“No somos muy partidarios de la cuota[1]” decía recientemente el vicepresidente de la Comunidad de Madrid, lo que ha dado lugar a cierto debate en la opinión pública y tertulia televisiva.
¿Y cómo va esto de la “cuota”?
Pues bien, puede decirse que el debate se origina a partir de la aprobación de la Ley Orgánica de Igualdad[2] (LOI), que en su disposición adicional primera prevé la presencia o composición equilibrada entre ambos sexos entre un 60-40% [3], como máximo y mínimo de cada sexo, respectivamente. Sin embargo, cuando se habla de “cuotas”, no estamos hablando estrictamente de este concepto, sino de medidas de acción positiva, establecidas por medio de normas o negociación colectiva y destinado al colectivo de personas con capacidades especiales para facilitarles el acceso al empleo. Así, el artículo 42 del Real Decreto Legislativo 1/2013, de 29 de noviembre, por el que se aprueba el Texto Refundido de la Ley General de derechos de las personas con discapacidad y de su inclusión social[4]prevé, tanto para empresas públicas como privadas que, en caso de que exista una plantilla de cincuenta o más trabajadores, debe existir una reserva de 2% de puestos para este colectivo, y, en caso de que no sea posible, se han de adoptar las medidas sustitutivas previstas por la norma. Además, para el caso de ofertas de empleo público, el Estatuto Básico del Empleado Público prevé (artículo 59) que habrá de existir una reserva de empleo para este colectivo que no puede ser menor al 7%[5]).
No está previsto en ningún caso una cuota para mujeres. Si existiera una norma de este tipo, sería contraria, entre otras[6], a nuestro artículo 14 de la Constitución Española, que, recordemos, se trata de un derecho fundamental desarrollado por la propia LOI, siendo obligación de los poderes públicos la promoción de condiciones para que la igualdad del individuo y de los grupos en que se integra sean reales y efectivas (artículo 9.2 Constitución Española, y también, derecho fundamental). Lo que existe en nuestro sistema jurídico la previsión de poder establecer preferencias por medio de normas, pactos y negociación colectiva para determinados colectivos con mayor dificultad de acceso al empleo, entre el que se encuentra el de mujeres (también jóvenes, mayores de cuarenta y cinco años, etc.), pero siempre que se parta de una situación de igualdad de condiciones de idoneidad, es decir, que, en un supuesto de igualdad de méritos, pueden establecerse preferencias en el acceso, pero solo si tiene lugar dicho presupuesto.
Desconocemos si se trata de desinformación, de ignorancia o, incluso, de pereza a la hora de revisar nuestro ordenamiento jurídico el motivo de por qué tanto políticos como medios de comunicación difunden mensajes erróneos, pero, en ningún caso, la pertenencia al colectivo de que se trate, con la salvedad del de capacidades especiales, en la forma que hemos comentado, produce per se el acceso al empleo o cargo[7].
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