Mary Mayenfisch - Tobin

1. Mary Mayenfisch - Tobin Stress - Mobbing - Burnout: Realities Of Today’s Workplace?

2. Discussion Stress – Burnout - Mobbing Health and Safety Legal System Sustainable Development Strategy -Corporate Social Responsibility Education Sustainable Workplace

3. study Kelly Services 2005 / Credit Suisse Barometre des preoccupations Studies 2005 study - highest stress level in Europe Kalin Bernhard - 4.2 billion CHF 2005 Swiss Preoccupation barometer Credit Suisse – unemployment and poverty 2007 - unemployment (57%), old age pension and health/environment and violence Geva institute - 25 country survey (2007) Switzerland 2nd place – job satisfaction 63% happy with social advantages 2/3 job safe - unworried job security Only 50% - salary satisfactory

4. Adopted from model Kompier and Marcelisson 1990 Model of Cause and Consequence of work related stress

5. "Un tiers des mes patients consulte à cause du travail"-le Matin-20 avril 2008 In the news Le Matin - Sunday Geneva psychiatrist David Komplita Increased pressure on workers Speed /quantity information Lack of time compared to complexity of problems Over investment in work

6. L'Hebdo - Les enterprises ont l'absentéisme qu'elles méritent-17 avril 2008 In the News L’Hebdo - 17th April Cost 4 billion to 20 billion yearly - Caisse Vaudoise (2006) High absenteeism – show organisational problems Chef du personnel CHUV 50% of work absences could be avoided with better management Necessity for good social climate Problem of lack of recognition

7. "Le destin tragique des employés trop honnêtes" Article - 9-22nd avril 2008 In the News Bilan - April Whistleblowers in Switzerland Should be encouraged No protection - law in sight Transparency International - hotline Companies with hotlines in CH

8. Switzerland Long Working Hours Flexibility of Hiring and Firing Globalisation Employee Protection Sick Leave / Work Related Illness Sustainable Workplace?

9. Work hours CH - 42 hours weekly OECD 1659 2006

10. Health at Work Work life balance Whose responsibility?

11. Study – burnout level in Suisse Romande December- 2007-* Centre de Compétence pour la Promotion de la Performance et de la Qualité de Vie au Travail* Psychologists, researchers ,experts in management and HR and University of Zürich - factors

12. Stress and Burnout Result of study (365 persons) French speakers more susceptible to stress at work than Germanophones Analysis of cause of burnout Routine work Impossibility to take decisions Ever greater work conflicts Lack of support Authoritarian management style

13. Stress and Burnout study Less exhaustion - more information 14% - received information. 3% - employers proposed health program. Feedback on work - very weak

14. Mobbing- Definitions- SECO / Conference University of Lausanne Bad organisation Mobbing used to force employee to leave Bad working climate, team spirit Unclear hierarchy Fear Little protection in law Burden of proof Difficulty to prove Lack of understanding of lawyers   Definitions : SECO: le mobbing correspond à une forme particulière de conflit qui se distingue par son caractère peu moral et par le manque de respect envers les valeurs de l'autre partie; à la différence des autres types de conflits, le mobbing n'est pas générateur d'améliorations des relations interpersonnelles, mais vise au contraire l'exclusion de l'autre. Group at Lausanne University Conference on Mobbing « Par mobbing on entend une répétition d'actes hostiles (harcèlement) par un ou des auteurs ayant pour effet de nuire, d'isoler, de neutraliser, d'éloigner, ou d'exclure la victime d'un cercle de relations données."   Definitions : SECO: le mobbing correspond à une forme particulière de conflit qui se distingue par son caractère peu moral et par le manque de respect envers les valeurs de l'autre partie; à la différence des autres types de conflits, le mobbing n'est pas générateur d'améliorations des relations interpersonnelles, mais vise au contraire l'exclusion de l'autre. Group at Lausanne University Conference on Mobbing « Par mobbing on entend une répétition d'actes hostiles (harcèlement) par un ou des auteurs ayant pour effet de nuire, d'isoler, de neutraliser, d'éloigner, ou d'exclure la victime d'un cercle de relations données."   Definitions : SECO: le mobbing correspond à une forme particulière de conflit qui se distingue par son caractère peu moral et par le manque de respect envers les valeurs de l'autre partie; à la différence des autres types de conflits, le mobbing n'est pas générateur d'améliorations des relations interpersonnelles, mais vise au contraire l'exclusion de l'autre. Group at Lausanne University Conference on Mobbing « Par mobbing on entend une répétition d'actes hostiles (harcèlement) par un ou des auteurs ayant pour effet de nuire, d'isoler, de neutraliser, d'éloigner, ou d'exclure la victime d'un cercle de relations données."   Definitions : SECO: le mobbing correspond à une forme particulière de conflit qui se distingue par son caractère peu moral et par le manque de respect envers les valeurs de l'autre partie; à la différence des autres types de conflits, le mobbing n'est pas générateur d'améliorations des relations interpersonnelles, mais vise au contraire l'exclusion de l'autre. Group at Lausanne University Conference on Mobbing « Par mobbing on entend une répétition d'actes hostiles (harcèlement) par un ou des auteurs ayant pour effet de nuire, d'isoler, de neutraliser, d'éloigner, ou d'exclure la victime d'un cercle de relations données."   Definitions : SECO: le mobbing correspond à une forme particulière de conflit qui se distingue par son caractère peu moral et par le manque de respect envers les valeurs de l'autre partie; à la différence des autres types de conflits, le mobbing n'est pas générateur d'améliorations des relations interpersonnelles, mais vise au contraire l'exclusion de l'autre. Group at Lausanne University Conference on Mobbing « Par mobbing on entend une répétition d'actes hostiles (harcèlement) par un ou des auteurs ayant pour effet de nuire, d'isoler, de neutraliser, d'éloigner, ou d'exclure la victime d'un cercle de relations données."   Definitions : SECO: le mobbing correspond à une forme particulière de conflit qui se distingue par son caractère peu moral et par le manque de respect envers les valeurs de l'autre partie; à la différence des autres types de conflits, le mobbing n'est pas générateur d'améliorations des relations interpersonnelles, mais vise au contraire l'exclusion de l'autre. Group at Lausanne University Conference on Mobbing « Par mobbing on entend une répétition d'actes hostiles (harcèlement) par un ou des auteurs ayant pour effet de nuire, d'isoler, de neutraliser, d'éloigner, ou d'exclure la victime d'un cercle de relations données."   Definitions : SECO: le mobbing correspond à une forme particulière de conflit qui se distingue par son caractère peu moral et par le manque de respect envers les valeurs de l'autre partie; à la différence des autres types de conflits, le mobbing n'est pas générateur d'améliorations des relations interpersonnelles, mais vise au contraire l'exclusion de l'autre. Group at Lausanne University Conference on Mobbing « Par mobbing on entend une répétition d'actes hostiles (harcèlement) par un ou des auteurs ayant pour effet de nuire, d'isoler, de neutraliser, d'éloigner, ou d'exclure la victime d'un cercle de relations données."   Definitions : SECO: le mobbing correspond à une forme particulière de conflit qui se distingue par son caractère peu moral et par le manque de respect envers les valeurs de l'autre partie; à la différence des autres types de conflits, le mobbing n'est pas générateur d'améliorations des relations interpersonnelles, mais vise au contraire l'exclusion de l'autre. Group at Lausanne University Conference on Mobbing « Par mobbing on entend une répétition d'actes hostiles (harcèlement) par un ou des auteurs ayant pour effet de nuire, d'isoler, de neutraliser, d'éloigner, ou d'exclure la victime d'un cercle de relations données."  

15. Protection of Employee Code of Obligations Article 328 – responsibility of employer to look after the employees’ health “L’employeur protège et respecte, dans les rapports de travail, la personnalité du travailleur; il manifeste les égards voulus pour sa santé et veille au maintien de la moralité. “ Labor law Work Conflict------------------------------Tribunal Little mediation No definition of mobbing in CO No legislation to protect Whistleblowers Flexibility of firing Employees’ representative – protection Low damages No reinsertion in work place

16. SECO SECO - secrétariat de l’état a l’économie - interface between enterprises, social partners and policy. Assures protection of employees. Studies and research « Reconcile work and family in SMEs » http://www.seco.admin.ch/aktuell/00277/01164/01980/index.html?lang=fr&msg-id=10747

17. Switzerland Promotion Santé Suisse coordinate the activities of the Confederation, the cantons, the insurers and the associations in the domaine of promotion of health in companies. http://www.pme-vital.ch/default.asp?page=portraits&cat=4 http://www.promotionsante.ch/f/betriebliche_gesundheitsfoerderung/fakten_und_zahlen/default.asp http://www.healthpromotion.ch/en/strategy/default.asp

18. European Foundation for the improvement of living and Working conditions Fourth European Working Conditions survey - 2007 (27 country survey) Switzerland - high proportion of non-national workers High workplace autonomy Small number of women managers Good job satisfaction % - high speed and tight deadlines Bullying % - higher than average

19. Eurofound- 2007 study Fourth European Working conditions survey Job satisfaction

20. Eurofound 2007 Fourth European Working conditions survey Professions

21. Other factors Wages male female - 20% difference in Switzerland and elsewhere Age discrimination Family life High rate of divorce Single parents Reconstructed families Both parents working

22. Eurofound Age Discrimination

23. Male/Female Equality in the EU - Mayenfisch-Tobin 1995 Part-time work and Switzerland 45% of all women work part-time, the second-highest rate across the OECD. For Swiss mothers with dependent children, that rate soars to almost 75%. A period of part-time work is good for reconciling work and family life, but working part-time on a long-term basis hinders career progression Employers should take note of demographic trends and advises flexible work hours and reducing the career-penalty workers pay when working part-time. Shortage of childcare facilities Broken school day Lack of structures - enhance family friendly nature of workplaces Babies and Bosses, a review of Switzerland’s policies to support parents in their choices of work and childcare http://www.oecd.org/document/57/0,2340,en_2649_201185_33844665_1_1_1_1,00.html

24. European professional womens network Representation –Women on boards Why only 5.9% of seats on Boards of Administration occupied by women in Switzerland? (2004 9%) Norway 06 - requires next two years 40% of the board members of the nation's large, publicly traded private companies must be women.

25. Sustainable Workforce Sustainable Development Sustainable Human Resource Management

26. Brundtland commission- our common future Sustainable Development Meeting « the needs of the present generation without compromising the ability of future generations to meet their own needs. »

27. Sustainable Development Strategy «  Solidarity is to be promoted in and between generations and at a global level » Equal rights and respect for minorities and respect and protection for Human Rights  Provision of opportunities for disadvantaged members of society Equal rights and legal security especially as regards women and men And as regards the aging population, migration and integration of foreigners Swiss Federal Council- Sustainable Development Strategy 2002

28. Corporate Social Responsibility An emerging field A rapidly developing business strategy and a response to globalisation Extension of global multinationals across countries

29. Report Holmes and Watts Corporate Social Responsibility « Corporate Social Responsibility is the continuing commitment by business to behave ethically and contribute to economic development while improving the quality of life of the workforce and their families as well as of the local community and society at large » The World Business Council for Sustainable Development

30. CSR

31. MORI study Market and Opinion research international 2003 Corporate Social Responsibility and Switzerland Very little recognition of CSR in French speaking region of Switzerland MORI study 2003 - 3 times as many Swiss people feel that industry or commerce do not pay enough attention to their social responsibilities as those that do. More than any other country surveyed felt that the responsibility lies increasingly with large companies rather than just the government. Companies should address immediate responsibilities in the workplace in order to protect human rights, to prevent discrimination and to protect workers health and safety. The study was conducted in 12 countries; Belgium, Denmark, France, Germany, Finland, Great Britain, Italy,the Netherlands, Portugal, Spain, Sweden and Switzerland.

32. CSR and Switzerland Globalisation and MNEs Companies impact on communities Small and Medium-Sized Enterprises Human resources crisis

33. A Round up - CSR European Union Compendium of CSR in the EU Promoting a European Framework for CSR A Business Contribution to Sustainable Development http://ec.europa.eu/employment_social/soc-dial/csr/index.htm http://ec.europa.eu/employment_social/emplweb/csr-matrix/csr_matrix_en.cfm United Kingdom Business in the Community Minister of CSR Investor in People http://ec.europa.eu/employment_social/soc-dial/csr/country/unitedkingdom1.htm Ireland Business in the Community Excellence Through People http://www.bitc.ie Sweden and Finland Ministers of CSR

34. Towards sustainable CSR -Bronchain Philippe 2006 Towards Sustainable CSR Voluntary basis - Going beyond regulation Interaction with stakeholders Social and environmental concerns incorporated into business operations

35. Bronchain- 2006 Towards sustainable CSR Why do it? Image Attractive workplace Smooth running of the company

36. Business - Government Working together

37. CSR – and Multinationals Transparency Risk Auditing Reporting Legal Frameworks

38. CSR - SMEs Knowledge Education and Benefits Awards Best Practices Auditing Online Information

39. UEAPME position paper on EU Green paper"Promoting a European framework for CSR" SMEs « SMEs need awards, tools and assistance which should be created at local, national or European level »

40. Ireland - a Benchmark Business in the Community Public/Private partnership Excellence Through People – a National Human Resources Certification Standard http://www.fas.ie/index.html

41. EXCELLENCE THROUGH PEOPLE Standard Business Planning and Quality Improvement. Effective Communication and People Involvement. Leadership and People Management. Planning of Learning & Development.

42. EXCELLENCE THROUGH PEOPLE Standard Training and Life Long Learning. Review of Learning. Recruitment and Selection. Employee Wellbeing

43. EXCELLENCE THROUGH PEOPLE

44. Switzerland A Government Certification model?

45. Switzerland Certification of equal salaries for men and women supported by Swiss government IMD - Programme Conseils d’Administration National Council vote (2005) 30% quota of women on boards of companies in which the Swiss Confederation has a share. IMD / Career Women’s forum and European PWN –Professional Women’s network-October 2006

46. CSR and Switzerland 2006 Woman on Board of Governors Bobst, Calida, Kudelski, UBS, Lonza, BKW FMB énergie, Bossard, Nestlé 2 women for Roche and Swisscom 100 biggest companies in Switzerland 6.7% Ethos Quarterly 2 2006

47. Philias –foundation for promoting CSR

48. Information - UK Citizens’ Advice Bureau http://www.citizensadvice.org.uk/ UNISON (public sector union) http://www.unison.org.uk ACAS (Advisory, Conciliation and Arbitration Service) http://www.acas.org.uk/ Advice UK (website to direct you towards organizations) http://www.adviceuk.org.uk/

49. Suggestions Mediation/Conflict Management processes Disemination of information to the citizen- Citizen bureau Education - Principles for Responsible Management Education Training for companies - SMEs Mentoring for SMEs Prizes and Awards Certification scheme - cantonal? Understanding of business sustainability

50. le courrier21 avril 08 A final word Amnesty International – AGM Micheline Calmy Rey « un état, aussi puissant soit-il, sans partenariat avec les entreprises, les universités et la société civile, ne peut pas tout résoudre » All stakeholders must work together to help our society and its workforce become sustainable.