Some of the hottest topics in the public debate are issues connected to the question of equal opportunities and to the contrast of the different forms of discrimination, starting from the workplaces. One of them concerns the role and functioning of the Joint Warranty Committees in the public sector, introduced by the Law 183/2010, “Connected Work”, to replace the Committees for Equal Opportunities and the joint Committees against the phenomenon of mobbing. Their constitution – according to the Directive of March 4, 2011, which dictates the guidelines of their mode of operation – is mandatory. The expiration date for their fulfillment, in first instance, was March 22, 2011. Taking into account that the components remain in office for four years, this year they are all in phase of renewal.
It is exactly in view of this appointment that moments of reflection and discussion have started and are now in progress on the status of implementation and functioning and on what changes to the guidelines should be made to make their action more effective and timely, also in relation to the possible critical elements reported by individual administrations. As women belonging to the CISL Syndicate, we renew our wholehearted support to the promotion and improvement of the Joint Warranty Committees, while being aware that a more active participation of the syndicate, not only from an advisory and consultative point of view but also from a standpoint that is closely linked to the verification and monitoring of positive actions put in place for the prevention of discomfort at work can make an important contribution to the implementation of the principle of equality and equal opportunities in the workplace.
A more active participation of the Union Trades means, first of all, a strengthening of their role inside the administration, since it facilitates relations between the parties and allows to establish a constructive dialog which turns out to be useful also in second-level national collective negotiation, where collaboration and availability are essential.
This is true also in reference to the drafting of codes of conduct and good practice, entrusted by the decree 05/2010 exactly to the collective negotiation in order to prevent and contrast the phenomena of discrimination and violence, to plan training paying more attention to sex differences, to facilitate health and safety issues with specific reference to work-related stress, to facilitate professional updating and career paths, especially after childbirth or periods of medical care, to monitor and eliminate salary differences between men and women. Secondly, it is a great opportunity to contribute to a correct process of reformation of the public administration, more and more often called to give answers on issues related to welfare organization and efficiency.