Section outline
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2023-2025 • Corporate Responsibility toward Empoyee's Family through Industrial Relations co-funded by the European Commission
The proposal comes in a context in which the Covid-19 pandemic has produced serious consequences in the socio-economic life of especially the most vulnerable, such as families: the “the main victims of the crisis”, but also the "cornerstone" of European society (EP - draft report on the EU Semester to the Council and the EC, 2022). Taking Directive 2014/95/EU as the main legal reference, the action, relying on a holistic approach, aims at enabling a new model of Industrial Relations in the financial sector where companies and TUs pay attention not only on workers’ needs but also on those of their families, thus benefitting both from quality Corporate Family Responsibility (CFR) policies. Starting from the hypothesis that TUs and companies can both increase employee well-being and corporate productivity by implementing CFR policies. The main strengths of the project are several: the multidisciplinary scientific approach towards the construction of an original CFR policies indicator for the financial sector -relying on solid statistical foundations-; the analysis of families' and companies' needs -by deploying qualitative investigation tools-; the empirical verification of the impact of CFR policies on companies; the delivery of a EU legislative framework of reference; the TU approach, strategic for the collection of good practices; the transnationality and multiculturalism from the TU perspective: 12 TU organisations from 15 EU countries are involved (IT, FR, GR, CZ, ES, HU, RO, MT, DK, SE, FI, BE), 1 candidate, TR, 2 EEA countries: NO and IS and the UNI Europa Federation; the presence of a major bank, Crédit Agricole, which will provide the companies' point of view; the co-operative and interactive approach between the partners; the attention to gender equality & diversity; a strong dissemination approach (i.e. delivery of a workshop, a training course, a final conference, a book, a TU "dissemination tool" and a dedicated webpage).
Coordinatore: FIRST CISL (IT)
Partners: Fondazione ADAPT (IT) Universidad de Murcia (ES), Trinity Business School (IE), University of Lodz (PL)
Entità affiliate: Fondazione Fiba (IT), ADAPT (IT).
Organizzazioni associate: EWC C. Agricole (IT), FEC FO (FR) MUBE (MT), BASISEN (TR), OTOE (EL), NFU (SE), UNI EUROPA (EU), FeSMC-UGT (ES), BBDSZ (HU), Sindicatul UPA (RO), OSPPP (CZ), CISL (IT). -
2018-2020 • Closing the gender pay gap in public services in the context of austerity co-funded by the European Commission
his project focusses upon convergence and divergence with regard to the gender pay gap in EU public services in the context of austerity coordinated by EPSU and three other research partners ADAPT, CELSI and WERU. While the wider factors that reproduce the gender pay gap are well known, horizontal and vertical labour market segregation, the concentration of women in part-time work, maternity, gendered and opaque pay systems and discrimination, this project will deepen analysis by identifying how and why austerity has or has not disproportionately affected women’s pay within and between EU countries. It will share and promote expertise by identifying cases, geographically spread across the whole of the EU, where unions have addressed the pay gap. It will capture the interface between collective bargaining and the use of equality legislation, the efficacy of each and how unions can make progress at organisational level in a way that is seen by the actors to translate into outcomes. The project will engage with actors on the basis that research, and practice will be transferred to social partners throughout and at a capacity building workshop organised by EPSU.
CoordinatoreWERU – the Work, Employment and Research Unit located in the Business School at the University of Greenwich (UK)
PartnersEPSU (UE), ADAPT (IT), CELSI (SK) -
2011-2012 • LIBRA – Let’s Improve Bargaining, Relations and Agreements on work and life times balance • website | pdf co-funded by the European Commission
The overall aim of the project is the experimentation of a new and best models addressed to workers’ representatives on work-life balance, diversity management, equal opportunities and flexibility issues in order to strengthen workers’ representatives abilities in collective bargaining activity and to improve the development of better industrial relations and social dialogue on such relevant issues, starting from a comparative analysis of the legal framework and the analysis of best practices in Italy, Belgium, Hungary, and Romania, about flexible working time schedules
Coordinator: ADAPT
Partners: IAL - Innovazione, Apprendimento, Lavoro (IT), CISL – Confederazione Italiana Sindacati Lavoratori (IT), ABVV-FGTB – Algemeen Belgisch Vakverbond-Fédération générale du travail de Belgique (BE), INCSMSP – National Institute for Science Research in The Field of Labour and Social Protection (RO), MOSz- National Confederation of Workers’ Council- MOSZ (HU)
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