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Antonio Masciale FIRST , National Training Officer

Dive into European regulations, company agreements, and social dialogue strategies to foster gender equality in the finance sector. Explore laws, agreements, and best practices promoting family responsibilities. Analyze legislative frameworks, collective labor contracts, and flexibility policies affecting work-life balance. Discover case studies from Turkey, Italy, Romania, UK, Finland, and Greece. Unveil how organizations like Unicredit Spa and Intesa San Paolo Group address work-life management. Learn about smart working agreements and policies for women's empowerment in the labor market.

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Antonio Masciale FIRST , National Training Officer

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  1. With EU Contribution 'Work-Life Management and CSR in the finance sector: a training path to incentivize the social dialogue at company and European level. VS/2016/0394 WG1(Family Needs) Training Course “The Knowledge”, Vico Equense 6th - 8th Nov. 2017 Antonio Masciale FIRST , National Training Officer VS/2016/0394 Vico Equense – AM

  2. The project aims

  3. The project structure WG 1 WG 2 WG 3 VS/2016/0394 Vico Equense – AM

  4. Working groups The partners have been divided into three working groups: WG1 WG2 Area of investigation: WG1 and WG2 topics from the P&Ms’ point of view WG3 VS/2016/0394 Vico Equense – AM

  5. The WG1 composition Members: • CAROLINE FARRELL, UNITE THE UNION , UK • MERAL GUNEC , BSS BASISEN, TURKEY • ADRIAN SOARE , SINDACATUL UPA, ROMANIA • VILMA MARRONE, FIRST CISL, ITALY facilitator (the rapporteur) ANTONIO MASCIALE, FIRST CISL, ITALY WG1 VS/2016/0394 Vico Equense – AM

  6. The WG1 field of investigation Taking into account the European framework (EU Directives, European Commission Work Program and Road Map, European Parliament Resolutions, etc.), the group investigated and analyzedlaws, national and company agreements as well as social dialogue good practices aimed at rebalancing family responsibilities to promote women’s participationin the labor market WG1

  7. The WG1 task OUR STEPS • Look for and collect laws, national and company agreements and good bargaining practices • Focus group to share the gathered documents • Study and analyze the materials obtained from our research work VS/2016/0394 Vico Equense – AM

  8. Work at a distance Methodology The facilitator of each group coordinates research and group debate through the Virtual Agora, a virtual square where the group: - Shares information and material about the subject - Debates and exchanges points of view and opinions about the work outputs VS/2016/0394 Vico Equense – AM

  9. The focus meetings Each group met in separate meetings. In May we made an interim evaluation of the distance work and planned the following research steps. • The WG1 focus meeting was held in Edinburgh VS/2016/0394 Vico Equense – AM

  10. The WG1 task Edinburgh focus meeting The group meeting aimed at: • carrying out a mid-term evaluationof the work done at a distance • sharing the research results • planning the next research steps VS/2016/0394 Vico Equense – AM

  11. The focus meetings In the virtual agora we can find the results of the research, the considerations, etc. The documents we received were included in this "shared space" that we use for our work, for our project. This is a list of the work done at a distance: Turkey – ” Work Life Management in Turkey “– by Meral Gunec Italy – “Family Needs” - by Vilma Marrone Romania – “Woman encouragement on participating on labor market and the place of the family within working relations context” – by Adrian Soare U.K. – “Documents relating to the W.L.B” – by Caroline Farrall Finland – “Work life Management in Finland” – by Mika Makela Greece – “Work life Management in Greece” – by Vana Georgakopolou : VS/2016/0394 Vico Equense – AM

  12. Now a brief summary of the work and research carried out by the members of wg1 VS/2016/0394 Vico Equense – AM

  13. Italian Legislative Framework • National Collective Labour Contract in the banking sector • Protocol on welfare in workplaces and commercial policies Unicredit Spa April 22, 2016 • National agreement on trade policies and organization of work ABI February 8, 2017 • Trade union agreements on Conciliation life-work times and smart-working • Work life balance in Intesa San Paolo SpA Bank October 7, 2015 Agreement • Protocol for the Sustainable Development of the Intesa San Paolo Group 01 February 2017 • UBI BANK 11/12/2016 Agreement • BNL Bank Agreement on social matters and reconciliation of times of life and work 22/12/2016 • BNL Bank - Agreement on Agile Work 02/11/2015 • TELE WORKING / SMART WORKING / AGILE WORK: the differences • CARIPARMA CREDIT AGRICOL GROUP SMART WORKING AGREEMENT ZURICH ITALY GROUP AGREEMENT 01/6/2016 • Barilla en Vodafon agreements VS/2016/0394 Vico Equense – AM

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  15. Legislative synthesis Women encouragement on participating on labor market and the place of the family within working relations context Romanian legislative framework in short UBIS Romania Collective Agreement specifications VS/2016/0394 Vico Equense – AM

  16. Williams & Glyn Maternity Policy – division of RBS Flexible Working Policy in Barclays VS/2016/0394 Vico Equense – AM

  17. Finland “Work life Management in Finland” by Mika Makela VS/2016/0394 Edinburgh – AM

  18. The focus meetings We have also taken into consideration the documents written by our colleagues from Greece and Finland. These colleagues were member of another group (WG2) but their documents contain interesting parts for our WG. VS/2016/0394 Edinburgh – AM

  19. Greece “Work life Management in Greece” by Vana Georgakopolou VS/2016/0394 Edinburgh – AM

  20. Distance Work To study and extrapolate the key features of the analyzed issues and materials Working tools The Analysis Form A questionnaire, prepared by the facilitator of each group, to guide the research and extrapolate the key features of the analyzed issues and materials, with a special focus on good practices on social dialogue and company agreements in the financial sector VS/2016/0394 Vico Equense – AM

  21. Distance Work Working tools The SWOT Analysis or SWOT matrix. (Albert Humphrey) It is an acronym for strengths, weaknesses, opportunities and threats and is a structured planning method that evaluates those four elements in an organization, in a project, in a certain setting etc. It’s important to discover internal and external factors that are favorable and unfavorable to achieving an objective Strengths Weaknesses Opportunity Treats VS/2016/0394 Vico Equense – AM

  22. Distance Work Working tools The SWOT Analysis through which the group members have evaluated: • strengths and weaknesses of the trade union activities and social dialogue in their field of investigation • opportunities and threats with respect to the existing European and national laws, agreements and social dialogue good practices Strengths Weaknesses Opportunity Treats VS/2016/0394 Vco Equense – AM

  23. Steering Committee In the focus meetings in May, the working groups separately exchanged and compared their findings and observations with each other. In the following step, with the help of the SWOT analysis, the groups’ member analyzed the collected documents (national law, national collective agreement, good practices of bargaining, etc.) and evaluated them critically, highlighting the innovative and positive aspects and the opportunities but also the improvement areas, the weaknesses and threats for the future. In September during the Steering Committee, in Strasbourg, we asked the groups to take a step forward and to work together to select the most innovative and effective practices to be presented in the next training course in November.” VS/2016/0394 Vico Equense – AM

  24. Steering Committee Three groups were established: each one analyzed the WG1, WG2 and WG3 collected materials and chose the 3-4 experiences that are innovative and can be successfully replicated in other countries or companies. Colleagueswhoin Strasbourg analyzed the materialscollected by WG1 consideredthesefourexperiencesveryinteresting and worthbeingreplicated in othercountries: VS/2016/0394 Vico Equense – AM

  25. Good Practices VS/2016/0394 Edinburgh – AM

  26. Good Practices VS/2016/0394 Edinburgh – AM

  27. Good Practices • Romanian National Legislation • Paternal leave law no 210/1999 • The child’s father has the right to 5 days of paternal leave (plus another 10 days if he has a childcare course degree) awarded within first 8 weeks from birth; • UBIS Romania specific Collective Agreement - specifications • The father of the child will receive 10 extra days of paternity leave in case of presenting a childcare course degree, for every newly born child; the law provides this measure only once; VS/2016/0394 Vico Equense – AM

  28. Good Practices VS/2016/0394 Vico Equense – AM

  29. Good Practices VS/2016/0394 Vico Equense – AM

  30. Good Practices these four good practices will provide the basis for the work that the working groups will carry out during the training course VS/2016/0394 Vico Equense – AM

  31. Some recent news, though not good news, need to be reported here today: Work and family reconciliation is becoming more and more difficult, the number of Italian mums resigning from work increases day by day. This is confirmed by the data released in October by the Labor Inspectorate that shows a gloomy picture for women in Italy. Women not only have difficulties finding a job and are often discriminated, but are also forced to leave after the birth of their first child. The reason? The inability to balance the care of children with work commitments. To understand the extent of this phenomenon, it is enough to know that in 2016 78% of the resignations was among mothers and over 40% motivated this choice with the difficulty of reconciling work and family. A 44% increase over 2015 was recorded last year. VS/2016/0394 Vico Equense – AM

  32. But what is it that causes women to give up their jobs, which may even satisfy them, to stay home to take care of their children? The reasons may be three-fold: the lack of relatives to whom to ask for help (e.g. grandparents), the cost of someone taking care of the newborn and the failure to have access to a day care centre. Very often resignation letters arrive after the baby's non-acceptance at the day care centre, but also when they cannot get part-time and when the job becomes irreconcilable with the care of the family. Instruments such as day care centre bonuses, birth prize, and baby sitting vouchers might improve the situation. VS/2016/0394 Vico Equense – AM

  33. “The gender gap is a serious problem in most of the world including Italy”, the World Economic Forum says in its latest report on the Global Gender Gap. According to the Wef, Italy has lost 32 positions in the ranking moving down to no. 82 of 144 countries. It falls behind countries such as Burundi, Bolivia, Mozambique, Kazakhstan, Mongolia, Uruguay, Uganda, Peru.This index measures how much difference there is between men and women in 4 key areas such as economy, politics, health, education. This does not mean that health or work conditions are good or bad, better or worse, but only that the differences are high between men and women. Italy according to Wef falls in the VS/2016/0394 Vico Equense – AM

  34. …the road is long and difficult… VS/2016/0394 Vico Equense – AM

  35. With EU Contribution 'Work-Life Management and CSR in the finance sector: a training path to incentivize the social dialogue at company and European level. Focus on Professionals and Managers' - VS/2016/0394 Thanks! VS/2016/0394 Vico Equense – AM

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