Nidil CGIL and Equality Councilor of Rimini, Ravenna and Reggio Emilia: “What kind of administration”
The research is promoted by Nidil Cgil of Rimini, Ravenna and Reggio Emilia and by the Equality Councilors of Rimini, Ravenna and Reggio Emilia, it is curated by the University of Urbino together with Ires Emilia-Romagna, entitled “What kind of administration” and aims to investigate the working conditions and the forms of conditions present in temporary employment from a gender perspective. The research, of which we present the first data today and which will end in the first months of 2022, is divided into three directions: data analysis, the administration of a questionnaire and interviews with privileged testimonies to grasp the dynamics more in depth discriminatory.
The data highlights two aspects in particular:
the first is the reflection that involves all of us, institutions and associations, which shows from the data that the administration of work does not, or rather, does not work as an instrument of active labor policy or, unlike common thought, it is not revealed which a gateway to stable work, but rather it is a tool for companies and for companies to face a production that is increasingly in just time, in an international economic market that requires extreme flexibility
thus leaving the administration of work, even more, an instrument of precariousness rather than a tool for promoting quality employment and in particular for women who become indirect workers by force, more than men and as emerges from the results of the questionnaire, women in particular, they resort to employment agencies out of necessity with respect to a world of work that leaves very few spaces and a traditional entrance
the second point is a reflection that starts from the data of the questionnaire, where despite all the precautions and rules that the legislator has introduced to regulate this particular employment relationship, differences in treatment emerge not only on remuneration, among other things not allowed
from the norm, but above all disparities that translate into discrimination on the subjective conditions of male and female workers, such as more intense work rates than direct workers, fewer rights or contracts not renewed in the presence of maternity, disabled family members, but also not have a permit from work to be able to take part in a public competition and then more than one spoke of real blackmail
Therefore, the salary conquest that moves between the formal enunciation and the effectiveness of the law remains, and here the challenge, the one that for us is an obligation or to guarantee the effective exercise of the right.
In recent years the administration contract has been continuously increasing, then contracting during the pandemic and lookdown period; but in this particular sector of employment, what was the impact on the condition of women in the provinces in question and how does the recovery in employment look like?
With specific reference to the part-time and full-time contracts stipulated in the province of Rimini, it emerges that in 2020 temporary work fell by 13.7% for women only; work falls in the province more rapidly for the female component.
Focusing on part-time work, which is often very widespread and involuntary, it is recorded that on average in Emilia Romagna temporary workers were 34.4% in the pre-pandemic, with highest peaks in Rimini (49.5%).
Part-time work reaches 58.7% of women and in Rimini, compared with 43.2% of men; a first reflection on this datum would seem to justify the difficulty that women have in reconciling work with family care activities, however in many cases an obligatory choice could be hidden.
Furthermore, in the pre-pandemic phase, the analysis of the remuneration structure between employees, overall and in temporary employment, reveals the persistence of the gender gap also in the administration sector and a pay gap on the paid day between employee and temporary agency work. .
In Rimini, the average annual gross salary of those working in temporary contracts is 61.4% less than the average work employee and this depends above all on the number of days paid less than average, which is typical in the nature of the contract work, but also on a gross daily wage lower than – 13.8% which opens a reflection on the principle of equal pay.
In Rimini, temporary workers work -20% fewer days than male workers, have a gross annual wage of -27.8% less and a daily wage of -9.1% less than male workers.
Then looking at the data relating to fixed and open-ended contracts, on the overall total of female workers placed in administration, it emerges that men were offered permanent employment compared to 13% of women.
Another disconcerting fact that emerges from the questionnaires received is that 48% of women were asked by the administration agency about their family condition (children, marriage, elderly people with disabilities …) and 83% about their availability for work ( extraordinary, flexibility …) in line with the male component.
It would not surprise us to note that the questionnaires show once again that 42% were asked questions about career prospects, while only 23% of women, as if to emphasize the career was only the prerogative of men.
Then dwelling on the issue of security, in particular on violence, harassment, discrimination and blackmail, the sample records 29% victims women and 32% victims men.
The estimate of the summarized figures indicate the persistence of a gender gap that requires interventions aimed at eliminating discrimination and resistance to stereotypes
On 25 October, the Senate definitively approved the bill that makes changes to the code of equal opportunities (Legislative Decree 198/2006), the reform includes important innovations ranging from the widening of the hypotheses of gender discrimination, greater transparency for companies to guarantee work and the report on wages as well as a bonus system to prevent wage gaps and promote a culture of equal opportunities.
When we turn the spotlight on the condition of women, we face a centuries-old history that, from their “natural” exclusion from rights, leads us along a path that, passing from extension, leads us to a commitment against discrimination.
However, this is only the beginning of a road that will be long and slow to travel, but the Europe 2030 Agenda is already written, it is up to the member countries to translate its objectives into practice.
Press release
The Rimini Equality Councilor Adriana Ventura
the Secretary General of the NIdiL CGIL Rimini Alessandra Gori