Equality Schemes: Reconciliation, Talent Management and Competitiveness.

Although several months have passed since the parliamentary approval of the Organic Law on Equality between men and women are still numerous comments and controversy over gender equality and its translation into the various areas of community life. Such comments, how could it be otherwise, also extend to processes and initiatives relating to reconciling work and family life and to what this means as a new facet of corporate social responsibility. But also as an excellent opportunity to enhance their competitiveness.

Equality Schemes items

With this legislative initiative is to make effective, in practical life and in all areas, both constitutional requirements and international guidelines in this regard. But this requires a set of policies to promote active and doing so with a transversally you reach the most diverse spheres of everyday life and political activity, institutional and administrative and business operations. Want also to develop best practices from public areas to encourage follow-up in the private sphere.

The opportunities now open to the thread of the widespread adoption of the Law, but especially with the development of organizational guidelines for conciliation, not only should be seen as some new ways to increase people’s motivation and commitment to business , but could also appreciate a new facet of social responsibility. From which individuals make contributions to offset the general malaise that exists when the demands of markets, its timing and its determinants in an increasingly urbanized and crowded, do not match or facilitate the expectations of each person. And too often contradict professional and family responsibilities, with subsequent imbalance in the general mood and its effect on cultures of accountability and productivity.

There is, therefore, to see equality as an opportunity that will require new forms of organization to develop the settlement. And we need to see these as factors to improve productivity and as contributions are made, from corporate social responsibility, the development of the quality of civic life, modernization and social welfare.

The application of the Act, and in particular the implementation of equality plans in the fields of business, is to rethink, so if the business strategies have a real concern for how to get around the organizational skills. Or if, on the contrary, the discrimination arising from the different genres consideration organizational corporations do not let all their potential untapped. And is that as markets become global and technological changes transformed daily viability of any business, the concept of competitiveness is being expanded with new nuances, facets and considerations.

Thus, almost unnoticed, there has been talk about price differentials and labor costs to focus the interest of disputes on this issue at the factors that multiply productivity and efficiency in the use of resources. And the maximization of the potential to embody when people join the workforce and are subject to economic and productive action. Potentials that accrue as societies incorporate products and services that require higher skills and knowledge gainful employment.

Such conceptual expansion have led many to consider also the organizational innovation capabilities as a source of growth competitiveness. And they generate, almost automatically, a productive networks more flexible and adaptable both to the demands of customers and potential of the educational, social and quality of life of each society. And that facilitate having more motivated and better their organizations developing business intelligence and talent of everyone from those that are configured. What facilitates social modernization and development of entrepreneurial cultures.

In this way the most representative variable of the welfare of the economy, and therefore its competitiveness, from the point of view of an advanced structural approach, the GDP per capita. And more specifically its decomposition in terms of productivity of labor, employment rate and the population involved. Hence, in view of the evolution of the Spanish economy in recent years, despite going further behind in competitiveness indices most common, there are those who highlight the positive things that has been raising the female employment rate and that this has occurred at the same time the Spanish population has increased much more remarkable than the European average.

Such views endorse the thesis of which is essential for policy to encourage reconciliation and also to develop public support systems for families who have to deal with situations of dependency needs. For both policies that would increase female activity and avoid so many citizens, for the sake of family structures, can not enter and participate regularly in the labor markets induce positive results in the economy. Amen to help raise the quality levels of collective life. Reconciling is, therefore, create conditions for improved competitiveness. But above all, eliminate discrimination conditions that impoverish the economy, reduce the quality of civic life and waste the talent of those unable to undertake their work and professional development as they wished, and to facilitate conditions for employees to have the services Family Assistance needed because therein lies the fundamental problem to be solved for the real work-family balance.

Hence the importance of undertaking the aforementioned Equality Plans. And is that as the Equal Opportunities between women and men are going to apply more effective and widespread will attend a process of incorporating the above reconciliation programs, which were seen as exceptional and complementary Plans required to equality. With the additional consequence that such integration can not be done mechanically, or could be addressed in a simple and irrelevant. As the new equality plans to be integrated in strategic formulations if desired, as is required on the other hand, are not mere exercises in image or in a formal supplement inconsequential. And yes that contribute to improving the quality of employment, social quality and strengthening corporate coherence and motivation of those who star in the project of each company.

This will be obliged to have that done within the framework of collective bargaining and with a clear impact on internal communication and the necessary corporate coherence. Be analyzed because of all the circumstances that make the company and must accommodate these expectations with the demands of increased efficiency and productivity in the use of resources. Demands posed by having to worry about the motivation and commitment and the development of appropriate supports to ensure that equality and reconciliation do not end up being a mere rhetoric. They stay in that is not used for anything other than to generate discomfort, lack of motivation and conflict.

The formulation of Equality Plans will, ultimately, see how far companies can go in their search for the necessary conciliation and the perceptions that the recipients will have when they are offered the opportunity to benefit from them. Companies may in some cases are able to take themselves both the formulation and applications. But whether they do it by themselves as if they go to partnerships with outside professional services, shall take care that what is suppose Plans tangible benefits at the same time contributing to the reconciliation and productivity. The first provide the motivation. The second will enhance competitiveness and stimulate the plans are seen not as a waste or expense, but rather as a tool for improvement and quality of jobs. And above all, to retain talent and ultimately become more competitive.

This approach will also allow that with the improvement of internal communication tools can be devised to certify good practices and corporate commitment to modernity and social quality. What happens, for the enforcement and development of social responsibilities to provide the quality of city life. And while the modernization of productive since it will be possible to meet the new attention to equality and reconciliation. This commitment will also show how much each company is willing to contribute to good practices of nondiscrimination inescapable. And this will result in generating a label of trust, which would be added to the more usual references to the overall quality. It is only now understood as such must also include active enforcement of the requirements of equality.

The Equality Act is therefore new business challenges, but also advantages for its functionality, aimed as they were called to quality and organizational modernization. And to give new employment rights requires that these expectations are taken into account when scheduling forecast labor needs and rhythms. Which implies that the equality plans are made aware of these social and labor regulatory frameworks. They have become, well, the set of measures to be taken, following a concerted analysis of the situation from that part, knowledge of business strategy and incardination in it of the measures proposed. And seeking to eradicate, as stated, any gender discrimination. In its content, therefore, have to contain references to access to employment, job classification, professional careers, the salaries, the organization of working time and work and personal life.

Hence, from the moment of diagnosis, the appeal to the guidelines of the collective bargaining seems very effective. As provided, to agree on what the starting point, set goals, agree on how to achieve them, agree on what specific measures are adequate and what the monitoring and evaluation processes to be implemented. This will be in the process of gaining access to, in turn, to the surveys of functional quality. And that serve both to retain and attract talent, as if to confirm the quality of each organizational entrepreneurship.

This requires a clear commitment to corporate governance and also the ability to listen to the existing business climate and contribute to an accurate diagnosis on the starting conditions. As will be indispensable to provide additional financial resources that will have to arbitrate and the subsequent formation processes to be addressed. So that this can be set specific indicators (eg% of men / women at each level, rate of professional careers,% casualties and over, etc.) As well as covering both goals as a variation of these indicators to how to organize production patterns if the Equality Plan becomes applicable.

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