{"id":6302,"date":"2020-08-17T14:31:32","date_gmt":"2020-08-17T14:31:32","guid":{"rendered":"http:\/\/blog.adfaber.org\/?p=252"},"modified":"2020-08-17T14:31:32","modified_gmt":"2020-08-17T14:31:32","slug":"cum-implicam-angajatii-in-lupta-pentru-egalitatea-de-gen","status":"publish","type":"post","link":"https:\/\/adfaber.org\/en\/cum-implicam-angajatii-in-lupta-pentru-egalitatea-de-gen\/","title":{"rendered":"Cum implic\u0103m angaja\u021bii \u00een lupta pentru egalitatea de gen"},"content":{"rendered":"

\u00cen ciuda eforturilor pe care companiile le depun pentru a elimina diferen\u021bele de gen, \u00eenc\u0103 exist\u0103 destul de multe probleme pe pia\u021ba for\u021bei de munc\u0103 \u00een ceea ce prive\u0219te femeile. Cu toate c\u0103 exist\u0103 legi care reglementeaz\u0103 acest aspect, multe dintre angajate sunt pl\u0103tite mai pu\u021bin dec\u00e2t colegii lor de sex masculin \u0219i nu li se ofer\u0103 \u0219anse egale la func\u021bii de conducere. De\u0219i poate la nivel de conducere, eforturile sunt sus\u021binute pentru a elimina egalitatea de gen, problemele \u00eenc\u0103 persist\u0103 la nivelurile inferioare. Un slab management al angaja\u021bilor, neinformarea lor cu privire la ce \u00eenseamn\u0103 egalitatea de gen, precum \u0219i lipsa unor campanii de CSR care s\u0103 promoveze drepturile femeilor, pot avea, pe termen lung, efect negativ asupra imaginii companiei. <\/p>\n\n\n\n

Nu mai devreme de anul trecut, a avut loc un incident, \u00een cadrul CERN, legat de egalitatea de gen, care a luat amploare \u0219i a rezultat \u00een concedierea celui care a pornit un adev\u0103rat scandal. A\u0219adar, pentru a duce o lupt\u0103 mai eficient\u0103 \u00een sus\u021binerea egalit\u0103\u021bii de gen, este necesar\u0103 \u0219i implicarea angaja\u021bilor. Iat\u0103 c\u00e2teva metode eficiente \u00een acest sens:<\/p>\n\n\n\n

Organizeaz\u0103 discu\u021bii <\/strong><\/p>\n\n\n\n

Angajatele \u0219tiu cel mai bine ce \u00eenseamn\u0103 s\u0103 fii discriminat la locul de munc\u0103. Mai ales cele care \u00eencearc\u0103 s\u0103 ob\u021bin\u0103 o func\u021bie de conducere. O bun\u0103 metod\u0103 de a-i face pe b\u0103rba\u021bi s\u0103 \u00een\u021beleag\u0103 care sunt problemele pe care le \u00eent\u00e2mpin\u0103 colegele lor este aceea de a organiza discu\u021bii libere. Astfel, angajatele \u00ee\u0219i pot expune punctul de vedere \u0219i \u00ee\u0219i pot face cunoscute problemele. \u00cen cadrul unor astfel de discu\u021bii este foarte important\u0103 componenta emo\u021bional\u0103. Faptul c\u0103 b\u0103rba\u021bii stau fa\u021b\u0103 \u00een fa\u021b\u0103 cu colegele lor \u0219i discut\u0103 despre acest subiect, poate crea o leg\u0103tur\u0103 puternic\u0103 \u00eentre tabere. \u00cen plus, \u00een cadrul unor dezbateri libere, femeile \u00ee\u0219i pot etala abilit\u0103\u021bile \u0219i le pot ar\u0103ta colegilor lor c\u0103 \u0219i ele sunt capabile s\u0103 performeze \u00een domenii care p\u00e2n\u0103 acum erau tabu.<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Creeaz\u0103 modele <\/strong><\/p>\n\n\n\n

Uneori este dificil pentru femei s\u0103 aib\u0103 \u00eencredere c\u0103 pot ocupa func\u021bii de conducere. Mai ales dac\u0103 nu au un model la care s\u0103 se raporteze. De\u0219i, \u00een ultimii ani, num\u0103rul femeilor cu func\u021bii de conducere \u00een companii a crescut, acesta r\u0103m\u00e2ne \u00een continuare mic \u0219i nu reflect\u0103 o egalitate de gen. Pentru a cre\u0219te \u00eencrederea femeilor s\u0103 aplice pentru func\u021bii de conducere \u00een cadrul companiei, po\u021bi organiza programe de mentorat. Le oferi, astfel, \u0219ansa celor care sunt deja parte din compania ta s\u0103 aspire la un job mai bun. Oamenii care sunt promova\u021bi \u00een func\u021bii de conducere, ajung deseori acolo gra\u021bie abilit\u0103\u021bilor lor extraordinare de a func\u021biona individual. Pentru c\u0103 o func\u021bie de conducere este important\u0103, ar fi bine, mai degrab\u0103, ca \u00een cadrul companiei, s\u0103 se organizeze cursuri de management. Astfel, li se ofer\u0103 angaja\u021bilor \u0219anse egale de a ob\u021bine o func\u021bie de manager.<\/p>\n\n\n\n

Stabile\u0219te o cultur\u0103 a egalit\u0103\u021bii<\/strong> <\/p>\n\n\n\n

De\u0219i este tentant s\u0103 rezolvi problemele de egalitate de gen numai concentr\u00e2ndu-te asupra femeilor, este total gre\u0219it. Implicarea tuturor angaja\u021bilor \u00een lupta pentru egalitate aduce mai multe beneficii pe termen lung. La nivel de companie se pot organiza campanii de CSR care s\u0103 vizeze implementarea unei culturi a egalit\u0103\u021bii. At\u00e2t angaja\u021bii de sex masculin, c\u00e2t \u0219i cei de sex feminin trebuie s\u0103 aib\u0103 un puternic sim\u021b de egalitate. \u00cen condi\u021biile \u00een care deja diferen\u021bele sunt mari, mai ales \u00een Rom\u00e2nia, cultura egalit\u0103\u021bii ar putea rezolva problema m\u0103car de jum\u0103tate. Angaja\u021bii trebuie s\u0103 recunoasc\u0103 anumite reguli \u0219i s\u0103 \u0219i le \u00eensu\u0219easc\u0103 \u00eentr-un mod care nu este for\u021bat, ci, mai degrab\u0103, cu ajutorul unor campanii care promoveaz\u0103 cultura egalit\u0103\u021bii. Se preconizeaz\u0103 c\u0103 mai este nevoie de 200 de ani p\u00e2n\u0103 c\u00e2nd aceast\u0103 diferen\u021b\u0103 de gen va disp\u0103rea din companii, dar viitorul este incert. De\u0219i exist\u0103 reguli stricte care vizeaz\u0103 companiile, angaja\u021bii sunt cei care pot s\u0103 fac\u0103 aceast\u0103 diferen\u021b\u0103 din ce \u00een ce mai mic\u0103.<\/p>","protected":false},"excerpt":{"rendered":"

\u00cen ciuda eforturilor pe care companiile le depun pentru a elimina diferen\u021bele de gen, \u00eenc\u0103 exist\u0103 destul de multe probleme pe pia\u021ba for\u021bei de munc\u0103 \u00een ceea ce prive\u0219te femeile. Cu toate c\u0103 exist\u0103 legi care reglementeaz\u0103 acest aspect, multe dintre angajate sunt pl\u0103tite mai pu\u021bin dec\u00e2t colegii lor de sex masculin \u0219i nu li […]<\/p>","protected":false},"author":1,"featured_media":5956,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_eb_attr":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[14],"tags":[],"class_list":["post-6302","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articole"],"_links":{"self":[{"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/posts\/6302","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/comments?post=6302"}],"version-history":[{"count":0,"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/posts\/6302\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/media\/5956"}],"wp:attachment":[{"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/media?parent=6302"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/categories?post=6302"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/adfaber.org\/en\/wp-json\/wp\/v2\/tags?post=6302"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}