Gli undici progetti oggi in occasione del PRESENTATION convegno “DONNE E PA. Il management femminile come risorsa nel settore pubblico e nel settore privato” sono stati scelti tra i 53 che hanno superato la selezione del “Call Donne PA 2010” . Questa terza edizione del Call (le precedenti si sono tenute nel 2007 e nel 2009) è stata lanciata nel settembre scorso dall’ Osservatorio Donne nella PA (promosso da FORUM PA in partnership con futuro@lfemminile – il progetto di responsabilità sociale di Microsoft Italia e Acer – e INAIL) con l’obiettivo di raccogliere, valorizzare e divulgare azioni concrete messe in campo dalle pubbliche amministrazioni per favorire lo sviluppo professionale delle donne e la conciliazione tra tempi di lavoro e tempi di vita.
Le domande di partecipazione pervenute erano circa 80, ma solo 53 rispondevano ai requisiti richiesti dal bando. In occasione del convegno sono stati presentati i dieci progetti ritenuti particolarmente significativi, più un ulteriore progetto a cui è stata assegnata una “menzione speciale” da futuro@lfemminile ; tutti i 53 progetti partecipanti al Call saranno comunque pubblicati sul sito www.donnepa.it .
Ben sei progetti tra quelli segnalati puntano a favorire la flessibilità di orario e di organizzazione del lavoro:
- Circolo “San G. Bosco” Massafra (TA). “Migliorare per…valutare &premiare” - “Processo strutturato e integrato di riduzione dei costi”. È stato sperimentato un orario flessibile per gli insegnanti, calcolando l’orario su base annua e offrendo così, ad esempio, la possibilità di fruire di giornate libere a credito dell’orario di servizio cumulato. Si punta così a ridurre i costi per le supplenze, oltre che a migliorare il benessere dei docenti e la qualità della didattica.
- Giunta Regionale della Campania. Progetto Azioni Positive: Sperimentazione del Telelavoro. La sperimentazione è stata effettuata tra marzo e ottobre 2010, coinvolgendo dieci dipendenti (8 donne e 2 uomini) selezionati tra quelli con particolari esigenze di salute e/o familiari. La realizzazione del progetto è stata affidata al Formez. Obiettivi dell’intervento: accrescere la motivazione e la prospettiva di crescita professionale attraverso forme di lavoro flessibile; migliorare la qualità della vita dei lavoratori; rendere più efficienti ed economici i processi organizzativi all’interno dell’ente.
- Provincia di Bergamo. Progetto Orario flessibile . Su sollecitazione del Comitato Pari Opportunità, a partire dal January 1, 2010 is provided on an experimental basis, the employees with specific needs (the need to care for children under eight years, spouse / partner, parents) can get a wide flexibility of working hours agreed with the manager concerned while still providing 36 hours per week.
- University of Cagliari. Telecommuting pilot project. The trial, which involved the holding of half of working from home and half in office administration, has allowed us to identify appropriate solutions to organizational problems related to telework and to gather information useful for the preparation of a University Regulations on this subject, which should make arrangements to make this new way of working over the next year.
- within the University of Insubria Varese. experimental project of telework. To facilitate the reconciliation between professional duties and family responsibilities has experimented with two employees a form of teleworking at home "in work", a mixed-mode which provides for alternate work from home with falls in the seat of the administration. There was an improvement in the quality of performance in telework and organizational climate, as well as a real savings in cost to the Administration.
- University of Roma Tre. Telecommuting in the University. The project was launched on a trial involving 12 workers in July 2008, after a year's experience has been extended to 22 employees until March 18, 2010 telework came to regime at Roma Tre and was issued a contract for 20 positions of telework for workers in decentralized structures of the University. Currently using telework for 6.5% of technical staff, administrative and librarian of the University (about 700 equivalents).
Four other projects link, however, to meet the needs of women with difficult family situations (eg elderly or disabled family members) or to encourage return to work after maternity leave:
- APSS - Provincial Health Services of the Autonomous Province of Trento. Ship of kindergarten children . On the proposal of the Equal Opportunities Committee, the APSS launched in September 2007, the construction of a nursery built near the Hospital of Santa Chiara of Trento, the largest hospital in the Autonomous Province of Trento. The nursery is surrounded by a garden of 500 sq.m., welcomes children aged between 3 months and 3 years, children of employees who work in the region of Trento.
- Municipality of Monza. "Tagesmutter Profession." The project stems from the Monza to make a care service and to promote innovative 0-3 years, then, the reconciliation of family and work time. The innovation consists in looking after children in individual homes of Tagesmutter, recreating the home. In 2009 it held its first training course "Becoming Tagesmutter" in 2010 was launched the second call. Meanwhile it has established the Cooperative House Tagesmutter Bimbo Monza, thereby creating new jobs, promote women's entrepreneurship and fostering the emergence black labor.
- Politecnico di Torino. Wellness Tools and conciliation at the Polytechnic of Turin: the baby-parking Policino for children from 13 months to 6 years, the baby-sitting at home offered to all mothers and fathers with children aged 0-13 months, can not use the baby-parking Policino, the support service in the management of elderly family members, a home care service and / or assistance / errands by assistants holding certificate OSS (social workers) aimed at workers and workers who take care of elderly mothers and fathers.
- University of Parma. D three - or woman / disabled / disabled mother: a series of initiatives through the use of technologies designed to provide support to students with disabilities and women workers with family members with disabilities. Among the initiatives trialled, a Bank of the time courses LIS (Sign Language), speech therapy, self-esteem courses.
The special mention of the future @ lfemminile:
- APSS - Provincial Human Services health of the Autonomous Province of Trento. "Pearl - Customization of working hours and teleworking. is an innovative project experiences within dell'Apss, forme di flessibilità degli orari di lavoro e di telelavoro ricercando, grazie alla collaborazione attiva di dipendenti e responsabili nella riorganizzazione dell’orario, le forme di personalizzazione più adatte al singolo lavoratore e più adeguate a garantire la qualità del servizio.
Nello specifico, l’iniziativa ha ottenuto un riconoscimento particolare da futuro@lfemminile per “il connubio vincente tra approccio strategico e azione positiva di pari opportunità che, grazie all’adozione di una tecnologia innovativa, permette di attuare un cambiamento concreto all’interno dell’amministrazione stessa . With this award is intended to emphasize the added value that the government in question has acquired by providing new opportunities for growth, conciliation, optimization of time and increase quality of work of the entire administrative staff. "
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are still few women at the top of the PA and private companies. Of the reasons and possible proposals to reverse this trend we discussed today in Rome during the conference "WOMEN AND PA. The women as a resource management in the public and private sector, which also provided an opportunity to point out the projects emerged from the "Call Women PA 2010.
of disabled children or elderly family members, up to telecommuting or other activities targeting the use of technology to facilitate flexible working hours and the reconciliation between work and family . Ten actions undertaken by many public authorities to promote equal opportunities and professional development of women and a special award to the project that has best been able to leverage technological innovation to meet these goals were presented today [ 1] during conference "WOMEN AND PA. The women as a resource management in the public and private sector ".
If we set the bar of sufficient stunted at that 25% of women that even the law provides for Afghanistan in its Parliament, we are far below both in municipal councils (with a 11.86 average and less than 23% of municipalities with less than 5% of women councilors) and in local councils (17.4% average, but 11 cities who arrived with assessors only men) and in administrative leadership apical (with a 22.3% on average and as many as 50 municipalities, ie 43% of the total, where there is not even a woman general manager). Similar situation in the provinces (with an average of 12.9% of women in the provincial council and 16.8% in council), very high, the number of provincial governments who have come only male (17) only male or advice (15). In Regions the number of women came to 22.73% salt, while still very low to the regional council (12.11%).
The event, held in Rome at the Supper Room of the Chamber of Deputies, was organized by the 'Observatory Women in PA (PA sponsored by Forum in partnership with future @ lfemminile - the project of social responsibility of Microsoft and Acer Italy - and INAIL) and by ' AGDP (Public Youth Association Executives), sponsored by the Department of Equal Opportunity, in collaboration with the Department of public and the Department of Family Policies. aim of the meeting: examine the reasons della limitata presenza delle donne ai vertici delle organizzazioni, sia nel pubblico che nel privato, e provare a individuare strumenti utili per invertire questa tendenza. I numeri, infatti, sono ancora scoraggianti, come confermano gli ultimi dati diffusi dall’Osservatorio Donne nella PA che ha aggiornato al mese di novembre 2010 il monitoraggio sulla presenza femminile nei posti apicali, politici ed amministrativi, di Regioni ed Enti locali.
«C’è sicuramente un processo culturale da innescare e curare, ma a mio parere, per specifici incarichi (penso ai consigli di amministrazione delle aziende pubbliche, alle direzioni generali degli enti, ecc.) è il momento di istituire quote rosa obbligatorie. Solo un’innovazione radicale, all’inizio imposta per legge, può superare infatti stanche consuetudini e facili luoghi comuni», ha commentato Carlo Mochi Sismondi, Presidente di FORUM PA spiegando che «le donne non hanno difficoltà a farsi valere nei concorsi e, proprio per questo, in questo momento sono doppiamente penalizzate: da una parte, infatti, il blocco del turnover impedisce loro di cogliere le opportunità che la loro preparazione, in generale migliore rispetto agli uomini, potrebbe aprire; dall’altra gli incarichi fiduciari o per cooptazione continuano scandalosamente ad essere appannaggio quasi esclusivamente degli men. Even
Monica Parrella, Secretary General AGDP, stressed that "We must remove the obstacles that still face women today, particularly the younger ones, to climb the career ladder, access to middle management and especially top management in the public sector, both in the private sector, to fill executive positions in companies and public bodies. " "The young public managers - added Monica Parrella - with the proposals now intend to do our part, it is proposing measures that do not require modification of the existing legislative framework and that, reflecting a more modern work / life balance, mirano a rimuovere ostacoli “culturali” e “organizzativi” al rafforzamento del management femminile e alla “scalata” ai gradi più elevati; sia proponendo meccanismi di rappresentanza equilibrata di genere negli organismi pubblici, da realizzare attraverso una selezione meritocratica. In sintesi, quote rosa sì, ma solo per chi lo merita».
Sul ruolo delle tecnologie si è soffermata Roberta Cocco, responsabile di futuro@lfemminile e Direttore Marketing Centrale di Microsoft Italia : «La sinergia tra enti pubblici e aziende private alla base dell’Osservatorio Donne nella PA, di cui future @ lfemminile has supported the creation in 2006, now plays an increasingly important strategy for reducing the gender gap in our country. Technological innovation, in particular, coupled with its benefits in terms of flexibility and conciliation, plays a crucial role as to encourage the adoption of new policies that foster the professional growth of women in PA. In this context, it is crucial to encourage the positive actions taken by the government throughout the territory and we hope that the projects collected in the third census of 'good practice for women' in the PA can inspire many other organizations and institutions in promoting equal opportunities, including through the use of advanced technological tools. " For its part
Antonella Ninci, chairman of the Equal Opportunities Committee INAIL , he underlined the role played by the Institute: "It is no coincidence that both partners INAIL Observatory Women in PA: For several years the 'Institute has invested in equal opportunity policies and appreciation of differences, are considered strategic with respect to achieving its objectives, in a perspective of job quality, service quality and life of those who work. Investments in gender equality and combat discrimination against them has resulted in a series of positive actions, in close dependence with each other, have created a system action that involved a 360-degree all areas of interests of the Institute is with reference to the internal organization of the work to the institutional issues related to health and safety. In this capacity INAIL, including through its participation in this initiative, is intended not only to confirm choices, investment and commitment, but also make available to the world of public and private work, methodologies and experiences. "
[1] Projects were chosen because they were considered particularly significant, among the 53 that passed the selection Call Women PA 2010 , launched last September by the Centre Women in PA. All 53 projects participating in the call will still be published on the website www.donnepa.it .
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