Violence in the workplace

  • Italiano

The rage of everyday violence against women we have been witnessing these days brings out strongly, once again, the need to act urgently and adequately, with the full involvement of men, on the cultural superstructures, unfortunately difficult to shake, which affect women’s lives and relationships so tragically. Even the difficult reconciliation of work and family care needs, although with less media hype, evokes directly those aspects that continue to “kill people” in the workplace, especially among women workers.

In 2015, as it had already happened the year before, in fact, the number of voluntary resignation and consensual resolutions of contracts. It was revealed by the Ministry of Labor, in the “Annual Report on the validation of the resignations and consensual resolutions of working mothers and fathers – Year 2015”, published during the week and prepared, like every year, on the basis of the monitoring carried out by the office of the national Council for Equality and by the Directorate General for the Inspection Activities of the Ministry of Labor.

In 2015, the total number of resignations and resolutions reached 31,249 positions, an increase of about 19% compared to the previous year (26,333), a year which had already marked a growth of + 11.27% compared to 2013. The number concerns mostly working mothers (82%) with 25,620 resignations against 22,480 in 2014 (+ 14%), while the number of employed fathers who have resigned or have consensually resolved their work contracts is much lower, although there has been an increase of  + 46%, reaching 5,629 in comparison with 3,853 in 2014.

Also the figures concerning resignation reasons are noteworthy. In addition to the most frequent one, that is, transfer to another company, also those arising from the difficulty to reconcile children and work were confirmed as significant especially, in the age groups 26-35 and 36-45, which proves also that young people enter the world of work always later. In this case too, there has been an increase compared to 2014, which concerns mostly women workers, 9,395 positions compared to 177 validations relating to men workers. The most common entries on the problem of taking care of the children include “lack of relatives who might offer support”, in 4,791 cases, 4,700 of which concern working mothers and 91 working fathers; “Not accepted to the nursery school”, in 3,548 cases, 3,482 of which concern women workers and 66 men workers; at last, “high incidence of infant care costs”, in 1,233 cases, 1,213 of which concern women workers and 20 – men workers.

A symbolic scenario that provides further proofs, with numbers at hand, of how lack of support services for children have a significant negative impact on the possibility of keeping one’s and desired motherhood. Also the latter is put off more and more, not to mention the shrinking number of couples that decide to have children, now well below the threshold needed to ensure the right generational change and to be able to look towards the future with confidence. We have not mentioned the phenomenon of “blank resignations”, certainly existent in “incognito” among the reasons of quitting the job, which, after Fornero law of 2012, the Jobs Act has introduced a new electronic procedure that should stop this sinister form of discrimination against women at root.

In quality of Women Members of the CISL National Coordination, we cannot but call onto the Government again, to have more courage in terms of political strategies to boost female employment, maternity and sharing family care, which are still more women’s responsibility than men’s. Investing in in more appropriate services, as we have seen offers protection to mothers’ jobs, concretely supports the couples’ desire for parenthood and safeguards against the risk of poverty, to which families with children are exposed. Similarly, a greater openness of the enterprises towards forms of work organization that are more flexible contributes to the preservation of their jobs, to enhance both men’s and women’s fidelity at work and improve business performance.

Avviso: le pubblicità che appaiono in pagina sono gestite automaticamente da Google. Pur avendo messo tutti i filtri necessari, potrebbe capitare di trovare qualche banner che desta perplessità. Nel caso, anche se non dipende dalla nostra volontà, ce ne scusiamo con i lettori.