by aitanga giraldi lussemburgo 11-12 marzo 2010 empowerment

By Aitanga Giraldi Lussemburgo 11-12 marzo 2010

EMPOWERMENT


STATUTESSTATUTESart. 6 point h)art. 6 point h)

In any steering body none of the two In any steering body none of the two genders can be represented genders can be represented under under 40 per cent or above 60 per cent40 per cent or above 60 per cent. .


CongressCongressrulesrules

In setting up the lists for elections, it is In setting up the lists for elections, it is binding binding that their formation happens that their formation happens according to the according to the anti-discriminatory anti-discriminatory rulerule and also through the method of and also through the method of slipping down in the list, to slipping down in the list, to guarantee the effective application of guarantee the effective application of the same rule.the same rule.


Mid term conferenceMid term conference


RESOLUTION n° 12 RESOLUTION n° 12

ORGANISATION POLICIES FOR THE PROMOTION AND THE EMPOWERMENT ORGANISATION POLICIES FOR THE PROMOTION AND THE EMPOWERMENT

OF THE FEMALE MANAGEMENTOF THE FEMALE MANAGEMENT Caracterise the Caracterise the renewal of CGILrenewal of CGIL, in the full , in the full respect of the gender representation respect of the gender representation means to means to encourage “the entry and encourage “the entry and permanency of women at every level in permanency of women at every level in the organisation”the organisation”. To effectively realise . To effectively realise these these objectives objectives it is necessary to work on it is necessary to work on three levels: three levels:

a) a) gender policies;gender policies; b)b) women representation;women representation; c)c) workingworking time policies in the organisation time policies in the organisation

of trade union work.of trade union work.


RESOLUTION n° 12 RESOLUTION n° 12 ORGANISATION POLICIES FOR THE PROMOTION AND EMPOWERMENT OF THE ORGANISATION POLICIES FOR THE PROMOTION AND EMPOWERMENT OF THE

FEMALE MANAGEMENTFEMALE MANAGEMENT

Gender policiesGender policies CGIL as a whole should assume:CGIL as a whole should assume:

Claiming policiesClaiming policies at any negotiating level, able to at any negotiating level, able to compete with the compete with the different condition of women and different condition of women and the aknowledgement of the value of such a the aknowledgement of the value of such a differencedifference. .

Labour market policiesLabour market policies, , Working organisation, welfare organisation and Working organisation, welfare organisation and

services policiesservices policies, able to intervene on a wider , able to intervene on a wider range, fitting the cultural roots which contribute to range, fitting the cultural roots which contribute to determine discriminations in the society.determine discriminations in the society.

Policies to eliminate Policies to eliminate the the “pay gap”“pay gap” between men between men and women (at the same level of skill). and women (at the same level of skill).




Women representationWomen representation ObligationObligation to communicate the accomplishment of the anti- to communicate the accomplishment of the anti-

discriminatory rule, which is the criteria for the valid discriminatory rule, which is the criteria for the valid constitution of the executive bodies. constitution of the executive bodies.

Political responsibilityPolitical responsibility for the respect of the anti- for the respect of the anti-discriminatory rule by the general secretariat and the discriminatory rule by the general secretariat and the secretariat of the structure secretariat of the structure

Bodies not in line with the StatuteBodies not in line with the Statute In order to apply the statutory obligation on the gender In order to apply the statutory obligation on the gender presence in the Steering bodies and in the secretariats, in presence in the Steering bodies and in the secretariats, in case of co-optations or substitutions, it will be mandatory to case of co-optations or substitutions, it will be mandatory to provide the entry of women comrades in any situation in provide the entry of women comrades in any situation in which it has not been respected the anti-discriminatory rule which it has not been respected the anti-discriminatory rule up to the foreseen rates. The general secretary and his/her up to the foreseen rates. The general secretary and his/her body of belonging have a precise political responsibility on body of belonging have a precise political responsibility on the respect of the same rule, whose non respect is the respect of the same rule, whose non respect is sanctioned according to the Statute. sanctioned according to the Statute.




Intervention fieldsIntervention fields To have To have new generations of female new generations of female managementmanagement to reach the goal of an equal to reach the goal of an equal trade union it is essential to:trade union it is essential to:

1) adopt 1) adopt organisation projectsorganisation projects through through targeted paths; targeted paths;

2) consider 2) consider training as a fundamental training as a fundamental resourceresource. To this purpose it has been decided . To this purpose it has been decided a a specific training plan for the year 2009specific training plan for the year 2009; ;

3) propose 3) propose limits limits on the list for the elections on the list for the elections of RSU (joint union representatives in the of RSU (joint union representatives in the working places)working places). .




Working time policy in the trade union organisationWorking time policy in the trade union organisation CGIL should give itself an ‟attentive working time CGIL should give itself an ‟attentive working time

policy” that is a policy” that is a necessary tool to encourage the necessary tool to encourage the entry and permanency of women in the trade union.entry and permanency of women in the trade union.

CGIL structures, at every level, should adopt a CGIL structures, at every level, should adopt a ““working time policy”working time policy” which takes into which takes into consideration, prioritarily, the consideration, prioritarily, the gender needs;gender needs;

1.1. Fix and respect Fix and respect the beginning and ending times of the beginning and ending times of the meetingsthe meetings;;

2.2. Determine the maximum time lenght for Determine the maximum time lenght for interventionsinterventions; ;

3.3. Operate to allow an Operate to allow an effective participation to the effective participation to the decisional processdecisional process as a whole. as a whole.




Women in the CGILWomen in the CGIL : :

it is recognised the need to define at it is recognised the need to define at the different levels which are the the different levels which are the spaces for the development spaces for the development of of gender policies, for confrontation and gender policies, for confrontation and debate, recognised by the debate, recognised by the organisationorganisation from a political and from a political and organisation point of view and organisation point of view and with with budget availability.budget availability.


CGIL NATIONAL STEERING COMMITTEES

FROM 1996 TO 2010


19961996 XIII° CONGRESS XIII° CONGRESS

Uomini; 144

Donne; 71

Totale; 215

0

50

100

150

200

250

Direttivo Nazionale 1996

Uomini (Men) 77% Donne (Women) 33%


20022002 XIV° CONGRESS XIV° CONGRESS

Uomini; 98

Donne; 58

Totale; 156

0

50

100

150

200




20062006 XV° CONGRESS XV° CONGRESS

Uomini; 96

Donne; 65

Totale; 161

0

50

100

150

200




PRESENT STEERING PRESENT STEERING COMMITTEECOMMITTEE

(after co-optations, to include migrant workers and young workers)(after co-optations, to include migrant workers and young workers)

Uomini; 102Donne; 75

Totale; 177

0

50

100

150

200

Direttivo Nazionale attuale



CGIL NATIONAL BOARDSFROM 1996 TO 20010


19961996XIII° CONGRESSXIII° CONGRESS

Segreteria Nazionale 1996

Donne; 20%

Uomini;

80%

Uomini (Men) 8 Donne (Women) 2


20022002XIV° CONGRESSXIV° CONGRESS


Donne; 50%Uomini; 50%

Uomini (Men) 6 Donne (Women) 6


20062006XV° CONGRESSXV° CONGRESS


Uomini;

50%

Donne; 50%

Uomini (Men) 5 Uomini (Men) 5 Donne Donne (Women) 5(Women) 5


National board tasksNational board tasks

WOMENWOMEN Environmental and territorial policies; housing Environmental and territorial policies; housing

policies; health and safety in the workplace.policies; health and safety in the workplace. Productive services policies: small, medium and big Productive services policies: small, medium and big

enterprises, Cooperation, Craftsmen, Agricoltureenterprises, Cooperation, Craftsmen, Agricolture Economic and social policies of Southern Italy; Economic and social policies of Southern Italy;

institutional reforms and federalism policies; youth institutional reforms and federalism policies; youth policies; legality and security policies policies; legality and security policies

Welfare, health and assistance policies; migration; Welfare, health and assistance policies; migration; third sector and voluntary work; new rights; third sector and voluntary work; new rights; Promotion of the social and local negotiation; sport Promotion of the social and local negotiation; sport and free timeand free time

International and cooperation policies; European International and cooperation policies; European Secretariat; International tradeSecretariat; International trade


National board tasksNational board tasks

MENMEN General secretaryGeneral secretaryActive policies of labour, research and training Active policies of labour, research and training

policies, communication and information policies, communication and information policies; disability policies; cultural policies. policies; disability policies; cultural policies.

Macroeconomic policies of the State budget, Macroeconomic policies of the State budget, of the local budget, of prices and tariff; of the local budget, of prices and tariff; Social responsibility of the enterprise. Social responsibility of the enterprise.

Organisation policies, settlement policies;Organisation policies, settlement policies;financial and administrative policies; trade financial and administrative policies; trade union and information tecnology training. union and information tecnology training.

Network policies and third sector policies.Network policies and third sector policies.


CGIL Social Budget CGIL Social Budget

CGIL, in the framework of the project CGIL, in the framework of the project “Account to account for”, has “Account to account for”, has decided in 2008 to set up decided in 2008 to set up a social a social budget at the national confederal budget at the national confederal levellevel, that will be presented in the , that will be presented in the next national Congress in May 2010.next national Congress in May 2010.

Making a trade union social budget Making a trade union social budget means, above all, means, above all, wondering how wondering how and to which extent it accomplishes and to which extent it accomplishes its its social missionsocial mission..


Cgil social budget objectives are two:

1. The creation, within the trade union, of a new accountability culture,

by formulating a participated and aware evaluating criteria, able to increase the managing quality of the

entire organisation;

2. The ambition to open new spaces for trust and relationship for all those who CGIL wants to

represent.


CGIL social budget is divided into three parts. 1. The first, named “The identity of CGIL”,

analyses not only the history, the values, the identity and the mission of the Confederation, but also the Italian society and the subjects that CGIL represents.

2. The second part, named “Organisation and resources”, analyses thoroughly the governance and the economic - organisation structure of the Confederation.

3. In the last part, at last, there are listed the policies, activities and results achieved by the CGIL national confederal centre.


CGIL Gender budgetCGIL Gender budget

The need The need to include the gender perspective in to include the gender perspective in the social budget of the confederal centre of the social budget of the confederal centre of CgilCgil, , preparatory to the gender budgetpreparatory to the gender budget, , starts from the awareness that the starts from the awareness that the answer answer to the needs of the workers, female and to the needs of the workers, female and male, of the retired women and men,male, of the retired women and men, as well as well as of all the members of CGIL, as of all the members of CGIL, can not be can not be without differenceswithout differences, but it must , but it must take into take into consideration all those personalconsideration all those personal, family, , family, social, working and economic social, working and economic differencesdifferences that differently stand on women and men. that differently stand on women and men.


The political-union activity developed by the confederal centre of Cgil has been analysed to answer if and how Cgil has addressed the needs of the workers, addressed the needs of the workers, women and men, of the retired women women and men, of the retired women and men, an answer that can not be the and men, an answer that can not be the same.same.


The gender budgetThe gender budget

The analysis of Cgil gender budget should be intended as:

A complex of processes and methods that assesses, from the point of view of

equity and equal opportunity, 1. The impact on women and men of the

social, economic and working policies of Cgil;

2. The impact on women and men of the in-house organisation policies, which should guarantee equity in the access to the managing assignments at every level.


The economic policies and choices of Cgil The economic policies and choices of Cgil are not neutral, are not neutral, in fact they have a in fact they have a different impact on women and mendifferent impact on women and men beingbeing different their role and social power.different their role and social power.

Analysing the budget from a gender view Analysing the budget from a gender view means realising means realising whowho are the recipients of are the recipients of the benefits and the effects the benefits and the effects of the policies of the policies and action and, in the same time, enables and action and, in the same time, enables the integration of CGIL policies with the the integration of CGIL policies with the national and European ones. national and European ones.


The gender budget The gender budget is a tool for social is a tool for social justice and equal opportunitiesjustice and equal opportunities not not only for women, because it allows to only for women, because it allows to analyse the impact of the actions on the analyse the impact of the actions on the “differences” (age, disability, migration, “differences” (age, disability, migration, sexual orientation, etc.) answering the sexual orientation, etc.) answering the specific needs.specific needs.

by aitanga giraldi lussemburgo 11-12 marzo 2010 empowerment

Documents

organisation policies

time policies

services policies

welfare organisation

organisation projects

antidiscriminatory rule

labour market policies

resolution n