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Genderwise
One of the main goal of this project was to provide support for the development of local action groups in order to promote gender equality and foster the active role of men as agent for change on the local and regional level. The LAGs met bi-monthly and provided the vehicle for the effective implementation of the agreed project actions. They carried out local mapping exercises, collating materials on national and local gender legislations, specifically as concerns the reconciliation of work and family life and examples of good practises and innovative measures implemented to achieve a healthy work-life balances. All the documentation produced by the Local Action Groups can be consulted on our website, for the purpose of this report we have highlighted a few examples of local actions and mapping exercises:
Spanish Local Action Groups
Pilot project on Teleworking, Castedlldefels City Council
Certificate of Family Responsible Employers (FRE) - Barcelona
Hungarian Academy of Science - Local Action Plan
Regional Action Plan 2007-2010, Castilla La Mancha, Spain
Family Friendly Workplace Award , Hungary
The three Spanish partners prepared a resource paper on the situation of gender equality in Spain. The first part of this paper provides information on the legal framework for gender equality (constitutions, Equality Law Bill, Employment and Work Relations, Prevention and Treatment of gender violence etc.) and specific actions taken by the government promoting equality such as for example: incorporation of women in the armed forces, feminisation of titles, maternal surnames, creation of the Observatory of the Equality of Opportunities between women and men etc. It also details the specific legal background to "Reconciling Personal Life with Professional Life".
Specific actions in Madrid and Greater Madrid area
Both the Madrid Local Council and Madrid Regional Government are carrying out several measures to promote equality ( with focus on men as agents of change). Amongst several measures the following initiatives have been highlighted in the resource paper:
a) Equality Scheme
The Madrid Local Council started the Equality Scheme that was characterised by an innovative approach and a cross-wise perspective. It was developed through eight axes, a transversal and seven strategic ones, and it encloses eight objectives and one hundred twenty two measures to be executed over a period of four years since it came into action. Different factors were taken into account when the Scheme was designed: the position enjoyed by women living in Madrid, the results which emerged from the First Equality Scheme, suggestions from different sectors of Madrid society and, at the same time, the dynamism of Madrid district. For more information see resource paper>>
b) Madrid, Companies and Conciliation
A project named "Madrid, Companies and Conciliation" has been carried out by the Madrid Local Council. The project aims to promote in the business world those working conditions that would help people living in Madrid to find a better balance between personal, familiar and professional life. This project has been designed taking into account what has been learnt through "EQUAL Madrid a city pro Conciliation" . There is a need to identify those alternatives that are appropriate for each organisation and those which promote cultural and structural changes favourable to conciliation.
c) Guide to good business practice
The Madrid Regional Government considers that the Public Administration has got a major responsibility in promoting initiatives to guarantee gender equality, conciliation of personal life, family life and working life. It has published a handbook, Guide to good business practice, in the attempt to boost a flexible system as a mean to promote conciliation and, at the same time, make available to the business world the existing devices, in order to encourage conciliation between working life and family life of employees, following the example of those companies that have already done it. On this line of work, Madrid Regional Government organised various contests.
d) Handbooks
The Madrid Regional Government has also published three handbooks to promote gender equality targeting young students attending the national school system. The Advisory Committee on Employment and Women , through the Head Office of Women, has published three didactic guides, a DVD plus the guide "Building up equality we prevent gender violence" for students attending primary and secondary schools, through which these institutions want to tackle gender violence and eradicate sexist attitudes and stereotypes that encourage inequality between women and men.
The situation and specific actions in Catalunya
The third part of the resource paper looks at the legal background as concerns gender equality and reconciliation specific to Catalunya. The paper highlights examples of good practise in the area of reconciliation and equality of opportunities such as for example:
a) Equality plans in Barcelona companies, Promoter: Barcelona City Hall
The idea is to get companies in Barcelona to incorporate plans for equality: the recognition of women's rights to equal access, appreciation and remuneration in the work place, the promotion of women to positions of responsibility, the prevention of sexual and moral harassment, non-sexist communication and language, and the improvement of mechanisms for the promotion of equal opportunities.
b) Programme for Equality between Men and Women, Promoter: Sabadell City Hall
Awareness raising of activities concerning gender equality that are already in place in different areas of the Sabadell administration. Of particular note is the effort to publicise the initiative, through workshops, dissemination, etc.
c) Study of skills and know how in company management, Promoter: University of Girona
This study analyses the management styles of women in the city of Girona, considering selection procedures, discrimination and issues of combining family and working lives, as well as the difficulties they have encountered in their professional endeavours.
d) Harmonising company and family, Promoter: ADELL- (Business Association for the Development of Businesswomen)
Reconciling of Family and Work Lives in the business environment of the city of Lerida, through the following phases:
- Diagnosis of the present situation, by business sectors
- General awareness raising of business people
- Specific sectors and pilot businesses
- Analysis of results by sectors
e) Woman and City, Promoter: Maria Aurèlia Capmany Foundation
This project aims to develop a tool for promoting the participation of female citizens in city planning, the urban environment, mobility, security, people-centred services and time organisation. Thus, the initiative defines new concepts, strategies and policies adapted to the needs of daily life and enabling the overcoming of obstacles, to men and women of the city, in combining work and family life.
Recommendations of the Spanish LAGs:
Following the Local Action Group meeting that took place in Barcelona in February 2007, members of the LAG working group came up with the following list of recommendations to be included in Local Action Plans for gender equality:
Recommendation for specific actions to be taken:
- Application of a more open vision, regarding the role men are to play in achieving equality of opportunity
- Identification of cases, projects and experiences in which the question is dealt with from a political, strategic and operative point of view
- Promoting measures of reconciliation directly into daily life
- Furthering the use of new technologies and the opportunities for flexibility they present
- Including within the portfolio of activities, the development of projects incorporating the dimensions analysed in the project
Click here to download the complete version of the resource paper.
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Pilot project on Teleworking, Castelldefels City Council
Castelldefels City Council has undertaken a pilot project that looks into the benefits of "teleworking" as a measure not only to reconcile work and private life but to also achieve better organisation of work and introduction of modern technologies. During the three months trial period the city council ensured to share experience with other similar initiatives and organised a seminar dedicated to"teleworking" where participants could directly exchange experience.
At the initial stage of the project it was analysed how different types of work could be part of "teleworking". Two types were distinguished: more general routine tasks at the one hand and more autonomous, so-called "self-programmed" tasks. The first group included secretarial, administrative and financial support tasks. For these tasks it was important to be continuously on line. In the second group there was a distinction between tasks to be performed on line ( technical ICT support, web administration, technical support for the research department) and tasks that can perfectly performed off line (support for the youth and culture department, co-ordination of health and consumers issues, co-ordination of informatics issues). Finally a few tasks were chosen that have to be regularly, but not continuously on line: co-ordination of an economics department and quality control. Different functional levels participated in the test: higher, intermediate and lower levels: chiefs of department (economic and trade), technical staff and administrative support staff.
Following the trial period an extensive SWOT analysis was carried out by all the actors involved (employees, the organisation, informatics etc.). The SWOT analysis came up with the following conclusions and proposals for the future:
- Teleworking should remain voluntary, both from the side of the employer and of the employee;
- Teleworking is just another organisational model that leaves the responsibility and hierarchy of the entrepreneur (or board, organisation) unchanged;
- Teleworkers must have the same rights as other workers regarding salary, promotions, flex hours and availability;
- The right to go back to non tele-work after a period should be guaranteed;
- The municipality (employer) must take care of the maintenance and installation of necessary equipment, security as well as confidentiality matters. This goes for hardware and software;
- The teleworker needs to respect norms of confidentiality and take necessary measures to avoid others accessing the network where confidential data are stored;
- Loss of productivity that might occur due to technical failure are on the account of the municipality (employer);
- Teleworkers will have to be introduced at the office, given a good instruction, guiding and adequate technical settings will be organised;
- Telework is one way to better conciliation of work and family life, but conciliation is not the only objective of telework;
- Social partners have to be involved in the implementation and evaluation of telework, and an agreement on telework should always be negotiated with them.
Guidelines for future development of teleworking
- Proposals have to be developed for indicators of productivity and quality both in the more routine support work as in the autonomous functions. This has to take into account the position in/of the team and the management. Motivation and satisfaction will play an important role in this field.
- A training plan for teleworkers and all workers involved needs to be developed, taking into account the analysis of the psychosocial risks as proposed by a university working group.
- The larger social responsibility of the municipality has to be part of the arguments for or against tele-work: there could be opposition between public opinion arguments and the arguments from an administrative efficiency point of view.
For more information go the Castelldefels website (only available in Catalan and Spanish)
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Another good example of local action is the Family Friendly Employers Certificate which has been developed based on research done by the International Center for Work and Family at IESE Business School, Barcelona. The Centers main aim is to help organizations create a family-responsible environment. Go to IESE website>>
The Family Friendly Employer certification process is carried out by independent certificating organizations (third parties) supervised by the Spanish National Accreditation Board, ENAC (Entidad Nacional de Acreditación) which goes through a set of indicators for Family Friendly companies.
Once the company has received the certificate, it remains in force for three years, period during which the company may include the "Family-Responsible Employer" sign as part of its brand in all its communication actions. When that term expires, the company may renew it for periods of equal length.
The set of indicators look at the type of policies companies as concerns stability in the workplace, flexibility as to time and space, giving support to the employees' families, professional development and competences and policies related to equal opportunities.
In 2006 the IESE Business School has carried out an extensive analysis of the reconciliation policies in over 360 companies in order to continue examining the best company practices as a critical source of information for practice.
In summary the conclusions of the study are that a good reconciliation policy (work-life balance) improves the self-esteem and motivation of employers, reduces stress and early contract terminations, employers work in a more "natural" environment, with more commitment as they feel less guilty for not being able to see their children or not playing the corresponding natural role. Findings also showed that there was an increase in employability and better development of professional career within the same company.
Benefits for the companies were a higher degree of commitment in the company's development and productivity, an improved public image before clients and prospective clients (external and internal), an increase in company competitiveness as well as reduction in rotation and termination-related costs. Additionally FFE certified companies were eligible for certain incentives granted by different government administration agencies -at local, autonomous, state or community level- in the form of subsidies, tax exemptions and more opportunities in public biddings.
To read the complete analysis, please click here (only available in Spanish).
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Hungarian Academy of Science - Local Action Plan
While labour market participation of Hungarian women is relatively high compared to Hungarian men, the masculine ideology based on the conceptualisation of "men as main breadwinners and women as main caregivers" remained basically unchanged. This context means, on the one hand, that the dominant attitudes, norms and behavioural patterns may limit significantly the adoption of "best practices" , and on the other, that it requires various additional policy measures to support the desired cultural shift.
Regarding the social and economic actors, it means that not only policymakers, corporate leaders and trade unions but also schools, research institutes and NGOs have to be involved in the process of implementation.
The HAS local action groups with the following recommendations for a Local Action Plan on gender equality with special focus on men as agents for change:
- Stronger legislative support in the field of social security (not "punishing" those choosing part- timework). Concerning parental leave , the individual approach has to replace the "family" based approach: the introduction of an individual, non-transferable entitlement to parental leave (maternity leave, paternity leave). In this framework if fathers do not take advantage of the entitlement (paternity leave), then the right expires. It may encourage fathers to play a more intensive role in the care of heir children.
- Strong support of low cost, flexible childcare arrangements (e.g. micronurseries). At present, EU funds are spent to increase the availability of flexible childcare facilities (with a strong emphasis on flexible and integrated services.)
- Stronger government support should be provided for family friendly policies with their broad interpretation as measures to help the reconciliation of work and family life. It would be useful to disseminate existing best practices (e.g. the methodology and the results of the family friendly workplace award, see 7.6)
- Development of a national strategy on balancing of the work- family issue as an assignment for both sexes. Public awareness campaigns are also essential in this respect. In addition, the media could enhance less traditional norms, role models, setting new positive examples, or at least focus discourse around some of these issues. Successful flexible and family oriented employment practices also have to be presented.
- The demonstration of the longterm positive effects of a more equal work-life balance on corporate performance and demographic factors. However, sociological and economic research must be supported to take this item forward.
- Programmes aiming to reintegrate women into the labour market should highlight and tackle the importance of a supporting family background . Discrimination stories, especially those related to the return of leavetakers on the labour market have to be strictly monitored and the equal opportunity laws should be enforced.
- Besides the feminist organisations, encouragement of the active participation of NGOs that support the change of the traditional male perspective (e.g. fathers' club).
- There is research on the background and motivation patterns of the few fathers who do take advantage of the childcare leave in Hungary. The idea to use existing professional networks to promote increasing roles for fathers in caring for their children should be applied more in practice.
- Role models should be created. (The case of Mr. Batiz, former spokesman for the government who made statements about his consideration for his family and newborn child is one positive example.)
- TV and radio programmes should get more support to prepare report series about related questions. NGOs should get support for innovative projects in this field, e.g. a women's organisation is funded for a project that aims to educate district nurses (a very well-functioning national network) to integrate and include fathers in their activities.
- The content of educational and media materials should be surveyed and enhanced to present alternatives. More information should be included in secondary level education about gender issues in society. Boy's education at school and in other fields of socialization should include the encouragement of caring roles)
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Regional Action Plan, 2007-2010, Castilla La Mancha , Spain
The Regional Action Plan for the reconciliation of family and work life (2007-2010) for Castilla La Mancha recognises that there is "a new social need" which calls for public intervention in order to develop new concepts of flexibility and special attention for diversity. On this basis, the agreement has been designed and implemented.
A new social need
In Spain including the region of Castilla La Mancha, women have taken professional responsibilities without diminishing family and domestic responsibilities. 92.2% of women devote 4.45 hours a day and 69.6% of men devote 2.4 hours a day to household tasks. 98.24% of women make use of maternity leave. Only 1.52% of men make use of paternity leave.
Women wait longer before having their first child. Women encounter invisible barriers to employment and a professional career. 15% of women feel discriminated. The idea has taken root that balancing family and professional responsibilities is something intrinsically feminine and this prejudice undermines women's equal position in the workplace.
On average, annual wages in Spain for women are 29% lower than for men. In Castilla-La Mancha, average annual wages for women are 24% lower than for men. In 2004, 5.4% of women stopped working for family reasons. Of the men, none did.
The working and family context is characterised by: women's massive and ongoing entry into the labour market; persisting obstacles to a completely equal market; imbalance in the sharing of domestic tasks between men and women; ongoing ageing of the population; exhaustion of the intergenerational solidarity model as a solution to social demand.
A new field for public intervention
Two major agreements have already been concluded before: the Pro-employment Agreement 2004-2007 and the Development and Competitiveness Pact 2005-2010.
A new concept of flexibility: rationalisation of working hours
Spain is the country with the highest number of hours worked, although productivity levels are low. In Castilla-La Mancha working hours are the least flexible. 28.6% of job-holders in Castilla-La Mancha say they cannot change, for family reasons, the times they start and end their working day. Working hours correspond to traditional models in the distribution of tasks between public and private life.
Excessively long working hours pose difficulties as regards reconciliation, children's schooling, the birth rate and occupational risk prevention.
Special attention to diversity
Reconciliation policies are policies that should support both business enterprise and the family. Public interventions in the realm of reconciliation should be the outcome of social agreement and public-private cooperation. They should be respectful of business diversity: size, sectors and sphere of competition. They should be aware of and cater for the new make-up of households. They should pay special attention to single-parent families (approx. 8% of families).
Guiding principles for the Regional Action Plan:
A true reconciliation of family and professional responsibilities would call for changes to take place and be consolidated in rationalising working hours; new, agreed work-organisation models; availability of resources and services and equal sharing of tasks between men and women.
Public intervention should give impetus to and promote debates and cultural changes in households and businesses as well as help bringing about a change in families and businesses, encourage work and employment, not unemployment;
On this basis reconciliation policies should foster flexibility in the organisation of business enterprise; contribute towards enhancing quality in employment; and should revolve around free negotiation by and the autonomy of the parties;
Goals of the Regional Action Plan:
- To reconciliate the right to employment with family responsibilities;
- To foster employment among women;
- To foster the creation and consolidation of new jobs and new businesses;
- To help companies in Castilla-La Mancha to voluntarily establish flexible strategies in the organisation of the work;
- To increase the competitiveness of companies in Castilla-La Mancha, in particular SMEs, in an economy based increasingly more on the value of human capital, knowledge and innovation;
- To promote changes in society's perception of the distribution of tasks among men and women.
Specific measures within the Regional Action Plan
- Grants to promote reconciliation in Business Enterprise
- Grants to Workers for reconciliation
- Training, Information and Awareness-raising
Implementation of the Regional Action Plan
The measures in the RAP are addressed at people working in the private sector and contain the regional Department of Labour and Employment's own measures. They are the basis of ESF programming for the period 2007-2013. After two years of intervention, in 2008, the measures in the RAP will be assessed and redefined. The Board of Directors of the SEPECAM will be responsible for monitoring and co-ordinating the Action Plan. Within the regional employment service SEPECAM the position of provincial and regional head of the Agreement for Reconciliation has been created to assure the implementation process.
To read the full Regional Action Plan, click here (available only in Spanish)
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"Family friendly workplace award" - Hungary
The problem of the reconciliation of work and private life is more and more in the foreground in other EU countries, but as yet, not so much in Hungary. The whole terminology of work-life balance is practically missing from the public discourse. In the meantime, the concept of the "family-friendly workplace" has spread somewhat, thanks to the family-friendly workplace (családbarát munkahely) award, which has been presented to companies and organisations in both the private and public sectors since 2000. It might be awarded to companies and institutions implementing outstanding family friendly measures. One of the main objectives of the award programme is collecting and disseminating information on existing measures and good practices, and raise awareness on the issue.
So far around 500 employers have competed in four categories (SMEs, big companies, NGOs and public authorities) for the award which is given on the basis of a questionnaire filled by employees according to their level of satisfaction with working conditions, career advancement, family-friendliness, training possibilities and equal chances in their job.
The award considers the following indicators as "family friendly":
- Working time (various models, transfer, career opportunities, overtime, public transport etc.)
- Training (equal opportunities, time, place, cost, making use of various subsidies etc.)
- Reintegration after parental leave (keeping contact, career planning, flexible work arrangements, child-care etc.)
- Child-care facilities (financial and in kind support, opening hours, summer vacation etc.)
- Allowances in money and in kind (family occasions, extraordinary situations, housing, health, recreation, insurance, board etc.)
- Safety at workplace (rights, collective bargaining, health check, barrier free environment, equal opportunities plan etc.)
- Events at the workplace (involving the family, school breaks, summer job for students etc.)
In 2006 a research has been carried out analysing the applications from over 500 companies. Below is a summary of the research findings:
Working time
- Training and development
- Training as a family-friendly HR tool
- 65% of training activities are scheduled in working hours, costs are mostly covered by employers
- Almost 50% of full-time employees area involved in training & development, the same rate for part-time employees is only 4-5%
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Reintegration after parental leave:
- Applicants emphasize keeping contact with employees on a parental leave
- The most important methods of communication: via personal relations, social programmes
- Family-friendly organizations involve employees on parental leave in training & benefit programmes.
For more information visit the University of Pec website which organised this years Family Friendly Award presented at the "Work Life Balance conference".
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