{"id":10044,"date":"2025-10-22T09:25:45","date_gmt":"2025-10-22T07:25:45","guid":{"rendered":"https:\/\/gmintegrarrhh.com\/?p=10044"},"modified":"2025-10-22T09:32:46","modified_gmt":"2025-10-22T07:32:46","slug":"equality-plan","status":"publish","type":"post","link":"https:\/\/gmintegrarrhh.com\/en\/equality-plan\/","title":{"rendered":"Design your equality plan in 5 phases"},"content":{"rendered":"<p>Having an <a href=\"https:\/\/gmintegrarrhh.com\/en\/hr-services\/equality-plans\/\">Equality Plan<\/a> is not only a legal obligation but also an opportunity to build a fairer, more innovative, and more competitive company.<\/p>\n<p>Equal opportunities and workplace diversity drive productivity, reputation, and employee engagement. However, implementing an effective plan requires technical rigor, expert guidance, and strict legal compliance.<\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_85 counter-hierarchy ez-toc-counter ez-toc-white ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title ez-toc-toggle\" style=\"cursor:pointer\">Tabla de contenido<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/gmintegrarrhh.com\/en\/equality-plan\/#Why_Your_Company_Needs_an_Equality_Plan\" >Why Your Company Needs an Equality Plan<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/gmintegrarrhh.com\/en\/equality-plan\/#%F0%9F%8E%A7Listen_to_our_podcast_episode_on_Equality_Plans\" >\ud83c\udfa7Listen to our podcast episode on Equality Plans<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/gmintegrarrhh.com\/en\/equality-plan\/#How_to_Know_if_Your_Company_Must_Have_an_Equality_Plan\" >How to Know if Your Company Must Have an Equality Plan<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/gmintegrarrhh.com\/en\/equality-plan\/#1_When_should_the_headcount_be_calculated\" >1. When should the headcount be calculated?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/gmintegrarrhh.com\/en\/equality-plan\/#2_How_is_the_workforce_calculated\" >2. How is the workforce calculated?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/gmintegrarrhh.com\/en\/equality-plan\/#3_Which_cases_are_not_included\" >3. Which cases are not included?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/gmintegrarrhh.com\/en\/equality-plan\/#4_What_about_workers_assigned_through_an_ETT\" >4. What about workers assigned through an ETT?<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/gmintegrarrhh.com\/en\/equality-plan\/#5_What_if_the_workforce_later_drops_below_50\" >5. What if the workforce later drops below 50?<\/a><\/li><\/ul><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/gmintegrarrhh.com\/en\/equality-plan\/#How_to_Implement_the_Equality_Plan_in_5_Phases\" >How to Implement the Equality Plan in 5 Phases<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/gmintegrarrhh.com\/en\/equality-plan\/#Phase_1_Commitment_and_Creation_of_the_Negotiating_Committee\" >Phase 1: Commitment and Creation of the Negotiating Committee<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/gmintegrarrhh.com\/en\/equality-plan\/#Phase_2_Situation_Diagnosis\" >Phase 2: Situation Diagnosis<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/gmintegrarrhh.com\/en\/equality-plan\/#Phase_3_Plan_Design_and_Action_Measures\" >Phase 3: Plan Design and Action Measures<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/gmintegrarrhh.com\/en\/equality-plan\/#Phase_4_Implementation_and_Communication\" >Phase 4: Implementation and Communication<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/gmintegrarrhh.com\/en\/equality-plan\/#Phase_5_Monitoring_and_Evaluation\" >Phase 5: Monitoring and Evaluation<\/a><\/li><\/ul><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/gmintegrarrhh.com\/en\/equality-plan\/#LGTBI_Plans_and_Harassment_Protocols_A_Comprehensive_Approach\" >LGTBI Plans and Harassment Protocols: A Comprehensive Approach<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/gmintegrarrhh.com\/en\/equality-plan\/#FAQs_about_Equality_Plans\" >FAQs about Equality Plans<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/gmintegrarrhh.com\/en\/equality-plan\/#Need_Help_Designing_Your_Equality_Plan\" >Need Help Designing Your Equality Plan?<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"Why_Your_Company_Needs_an_Equality_Plan\"><\/span><strong>Why Your Company Needs an Equality Plan<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Having an <em>Equality Plan<\/em> is a legal obligation under <a href=\"https:\/\/www.boe.es\/buscar\/act.php?id=BOE-A-2007-6115\"><strong>Ley Org\u00e1nica 3\/2007<\/strong><\/a> and <strong>Reales Decretos <\/strong><a href=\"https:\/\/www.boe.es\/buscar\/doc.php?id=BOE-A-2020-12214\"><strong>901\/2020<\/strong><\/a><strong> and <\/strong><a href=\"https:\/\/www.boe.es\/buscar\/act.php?id=BOE-A-2020-12215\"><strong>902\/2020<\/strong><\/a>, which regulate effective equality between women and men in the workplace.<\/p>\n<p>Beyond legal compliance, an Equality Plan strengthens the organization: it reduces turnover, increases engagement, enhances employer branding, and helps attract top talent.<\/p>\n<p>According to McKinsey &amp; Company, companies with active diversity and equality policies are <a href=\"https:\/\/www.mckinsey.com\/featured-insights\/diversity-and-inclusion\/diversity-wins-how-inclusion-matters\">33% more likely to outperform their competitors<\/a>.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"%F0%9F%8E%A7Listen_to_our_podcast_episode_on_Equality_Plans\"><\/span><strong>\ud83c\udfa7<\/strong><strong>Listen to our podcast episode on Equality Plans<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><iframe loading=\"lazy\" title=\"Conectando RRHH y Tecnolog\u00eda #4 Plan de Igualdad con Sandra P\u00e9rez\" width=\"1200\" height=\"675\" src=\"https:\/\/www.youtube.com\/embed\/rfIOUs8ejNw?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/p>\n<h2><span class=\"ez-toc-section\" id=\"How_to_Know_if_Your_Company_Must_Have_an_Equality_Plan\"><\/span><strong>How to Know if Your Company Must Have an Equality Plan<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Since <strong>March 7, 2022<\/strong>, all companies with <strong>50 or more employees<\/strong> are required to negotiate, draft, and implement an Equality Plan.<\/p>\n<p>However, calculating whether your company meets that threshold is not always straightforward. At <strong>GM Integra<\/strong>, we make it clear:<\/p>\n<h3><span class=\"ez-toc-section\" id=\"1_When_should_the_headcount_be_calculated\"><\/span><strong>1. When should the headcount be calculated?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The calculation must be made twice a year:<\/p>\n<ul>\n<li>On <strong>June 30<\/strong>.<\/li>\n<li>On <strong>December 31<\/strong>.<\/li>\n<\/ul>\n<p>If the workforce reaches 50 employees at either point, the obligation to implement an Equality Plan automatically arises\u2014even if the number later drops. Once the negotiating committee is formed, the obligation remains until the plan\u2019s term ends (usually four years).<\/p>\n<h3><span class=\"ez-toc-section\" id=\"2_How_is_the_workforce_calculated\"><\/span><strong>2. How is the workforce calculated?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>All employees count, regardless of contract type:<\/p>\n<ul>\n<li>Permanent, temporary, or fixed-discontinuous contracts.<\/li>\n<li>Fixed-term and temporary agency (ETT) contracts.<\/li>\n<li>Part-time employees count as one full employee, regardless of hours worked.<\/li>\n<\/ul>\n<p>In addition, temporary contracts that ended in the last six months are counted as follows: every 100 days worked (or fraction thereof) equals one additional employee.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"3_Which_cases_are_not_included\"><\/span><strong>3. Which cases are not included?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<ul>\n<li>Members of cooperatives: their relationship is corporate, not labor.<\/li>\n<li>Interns or individuals with non-employment relationships are not counted.<\/li>\n<\/ul>\n<p>However, both cooperatives and interns are protected under <strong>Ley Org\u00e1nica 3\/2007<\/strong> and <strong>Article 14 of the Constituci\u00f3n Espa\u00f1ola<\/strong>.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"4_What_about_workers_assigned_through_an_ETT\"><\/span><strong>4. What about workers assigned through an ETT?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Yes. Employees assigned by temporary work agencies (ETT) must be included in the user company\u2019s headcount.<\/p>\n<p>Therefore, companies exceeding 50 employees including temporary assignments must also prepare an Equality Plan.<\/p>\n<h4><span class=\"ez-toc-section\" id=\"5_What_if_the_workforce_later_drops_below_50\"><\/span><strong>5. What if the workforce later drops below 50?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p>Once the threshold is exceeded and the negotiating committee is established, the obligation remains until the end of the plan\u2019s duration (up to four years), even if the workforce decreases.<\/p>\n<p>You must also prepare a plan if:<br \/>\na) Your collective bargaining agreement requires it, or<br \/>\nb) It is imposed by the labor authority as a substitute for a sanction.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"How_to_Implement_the_Equality_Plan_in_5_Phases\"><\/span><strong>How to Implement the Equality Plan in 5 Phases<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>At <strong>GM Integra<\/strong>, we structure the design and implementation process into <strong>five key phases<\/strong> to ensure an organized, compliant, and effective rollout.<\/p>\n<h4><span class=\"ez-toc-section\" id=\"Phase_1_Commitment_and_Creation_of_the_Negotiating_Committee\"><\/span><strong>Phase 1: Commitment and Creation of the Negotiating Committee<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p>Everything starts with management\u2019s commitment. This must be formalized and communicated to the entire workforce.<\/p>\n<p>Next, the <strong>Equality Negotiating Committee<\/strong> is created, made up equally of company representatives and employee representatives. This body is legally empowered to negotiate and approve the plan.<\/p>\n<p>Incorrect composition can invalidate the plan, as ruled by the <strong>Audiencia Nacional<\/strong>. At GM Integra, we provide expert advice to ensure proper constitution, whether a union representation exists or an ad hoc committee must be formed.<\/p>\n<h4><span class=\"ez-toc-section\" id=\"Phase_2_Situation_Diagnosis\"><\/span><strong>Phase 2: Situation Diagnosis<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p>The diagnosis is the foundation of any Equality Plan.<\/p>\n<p>It must include both quantitative and qualitative data on:<\/p>\n<ul>\n<li>Recruitment, promotion, and professional classification<\/li>\n<li>Access to training<\/li>\n<li>Working conditions and work-life balance<\/li>\n<li>Pay audit<\/li>\n<li>Female representation in leadership positions<\/li>\n<li>Prevention of sexual and gender-based harassment<\/li>\n<\/ul>\n<p>At GM Integra, we apply a rigorous methodology combining data analysis, surveys, and interviews. We also conduct the pay audit in accordance with <strong>Real Decreto 902\/2020<\/strong>, identifying possible pay gaps and objectively justifying their causes.<\/p>\n<h4><span class=\"ez-toc-section\" id=\"Phase_3_Plan_Design_and_Action_Measures\"><\/span><strong>Phase 3: Plan Design and Action Measures<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p>Once the diagnosis is complete, we design the Equality Plan defining objectives, actions, KPIs, and a timeline.<\/p>\n<p>Common measures include:<\/p>\n<ul>\n<li>Incorporating gender perspective in recruitment process.<\/li>\n<li>Training on inclusive leadership and unconscious bias<\/li>\n<li>Protocols for sexual and gender-based harassment<\/li>\n<li>Promotion of co-responsibility in work-life balance<\/li>\n<li>Internal communication using inclusive language<\/li>\n<\/ul>\n<p>The plan is approved via minutes signed by the negotiating committee and registered in <a href=\"https:\/\/expinterweb.mites.gob.es\/regcon\/\"><strong>REGCON<\/strong><\/a> until the specific Equality Plan register is enabled.<\/p>\n<h4><span class=\"ez-toc-section\" id=\"Phase_4_Implementation_and_Communication\"><\/span><strong>Phase 4: Implementation and Communication<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p>Once approved, implementation begins.<\/p>\n<p>At GM Integra, we support this phase through:<\/p>\n<ul>\n<li>Specialized training and practical workshops<\/li>\n<li>Action protocols for incidents or complaints<\/li>\n<li>Tracking tools integrated into the Employee Portal<\/li>\n<\/ul>\n<p>Clear, consistent internal communication strengthens trust and engagement throughout the organization.<\/p>\n<h4><span class=\"ez-toc-section\" id=\"Phase_5_Monitoring_and_Evaluation\"><\/span><strong>Phase 5: Monitoring and Evaluation<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p>The plan must be periodically reviewed.<\/p>\n<p>At GM Integra, we establish a Monitoring Committee to assess compliance and analyze indicators such as:<\/p>\n<ul>\n<li>Female participation in leadership roles<\/li>\n<li>Reduction in pay gaps<\/li>\n<li>Uptake of work-life balance measures<\/li>\n<li>Evolution of workplace climate<\/li>\n<\/ul>\n<p>This continuous improvement approach ensures that equality becomes a lasting value.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"LGTBI_Plans_and_Harassment_Protocols_A_Comprehensive_Approach\"><\/span><strong>LGTBI Plans and Harassment Protocols: A Comprehensive Approach<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Commitment to equality must also extend to LGTBI diversity.<\/p>\n<p><a href=\"https:\/\/www.boe.es\/buscar\/act.php?id=BOE-A-2023-5366\"><strong>Ley 4\/2023<\/strong><\/a> requires companies with more than 50 employees to have an <strong>LGTBI Plan<\/strong> and a <strong>Protocol for the prevention of harassment based on sexual orientation or gender identity<\/strong>.<\/p>\n<p>At GM Integra, we help integrate these documents into a broader diversity, awareness, and compliance strategy.<\/p>\n<p>As the <strong>United Nations<\/strong> highlights, promoting equality and inclusion is a direct source of innovation and social cohesion.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"FAQs_about_Equality_Plans\"><\/span><strong>FAQs about Equality Plans<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<ul>\n<li><strong>Is my company required to have an Equality Plan?<br \/>\n<\/strong> If you have 50 or more employees, or if it is required by your collective agreement or the labor authority.<\/li>\n<li><strong>What are the penalties for non-compliance?<br \/>\n<\/strong>Fines can reach up to <strong>\u20ac187,515<\/strong> for very serious infractions.<\/li>\n<li><strong>How long does it take to implement?<br \/>\n<\/strong>Between 4 and 6 months, depending on company size and structure.<\/li>\n<li><strong>Why do it with GM Integra?<br \/>\n<\/strong>Because we offer a comprehensive service: diagnosis, negotiation, training, and registration, supported by specialized legal and technical consulting.<\/li>\n<\/ul>\n<h2><span class=\"ez-toc-section\" id=\"Need_Help_Designing_Your_Equality_Plan\"><\/span><strong>Need Help Designing Your Equality Plan?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>An Equality Plan is not just a legal requirement\u2014it\u2019s a chance to build a more ethical and sustainable corporate culture.<\/p>\n<p>\ud83d\udce9 Does your company need to create or update its Equality Plan?<br \/>\nContact our team at <a href=\"mailto:comunicacion@gmintegrarrhh.com\"><strong>comunicacion@gmintegrarrhh.com<\/strong><\/a><\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Having an Equality Plan is not only a legal obligation but also an opportunity to build a fairer, more innovative, and more competitive company. Equal opportunities and workplace diversity drive productivity, reputation, and employee engagement. However, implementing an effective plan requires technical rigor, expert guidance, and strict legal compliance. Why Your Company Needs an Equality Plan Having an Equality Plan is a legal obligation under Ley Org\u00e1nica 3\/2007 and Reales Decretos 901\/2020 and 902\/2020, which regulate effective equality between women and men in the workplace. Beyond legal compliance, an Equality Plan strengthens the organization: it reduces turnover, increases engagement, enhances employer branding, and helps attract top talent. According to McKinsey &amp; Company, companies with active diversity and equality policies are 33% more likely to outperform their competitors. \ud83c\udfa7Listen to our podcast episode on Equality Plans How to Know if Your Company Must Have an Equality Plan Since March 7, 2022, &#8230; <a title=\"Design your equality plan in 5 phases\" class=\"read-more\" href=\"https:\/\/gmintegrarrhh.com\/en\/equality-plan\/\" aria-label=\"Read more about Design your equality plan in 5 phases\">Read more<\/a><\/p>\n","protected":false},"author":5,"featured_media":10158,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_gspb_post_css":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[],"tags":[],"class_list":["post-10044","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","generate-columns","tablet-grid-50","mobile-grid-100","grid-parent","grid-50","no-featured-image-padding"],"_links":{"self":[{"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/posts\/10044","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/comments?post=10044"}],"version-history":[{"count":4,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/posts\/10044\/revisions"}],"predecessor-version":[{"id":10052,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/posts\/10044\/revisions\/10052"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/media\/10158"}],"wp:attachment":[{"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/media?parent=10044"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/categories?post=10044"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/gmintegrarrhh.com\/en\/wp-json\/wp\/v2\/tags?post=10044"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}