Презентація президента ЛСПУ С. Толстоухової «Результати проекту «Знову до роботи: реінтеграція матерів і батьків до професійного життя після відпустки по догляду за дитиною за 2013-2014 роки
Презентація президента ЛСПУ С. Толстоухової «Результати проекту «Знову до роботи: реінтеграція матерів і батьків до професійного життя після відпустки по догляду за дитиною за 2013-2014 роки
The document discusses international practices of equal employment opportunity (EEO) policies promoted by employers' organizations. It outlines various areas of involvement for EO promotion, including awareness raising, advocacy, research, assistance/services to members, and establishing networks. It provides examples of specific activities conducted by employers' organizations in countries like Ukraine, Norway, Australia, Hungary, Kenya, Jamaica, Philippines, United States, Yemen, Croatia, and New Zealand to advance EEO. The document also discusses publicity of good practices and mainstreaming gender issues as key goals.
The document discusses how labour inspectors can help tackle gender discrimination and inequality in the workplace. It provides examples of direct and indirect discrimination that inspectors may find. It also outlines a 5-step process for labour inspectors to conduct an enterprise analysis to identify potential discrimination, including analyzing procedures, quantitative data, and applying a discrimination test. The goal is to assess whether practices are justified or discriminatory according to principles of suitability, necessity and proportionality.
The document discusses challenges to achieving gender equality in trade unions and ways to overcome them. It addresses making both women and men feel comfortable and integrated, involving women in discussions of issues to work on, having elected women's groups, collecting regular feedback, and committing to an equality policy. Barriers include institutionalized culture, lack of political will, lack of gender awareness, job segregation, equal pay, and maternity issues. Overcoming these challenges requires welcoming all members, removing practical barriers, and monitoring participation.
This document outlines steps that trade unions can take to promote gender equality. It recommends that trade unions adopt strong policies in support of gender equality, set targets for achieving parity in leadership and bargaining teams, and establish gender equality departments, officers, and women's structures. It also suggests providing training to empower and educate women leaders, conducting gender audits, and developing collective bargaining guidelines and checklists that focus on gender equality issues. Finally, it states that establishing women's structures at all levels with dedicated budgets and resources can help networking, research, communication, and campaigning to further advance women in trade unions.
The document discusses international practices of equal employment opportunity (EEO) policies promoted by employers' organizations. It outlines various areas of involvement for EO promotion, including awareness raising, advocacy, research, assistance/services to members, and establishing networks. It provides examples of specific activities conducted by employers' organizations in countries like Ukraine, Norway, Australia, Hungary, Kenya, Jamaica, Philippines, United States, Yemen, Croatia, and New Zealand to advance EEO. The document also discusses publicity of good practices and mainstreaming gender issues as key goals.
The document discusses how labour inspectors can help tackle gender discrimination and inequality in the workplace. It provides examples of direct and indirect discrimination that inspectors may find. It also outlines a 5-step process for labour inspectors to conduct an enterprise analysis to identify potential discrimination, including analyzing procedures, quantitative data, and applying a discrimination test. The goal is to assess whether practices are justified or discriminatory according to principles of suitability, necessity and proportionality.
The document discusses challenges to achieving gender equality in trade unions and ways to overcome them. It addresses making both women and men feel comfortable and integrated, involving women in discussions of issues to work on, having elected women's groups, collecting regular feedback, and committing to an equality policy. Barriers include institutionalized culture, lack of political will, lack of gender awareness, job segregation, equal pay, and maternity issues. Overcoming these challenges requires welcoming all members, removing practical barriers, and monitoring participation.
This document outlines steps that trade unions can take to promote gender equality. It recommends that trade unions adopt strong policies in support of gender equality, set targets for achieving parity in leadership and bargaining teams, and establish gender equality departments, officers, and women's structures. It also suggests providing training to empower and educate women leaders, conducting gender audits, and developing collective bargaining guidelines and checklists that focus on gender equality issues. Finally, it states that establishing women's structures at all levels with dedicated budgets and resources can help networking, research, communication, and campaigning to further advance women in trade unions.
Closing SKF corporate brand mark slide The presentation ends with a repeat of the opening slide. The SKF Supergraphic on this slide will appear automatically. This slide can also be used as a holding slide, e.g. between presenters but should not include any additional graphic or text . The size of the SKF corporate brand mark and its position are fixed. It is aligned with the typographic grid (Ctrl G). Note : This slide does not exist as a ‘slide master’ therefore it is recommended that you copy and paste this slide into your presentation. When the presentation is finished, this slide can be left on-screen, thus promoting the SKF corporate brand mark.