supervision of auditing;

b. an organisation within the meaning of Article 7 GEA or a workers' representation within the meaning of the Federal Act of 17 December 1993 on participation.

2. When the verification has been entrusted to an approved auditing firm, the persons leading the audit shall verify that the gender pay equity analysis, within the meaning of Article 7 paragraph 2 of the Ordinance on the Verification of Gender Pay Equity Analysis, has been formally conducted correctly and shall establish a report for the management within one year after the analysis has been carried out.

3. When the verification has been entrusted to an organisation within the meaning of Article 7 GEA or to a workers' representation, the employer shall conclude an agreement with the organisation within the meaning of Article 7 GEA or the workers' representation concerning the procedure for the verification and the submission of the report to the company's management.

4. Employers shall publish the detailed results of the gender pay equity analysis and its verification.

5. The detailed results of the analysis and verification shall be published internally and externally through appropriate channels. Employers shall define the method of dissemination.

1. The Regulation of December 23, 2004, on Equality between Women and Men in the Cantonal Administration of Vaud is repealed.

1. The Department of Territory and Environment is responsible for the implementation of this regulation, which comes into force on July 1, 2018.