9 Maggio 2017 Sala Bracco, Assolombarda · cultura aziendale e di politiche delle risorse umane...

Integrare la

multiculturalità in

azienda

9 Maggio 2017

Sala Bracco, Assolombarda

Fondazione Sodalitas, 2014 www.sodalitas.it

Integrare la multiculturalità in azienda

Saluti di apertura

Carlo Antonio Pescetti, Consigliere delegato

Fondazione Sodalitas

Fondazione Sodalitas, 2017




PROGRAMMA

La Piattaforma Europea delle Diversity Charters

Sylvie Savignac, Charte de la Diversité

Il valore della diversità. Come ripensare il modello di

integrazione degli immigrati

Laura Zanfrini, Università Cattolica e Fondazione ISMU

L’integrazione dei cittadini stranieri in azienda e gli strumenti

offerti dal progetto Work4Integration

Luca Burinato e Elena Zucchetti di Soleterre

Esempi innovativi e pratiche aziendali

Il caso francese: gestire la diversità religiosa

Casi aziendali: Costa Crociere, Arka Services, Pirelli





La Carta Pari Opportunità e l’Uguaglianza sul Lavoro è una dichiarazione di intenti,

sottoscritta volontariamente da imprese di tutte le dimensioni, per la diffusione di una

cultura aziendale e di politiche delle risorse umane inclusive, libere da discriminazioni e

pregiudizi, capaci di valorizzare i talenti in tutta la loro diversità.

Si comprendono tutte le forme di discriminazione sul luogo di lavoro - genere, età,

disabilità, etnia, fede religiosa, orientamento sessuale.

Lanciata in Italia nel 2009, sulla scia delle iniziative francese e tedesca, Fondazione

Sodalitas coordina la segreteria organizzativa della Carta.

Aderiscono circa 700 organizzazioni (imprese, cooperative, pubbliche amministrazioni).

Fornisce con il suo decalogo un insieme organico di azioni concrete per guidare nella sua

applicazione le organizzazioni firmatarie.


http://www.sodalitas.it/fare/lavoro-e-inclusione/carta-per-le-pari-opportunita-e-luguaglianza-sul-lavoro



La Piattaforma Europea delle Diversity

Charters

Sylvie Savignac, Segretario Generale

Charte de la Diversité


The diversity charters

A. The French Diversity Charter

B. The European Platform

http://charte-diversite.comhttp://ec.europa.eu/justice/discrimination/diversity/charters/index_en.htm

The French Diversity Charter

Created in 2004 by Claude Bébéar, the French DiversityCharter is a text that companies sign, committing to:

– Train leaders and coworkers

– Respect and promote the non-discrimination principle

– Try and reflet the French society in all its diversity

– Communicate on the topic to all their collaborators

– Make « diversity » become a topic with Trade Unions

– Include diversity in annual reports


Show yourcommitment

Improve the company’s image

Optimize humanresources

Increase the companies’ economic

performance

Be in conformitywith the law


• As of 2017, over 3,600 companies have signed the Charter!

• Around 80% of them are SMEs

• Every other year, the French Diversity Charter :

– creates the « Bilan Diversité », a national survey sent out to signatory companies to evaluate the diversity within their company

– Organize the “Tour de France” de la diversité

The European Commission has contracted with CSR Europe & IMS/les Entreprises pour la Cité to promote

Diversity Management at the workplace across the 28-EU member states

(age, disability, gender, race or ethnicorigin, religion or sexual orientation)

Timeline: June 2014- June 2017

The EU Platform

The European ProjectProject Objectives

Strengthen the existing EU

Platform

Promote the Business Case of

Diversity

Strengthen the Diversity Movement

in all 28 EU Member States

Project activities


platform2 physical meetings between diversity charters per year (exchange of practices, legal information from the EC)

Project activities



Communication tools

Project activities



Communication tools

Grants for small-scale projects: study visit in Paris with Czech Republic and Poland (March 2017); meeting in Milan (May 2017)

Project activities



Communication tools

Grants for small-scale projects: study visit in Paris with Czech Republic and Poland (March 2017); meeting in Milan (May 2017)

Development of tools and guides

Tools and guides

Project activities

Promote the Business case of

DiversityOrganization of a high level event each year

2014: Paris (France).

10th birthday of the french charter

(the role of different stakeholders in promoting diversity)

2015: Luxembourg (Luxembourg).

(the role of public sector)

2016: Dublin (Ireland).

"Selling Diversity in a World of Diversion"

Results: Today: 17 charters, almost

10,000 signatories 7 charters in progress, 4 very

advanced: Romania, Croatia, Slovenia and Lithuania

Resources produced A list of stakeholders able to

launch a Charter A practical guide on how to

launch and implement a Diversity Charter

A dedicated training and regular follow-up

Enlargement of the platform

Managing religion diversity

Background information


• Total population: 65.2 million

• 4 million people are foreigners

• According to the same census, immigrants represent around 5.7 million people

• This category includes: people born abroadwho acquired the French citizenship + foreigners who do not have the citizenship

Source: 2012 census,

INSEE


• Unemployment rate: around 10% (INSEE)

• Employment rate: around 62% (OECD)

• People aged 15-24 suffer from unemploymentthe most

• 14% of jobs are part-time jobs

Sources: INSEE, OECD


Situation about discrimination

• Work is the most quoted place of discrimination

• Unemployed people feel the most discriminated

• Most quoted criteria: age and gender

• Origin and religion are also important factors

• An intersectional approach

Source : baromètre 2017 Défenseur

des droits (equality body)

Facts and figures

64% of companies have faceddemands from employeesrelated to religious beliefs

IMS-2017

38% of SMEs that have signed the diversity Charter attached importance to the criterion of

religion in their diversity approach

Bilan diversité 2015

Only 5% of companies have quoted “religious diversity” as their

focus.

IMS-2017

92% of companies under 300 employees have dealt easily to

very easily with situations related to religious beliefs

IMS-2017

40% of requests from employees are on days off and

35% on food, 18% on the wearing of religious signs

45% of companies expressed a need for information and

clarification on the exact meaning of law

IMS 2017

What do the french and european law and the courts say ?

• “Laïcité” and neutrality are not to be applied to private company

(baby loup case)

• Freedom of conscience and freedom of religion are fundamental

rights (art 9 of the convention on human rights) and thus the

company is not allowed to decide that a demand of an employee

is valid or not from a religious point of view

• The freedom to practice and display religion can be restricted at

work under certain conditions (hygiene, safety and interference

with the proper functioning of the company) CA Versailles

23/11/2006 on a technician who refused to remove her veil.

• Recent decision of Court of Justice of the EU (March 2017) : a

company can forbid someone to wear a religious sign if it is

explicitly specified in the company’s general rules that

employees must not display their political, religious,

philosophical beliefs.

Which recommendations to ourmembers/signatories ?

• Integrate the subject in a broader diversity policy

• Ensure a uniformity of practices, emphasize the company's

position on the management of religious diversity

• Remain pragmatic and do not enter personal, moral,

emotional or theological considerations

• Do not accept deviant behavior on behalf of respect for

religious beliefs

• Focus on the respect of everyone and "living together" under

the rules of the company

• Open dialogue with employees on these issues so to find

acceptable solutions for both parties

• Do not "lock up" collaborators in stereotypes and rigid

principles



Il valore della diversità. Come ripensare il

modello di integrazione degli immigrati

Laura Zanfrini, Docente

Università Cattolica del Sacro Cuore e

Fondazione ISMU




L’integrazione dei cittadini stranieri in azienda e gli strumenti

offerti dal progetto Work4Integration

Luca Burinato e Elena Zucchetti, Soleterre





PROGRAMMA

Esempi innovativi e pratiche aziendali

Il caso francese: gestire la diversità religiosa

Sylvie Savignac, Charte de la Diversité

Casi aziendali:

Stephane Codeluppi, Diversity Manager

Costa Crociere

Marco Ballauri, Chief Human Resources Officer

Arka Services

Francesca Martucci, CSR Specialist

Pirelli


Managing religion diversity

Company cases : answers and guides

Cases commonly encountered: days off

Cases

• Requests for days off

• Several requests for days off in the same team

• Requests for days of leave in a public company

Answers

• To be treated as any other application regardless of the ground

• Criterias based on equity...

Cases commonly encountered: food and religious signs

Cases• Applications of halal

meals or cacher• Providing his own meal at

the company restaurant• Religious symbols in a

public company • Wearing of religious signs

in the food sector • No religious signs during

the recruitment interview and wearing them when at work

Answers• Offer variety and vegetarian

menus, • Hygiene rules• avoid a separation by

'communities' • contrary to the principle of

neutrality (case CPAM) • possible refusal for hygiene or

security • work clothes prevails • distinguish public and private, • dialogue with the person

Cases commonly encountered: prayers

Cases

• Practice of prayer in the workplace

• Difficult working Conditions and ramadan

• Multiplication of employees attending a place used secretly for pray

Answers• No obligation for the

employer to grant the time or place,

• remind the imperatives of preservation of health and safety

• to avoid, encourage employees to use a place outdoors before and after work

Cases commonly encountered: punishable behaviours

Cases

• Feeling of discrimination on the part of atheists and Christians for days of absence (public sector)

• refusal to shake the hand of women creating a feeling of discrimination

• provocative behavior during the minute of silence following the attacks

Answers

• Explain that absence is not automatically accepted but conditioned by the imperatives of service

• argued the respect for equality between women and men, dialogue

• punishment or dismissal

Next steps

The jurisprudence is rich and always evolving.Thus, our companies expect from us to be at thecutting edge of the law evolution and be able toadvise them when they have specific questions orcases.

Our role is to temper the often passionate debateson this topic and offer solutions to practical casesmanagers face.




Rispetto al 2013 più aziende dichiarano di indirizzare le propriepolitiche verso vari

temi di diversity:

1° gender

2° age

3° disabilità

Politiche di diversityrivolte a gruppi a rischio

discriminazione:

- minoranze etniche(24% vs 10% nel 2013)

- minoranze religiose(17% vs 2% nel 2013)

40% delle aziende ha ricevuto richieste da parte dei dipendenti

collegate ad un’abitudine

culturale/religiosa

14% prassi aziendaliconsolidate

25% policy aziendalidefinite

61% soluzioni ad hoc

80% richieste relative all’orario di lavoro

49% abitudinialimentari

40% permessi o congedi per festività

20% simboli religiosi

20% luoghi di preghiera

30% condivisione buonepratiche

16% guida pratica allagestione della diversity

16% Formazione e sensibilizzazione dei

dipendenti

Survey (2017): Gestire la diversità in azienda

FONDAZIONE SODALITAS

0286460236

[email protected]

www.sodalitas.it

9 Maggio 2017 Sala Bracco, Assolombarda · cultura aziendale e di politiche delle risorse umane...

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