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Guidelines for equal opportunities in the fields of politics and trade unions

Guidelines for equal opportunities in the fields of politics and trade unions Communication by Claudia Colonnello, ASDO Madrid, Athena meeting, July 3rd 2008. THE PROJECT WOMEN AND POLITICS (RADEP). General aim Understanding the reasons that all to often keep women away from politics in

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Guidelines for equal opportunities in the fields of politics and trade unions

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  1. Guidelines for equal opportunities in the fields of politics and trade unions Communication by Claudia Colonnello, ASDO Madrid, Athena meeting, July 3rd 2008

  2. THE PROJECT WOMEN AND POLITICS (RADEP) General aim Understanding the reasons that all to often keep women away from politics in order to work out and experiment hypotesis for a solution to the problem

  3. AN INTEGRATED PROCESS • Research • Experimentation • Public communication • Networking • Institutional relations • Monitoring and evaluation activities

  4. THE FACTORS EXCLUDING WOMEN FROM POLITICS AND UNIONISM 1. Widespread (diffused) vertical segregation 2. Material constraints (Physical restrictions on the presence of women in politics) 3. Ambiguity of public opinion consensus (Ambiguities in the consensus of public opinion) 4. Normative and behavioural inertia 5. Irresolution in promoting women’s access (Lack of resolve in promoting the access of women) 6. Women’s biographical knots and curricular diversity 7. Disarmony (dissonance) between the genders in the exercise of political power 8. Fragmentary nature of mobilisation to promote women’s leadership (Fragmented mobilisation for female leadership)

  5. THE CHALLENGE OF THE PRATICAL Under what conditions change is possible?

  6. THE SEMINAR “GENDER DIFFERENCE AND DEMOCRACY. IDEAS, EXPERIMENTATIONS AND ROUTES” (ROME, MARCH 12-13, 2008) • Background paper • Scientific papers • Final Research Report • Guidelines • Brochure GAIA • Repertory of best praxis www.donnepolitica.org (downloads)

  7. TWO PRE-REQUISITES TO OBTAIN CHANGE • Actor’s AWARENESS about “what is at stake” • Insufficiency of solely individual strategies • Existence of a male-dominant “matrix” of the public sphere, which does not include the female gender • Existence of element of ambivalence in the situation of women who are active in the public sphere • Orientation and capabilities to sistematically pratice NEGOTIATION

  8. THE PATHS TOWARDS THE GUIDELINES FOR EQUAL OPPORTUNITIES IN THE FIELDS OF POLITICS AND TRADE UNIONS • Action based on knowledge • Objective barriers • Subjective attitudes of women • The first draft of the “Guidelines for the experimentation” based on the research findings

  9. PILOT EXPERIMENTS • Selection of 6 micro-projects (proposed by 2 political organisations, 2 trade union organisation, 2 associations) • Three different areas of action (access of women to the political and union world, exercise of political and trade union functions, reconciliation between private and public life • 148 directbeneficiaries (women)

  10. THE PATH TOWARDS THE GUIDELINES • Producing new knowledge • Linking knowledge to practices • Negotiation as key theoretical perspective and as a principle for organising the practices for change

  11. THE 6 EXPERIMENTAL MICRO-PROJECTS • “Women and childhood: two dimensions of social change”(Unione dei Democratici di Sinistra (DS) of the 8th Municipal Government of Rome-Women’s Coordination Committee). • “Women trade unionists: Being there, counting and beingvaluable”,(FILTEA- Italian textile workers’ federation of the CGIL (Confederazione Generale Italiana del Lavoro) , Trade union organisation) • “Participation: feminine noun – Diversity is an added value”(Aspettare Stanca, Association) • “Political paths for women. Women supporting women”,(Margoweb Club of Rome, a civil society network linked to Margherita political party) • “Epos - Empowerment and proselytism in the trade union organisation” (Women’s Coordination Committee of CISL Lazio Region, Trade union organisation) • “Actions for women’s leadership and empowerment” (ALEF, Association)

  12. SUPPORT TO THE EXPERIMENTAL MICRO-PROJECTS (or PILOT?) • The economic contribution of 25.000 euro for each micro-project • An articolated program of technical assistence • The Central operation room • The Technicalassistence pole

  13. TECHNICAL ASSISTANCE ACTIVITIES • The “front-office” service in order to find a solution to problems in real time (on-line and by phone) • 12 hours of thematic work groupswith each team of the micro-project to reinforce some necessary capabilities for the implementation of planned activities • 50 hours of specific advise for each micro-project • Monthly “Visit” for each experimentation • Tools and documents • The monitoring and assessment in progress

  14. THE CREATION OF AN ENABLING ENVIRONMENT FOR THE EXPERIMENTATION • The network between the teams of 6 micro-projects • The program of networking and institutional relations • The publicity on the experimental activities and on their results on the website of the project RADEP(www.donnepolitica.org), in the brochure GAIA, in the newsletter “Gender and democracy”, and on the occasion of other initiatives of public communication

  15. THE PATH TOWARDS THE GUIDELINES • The accompanying research • The observation of the reality “in action” • The lessons learned from the project • The definition of the Guidelines

  16. THE GUIDELINES FOR EQUAL OPPORTUNITIES IN THE POLITICAL AND UNION WORLD • Providing an instrument to put into practice the “lessons learned” during the project • Offering concrete indications about how to negotiate new spaces for gender in politics and trade unions • Singling out 18 practices for change containing 90 operational guidelines

  17. THE STRUCTURE OF THE GUIDELINES Negotiation from the perspective of the interpretation(3 practices) Negotiation in the institutional sphere (5 practices) Negotiation at the symbolic level (4 practices) Negotiation at the operational level (6 practices) • Chapter First • Chapter Second • Chapter Third • Chapter Fourth

  18. THE STRUCTURE OF THE PRACTICES • “The theme” • “What to do”(operational indications) • “For further information:”

  19. NEGOTIATION FROM THE PERSPECTIVE OF INTERPRETATION • Interpreting reality • Diffusing more effective representations of the condition of women in the context of politics and trade unions • Fighting against visionspurposely simplified and reductive

  20. Negotiation from the perspective of interpretation: THE PRACTICES 1 Putting reconciliation between family and public life in the agenda “Genderising” mentoring “Genderising” informations and knowledge 2 3

  21. NEGOTIATION FROM THE PERSPECTIVE OF INTERPRETATION The practices The operational guidelines 1. • 1. Analysing reconciliation needs • 2.Establishing an observatory on the issue • 3.Collecting good practices • 4. Promoting study seminars and dialogue between women and men • 5.Lobbying in the organisation through preparatory documents and seminars • 6. Adapting meeting schedules to work-life balance needs PUTTING RECONCILIATION BETWEEN FAMILY AND PUBLIC LIFE IN THE AGENDA

  22. NEGOTIATION FROM THE PERSPECTIVE OF INTERPRETATION The practices The operational guidelines 2. GENDERISING MENTORING • 1. Creating an intermediation pole between mentors and mentees • 2. Analysing the needs of mentees • 3.Identifying and sensitising mentors • 4. Matching mentors and mentees according to formalised criteria • 5.Signing mentoring agreements • 6.Planning and monitoring mentoring activities • 7.Defining communication schedules compatible with mentors’ commitments • 8.Promoting practical experience in political environments by mentees • 9. Drafting manuals or guidelines • 10. Establishing commitees for the promotion of and support to mentoring initiatives

  23. NEGOTIATION FROM THE PERSPECTIVE OF INTERPRETATION The Practices The operational guidelines 3. GENDERISING INFORMATIONS AND KNOWLEDGE 1. Collecting and publishing statistic gendered data on population and on the local context 2. Formulating gender budgets 3. Interviewing key informants on service needs in the local area 4. Publishing data on the composition of local government councils and boards 5. Producing a genderised representation of electoral processes 6. Making the systematic reality of widespread vertical segregation visible 7. Publishing and disseminating genderised information and knowledge and translating it into recommendations for political and government action

  24. Operational guideline 1COLLECTING AND PUBLISHING STATISTICAL GENDERED DATA ON POPULATION AND ON THE LOCAL CONTEXT • Experimentation “Aspettare Stanca” (Waiting for…is tiring) • Dossier for Bracciano municipality .

  25. NEGOTIATION CONCERNING THE INSTITUTIONAL LEVEL • The definition, modification and effective implementation of rules and procedures • The establishment of “discussion tables” and instituting specific bodies

  26. Negotiation concerning the institutional level THE PRACTICES Promoting “tables” and other initiatives to genderise local welfare policies Aiming to parity in local councils immediately Translating antidiscriminatory rules in organisational practice Building a local network of solidarity among women Reinforcing women’s caucuses of political parties and trade unions 4 5 6 7 8

  27. NEGOTIATION CONCERNING THE INSTITUTIONAL LEVEL The practices The operational guidelines 4. PROMOTING “TABLES” AND OTHER INITIATIVES TO GENDERISE LOCAL WELFARE POLICIES 5. AIMING TO PARITY IN LOCAL COUNCILS IMMEDIATELY 1. Establishing a “Local table” for dialogue between citizens and institutions 2. Promoting a local plan of action on gender 3. Opening helpdesks to collect local needs 1. Sensitising and monitoring parties and electoral lists 2. Promoting the the adhesion of local administration to the European Equality Charter 3. Promoting women-only electoral lists

  28. NEGOTIATION CONCERNING THE INSTITUTIONAL LEVEL The practices The operational guidelines 6. TRANSLATING ANTIDISCRIMINATORY RULES IN ORGANISATIONAL PRACTICE . 1. Monitoring the application of antidiscriminatory rules 2. Carrying out awareness-raising initiatives for trade unionand political leaders on antidiscriminatory rules 3. Organising training seminars for party leaders and officials on women’s discrimination in politics 4. Negotiating and obtaining the approval of recommendations for the implementation of statute rules on gender 5. Changing procedures for identifying candidates to elected offices 6. Promoting discussions between women and men on male resistance to implementing antidiscriminatory rules .

  29. NEGOTIATION CONCERNING THE INSTITUTIONAL LEVEL The practices The operational guidelines 1. Creating a trasversal network among women at local level 2. Establishing permanent discussion fora for women leaders from different organisations 3. Promoting an exchange of experience and meetings between women committed in high level institutional politics and women’s grassroots networks 1.Organising focus groups on the needs of the women’s representative body and its members 2. Implementing concrete actions within the trade union/the party or in the community 3. Promoting public communication initiatives on the women’s caucus 4. Designing and producing internal commmunication tools 7. BUILDING LOCALLY A NETWORK OF SOLIDARITY AMONG WOMEN 8. REINFORCING WOMEN’S CAUCUSES IN POLITICAL PARTIES AND TRADE UNIONS

  30. NEGOTIATION CONCERNING THE INSTITUTIONAL LEVEL The practices The operational guidelines 6. TRANSLATING ANTIDISCRIMINATORY RULES IN ORGANISATIONAL PRACTICE . 1. Monitoring the application of antidiscriminatory rules 2. Carrying out awareness-raising initiatives for trade unionand political leaders on antidiscriminatory rules 3. Organising training seminars for party leaders and officials on women’s discrimination in politics 4. Negotiating and obtaining the approval of recommendations for the implementation of statute rules on gender 5. Changing procedures for identifying candidates to elected offices 6. Promoting discussions between women and men on male resistance to implementing antidiscriminatory rules .

  31. Operational guideline 1MONITORING THE APPLICATION OF ANTIDISCRIMINATORY RULESOperational guideline 6PROMOTING DISCUSSIONS AMONG WOMEN AND MENON MALE RESISTANCE TO IMPLEMENTING ANTIDISCRIMINATORY RULES Micro-projects FILTEA CGIL and CISL Lazio: • Monitoring the application of antidiscriminatory rules • Initiatives for dialogue between men and women .

  32. NEGOTIATION CONCERNING THE INSTITUTIONAL LEVEL The practices The operational guidelines 1. Creating a trasversal network among women at local level 2. Establishing permanent discussion fora for women leaders from different organisations 3. Promoting an exchange of experience and meetings between women committed in high level institutional politics and women’s grassroots networks 7. BUILDING LOCALLY A NETWORK OF SOLIDARITY AMONG WOMEN

  33. Operational guideline 1CREATING A TRASVERSAL NETWORK AMONG WOMEN AT LOCAL LEVEL ALEF pilot project • Network of 30 women leaders of civil society organisations, trade unions and political parties MargoWeb pilot project • Network of civil society women and women elected in institutional politics .

  34. NEGOTIATION AT THE SYMBOLIC LEVEL Spreading through public communication cognitive structures provided with a mobilising force (symbols) which are able to visualise and reinforce the value of an equal representation of women in the public sphere

  35. Negotiation at the symbolic level:THE PRACTICES Telling and giving visibility to pilot experiences Socialising young generations to gender equality Promote the adoption of a genderised lexicon Representing the engagement of women in the public sphere 9 10 11 12

  36. NEGOTIATION AT THE SYMBOLIC LEVEL The practices The operational guidelines 9. TELLING AND GIVING VISIBILITY TO PILOT EXPERIENCES • Shooting and broadcasting video reports on projects • Drawing up dossiers • Producing and distributing multimedia materials • Holding seminars to present the projects • Drawing up directories of best practices • Creating web sites on the initiatives and the projects

  37. NEGOTIATION AT SYMBOLIC LEVEL The practices The operational guidelines 10. SOCIALISING YOUNG GENERATIONS TO GENDER EQUALITY 11. PROMOTE THE ADOPTION OF A GENDERISED LEXICON • Rasing the awareness of young women on the history of women’s politics • Conducting political workshops and training programmes in schools • Promoting civic education initiatives with a gender focus • Promoting a gendered language in the local administration • Carrying out campaigns for the use of feminine terms for institutional offices

  38. NEGOTIATION AT SYMBOLIC LEVEL The practices The operational guidelines 12. REPRESENTING THE ENGAGEMENT OF WOMEN IN THE PUBLIC SPHERE • 1. Making women’s active role in the community visible • 2.Publicising female models of political engagement • 3.Carrying out communication campaigns contrasting gender stereotypes

  39. NEGOTIATION AT SYMBOLIC LEVEL The practices The operational guidelines 9. TELLING AND GIVING VISIBILITY TO PILOT EXPERIENCES • Shooting and broadcasting video reports on projects • Drawing up dossiers • Producing and distributing multimedia materials • Holding seminars to present the projects • Drawing up directories of best practices • Creating web sites on the initiatives and the projects

  40. Operational guideline 4HOLDING SEMINARS TO PRESENT THE PROJECTS Series of final initiatives “A Laboratory of women in politics” 1. “DonnAttiva” Conference, October 6th 2007 (DS VIII Municipio) 2. Seminar on “New centralities: new opportunities for women in the 8th municipality”, December 10th 2007(DS VIII Municipio) 3. Seminar on “Gendered presence for a more dynamic trade union”, December6th, 2007 (Coordinamento donne CISL Lazio) 4. Final conference “Participation: feminine noun. Diversity is an added value”, December 10th 2007 (Aspettare Stanca) 5. Final Cocktail “Paths in politics for women. Women supporting women”, December 13th 2007 (MargoWeb) 6. Seminar on “Representation claims and chances to be there. For a reconfiguration of the architecture of time schedules and participation in CGIL”, December 14th 2007 (FILTEA CGIL) 7. Round table on “Actions for women’s leadership and empowerment”, March 3rd 2008 (ALEF)

  41. NEGOTIATION CONCERNING THE OPERATIONAL LEVEL • Initiatives aimed at making substantial the action of women to impress the material and environmental reality of institutions and organisations, in politics and union as well.

  42. Negotiation concerning the operational level:LE PRATICHE Creation of family services complying with times of politics Support to access routes into politics for women Empowerment for the development of women’s leadership Support to elected women Support to women candidates “Head huntings” to obtain an enlargement of the offer of female candidatures (women candidates) 13 14 15 16 17 18

  43. NEGOTIATION CONCERNING THE OPERATIONAL LEVEL The practices The operational guidelines • 1. Opening after-school services for children in cooperation with local autorities • 2.Providing baby sitting services during meetings • 3. Defining and applying new quality standards for care services • 1. Putting in practice targeted access routes into political and trade union careers for young women • 2. Using the internship instrument to favour return after temporary interruptions • 3. Favouring contact with politics and trade union life through meetings with testimonials (men and women) 13. TO CREATE FAMILY SERVICES COMPLYING WITH TIMES OF POLITICS 14. SUPPORT TO ACCESS ROUTES INTO POLITICS FOR WOMEN

  44. NEGOTIATION CONCERNING THE OPERATIONAL LEVEL The practices The operational guidelines 15. EMPOWERMENT FOR THE DEVELOPMENT OF WOMEN LEADERSHIP • 1. Organising courses and seminars on women’s leadership • 2. Organising assertivity training seminars • 3.Holding public speaking and effective communication courses • 4.Organising seminars on the political system • 5.Involving women in drafting manuals supporting empowerment activities • 6.Drafting self-help manuals for women who want to engage in politics • 7. Conducting research and reflection activities on the languaged used by women in politics and in trade unions

  45. NEGOTIATION CONCERNING THE OPERATIONAL LEVEL • The operational guidelines • 1. Organising empowerment meetings with elected women • 2. Promoting training actions on leadership, administration and public communication • 3.Organising study trips for women councillors • 4.Carrying out communication campaigns in support to elected women and their programmes • 5. Watching on the actual allocation of resources to women in institutional offices • 6.Activating mentoring programmes • 7. Establishing networks of elected women The practices 16. SUPPORT TO ELECTED WOMEN

  46. NEGOTIATION CONCERNING THE OPERATIONAL LEVEL • The operational guidelines • 1. Lobbying and advocacy to achieve greater support to women candidates by political parties and coalitions • 2. Providing consultancy services to women candidates on the gender approach and its communication in an electoral campaign • 3. Implementing communication campaigns in support of women candidates • 4. Organising public meetings to present women candidates • 5. Making full use of the internet to balance poor media coverage of women’s candidatures • 6. Distributing candidate’s tool kits • 7. Creating observatories and performing monitoring of press and mass media • 8. Establishing funds to finance women’s electoral campaigns The practices 17. SUPPORT TO WOMEN CANDIDATES

  47. NEGOTIATION CONCERNING THE OPERATIONAL LEVEL • The operational guidelines • 1. Testing new procedures and channels for recruiting women candidates • 2.Encouraging parties to broaden their female membership • 3.Encouraging women’s candidature • 4.Negotiating with party gatekeepers the introduction of new recruitment procedures and channels The practices 18. “HEAD HUNTINGS” TO OBTAIN AN ENLARGEMENT OF THE OFFER OF WOMEN CANDIDATES

  48. NEGOTIATION CONCERNING THE OPERATIONAL LEVEL • The operational guidelines • 1. Opening after-school services for children in cooperation with local autorities • 2.Providing baby sitting services during meetings • 3. Defining and applying new quality standards for care services • 1. Testing new procedures and channels for recruiting women candidates • 2.Encouraging parties to broaden their female membership • 3.Encouraging women’s candidature • 4.Negotiating with party gatekeepers the introduction of new recruitment procedures and channels The practices 13. OPENING FAMILY SERVICES COMPLYING WITH THE TIMES OF POLITICS 18. “HEAD HUNTINGS” TO OBTAIN AN ENLARGEMENT OF THE OFFER OF WOMEN CANDIDATES

  49. Practice 13 - Operational guideline 1OPENING AFTER-SCHOOL SERVICES FOR CHILDREN IN COOPERATION WITH LOCAL AUTORITIES Pilot project Coordinamento donne DS VIII Municipio • After-school ludoteque service

  50. Practice 18 - Operational guideline 1TESTING NEW PROCEDURES AND CHANNELS TO RECRUIT WOMEN CANDIDATES Pilot project Circolo MargoWeb • Networking and relations • Instruments of communication • Selection of 20 women of the civil society as potential candidates

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