Finding A Balance Project - FAB
NEWS
AND VIEWS ON
FAB News
WORK-
Issue 2 • 2006
NA TIO RNA LIFE BA TE D IN LANCE, LOCAL, NATIONAL AN
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Forthcoming Events Welcome to the second edition of FAB News
In this edition you will read about how the FAB project is progressing, what it has achieved in 2006 and who has been involved in making things happen. As the FAB project extends beyond many borders, you will read about developments concerning equality, Work-Life Balance and healthier employment conditions locally, regionally, nationally and at a European level. These initiatives are all aimed at creating better Work-Life balance and better choices for people accessing and using services across a range of public, private and non-governmental organisations. The FAB project is an interagency project which aims to implement innovative working practices within partner organisations and influence policy change at local, national and EU level. There are four local partners from the North West of the Republic of Ireland and five Transnational partners from throughout the EU. In this edition, each of the local partners: Donegal County Council, Donegal Community Workers Co-operative/Gender Focus Group of Donegal County Development Board, Donegal VEC and HSE West, provide a snapshot of project achievements in 2006. The implementation of Term-Time working in Donegal County Council is outlined, as is the Work Positive programme and the development of a Staff Information Service in HSE West. On the national and partnership level, The Irish Congress of Trade Unions (ICTU) provide an overview of their EQUAL funded LIFT project (Leadership Initiative - Females in Trade Unions), designed to promote gender equality within the trade union movement. On the Transnational front, two of the FAB project partners give an insight into other EQUAL project events which took place in Tallin, Estonia and Cáceras, Spain. Our Spanish partner, Jaenconcilia, outlines key developments within their project. Finally, the FAB project co-ordinator provides a whistle-stop tour of what the project in its totality has achieved in 2006. She focuses on the challenges ahead in ensuring that the good practice and learning is captured and transferred into tangible actions to ensure sustainable outcomes for the future. This is the second in a series of three newsletters. We welcome your feedback. Contact details are posted on the back of this newsletter. Getting the balance right - for us as people and as customers, patients, service users, carers, parents, volunteers, staff, employees and managers - is a central goal of the project. The challenge ahead is to ensure that this goal is sustained beyond the lifetime of the FAB project and becomes part of “the way we do things around here”. Your support in making this a reality is critical. Caoimhe Gleeson Chairperson FAB Steering Committee Work-Life Balance Day – March 1st. For more information log onto www.worklifebalance.ie N N N N Finding A Balance Project Transnational Conference – September 27th 2007
FAB Website
The Finding A Balance Project website is now live. For information on the project background, partners, publications, forthcoming events and useful contacts regarding Work-Life Balance log onto www.findingabalance.org
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What’s happening in the partner organisations Transnational news
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FAB: a snapshot of 2006
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National news: a profile of the LIFT Project Term-Time in Donegal County Council: a staff perspective Partnership working: the EQUAL model
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Finding A Balance Project: A snapshot of 2006
By Breege Doherty, FAB Project Co-ordinator At the end of 2005 the FAB project, which aims to implement innovative ways of working within the partner organisations and influence policy change at local, national and European level, had completed its project development phase and was at the early stages of project implementation. 2006 saw significant progression on a number of levels within the FAB project. A multi-reference group, representative of carers, those with a disability, lone parents, older people, black and ethnic minority group, was developed with a ‘watchdog’ brief to ensure that project actions are inclusive of the above mentioned target groups. This group meets on a quarterly basis. Submitting recommendations to the childcare pilot team regarding the implementation of FUNCAMP ’06 was a key piece of work for the multireference group.
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FAB: A snapshot of 2006
Members of the FAB Project Multi-Reference Group.
Pilot site selection
Across the four partner organisations, pilot sites were selected. The process, which varied slightly within each organisation was as follows: O Establishing criteria for selection of pilot sites O Selection of pilot sites O Meetings with key stakeholders. In general pilot site selection took longer than anticipated. Significant ‘pre’ development work was required in order to ensure that a credible, transparent process was established, which was inclusive and had ‘buy in’ from all the key players. See pages 3-7 for a comprehensive update on each partner organisation. analysis. In doing so, Loretta and Rositta worked closely with Nodlaig Carroll, Research and Development Officer, from the HSE‘s Organisational Psychology Unit. In consultation with the project partners, they designed and piloted a FAB questionnaire, the purpose of which was to research the current situation regarding Work-Life Balance (WLB), assess WLB needs within pilot sites and provide information for evaluation purposes. The questionnaire has been administered to 682 participants within the four partner organisations and is currently being analysed. Recently, as part of the evaluation process, FAB partners completed a benchmarking exercise, the purpose of which was to benchmark their particular stage of evolution within a four stage WLB framework. The four stages are Formative, Broadening, Deepening and Mature. All of the organisations identified themselves as being at stage 2, the Broadening stage, which is defined as looking at a broader range of WLB initiatives.
Research and Evaluation
An initial evaluation report at the end of 2005 by the Project Evaluator, Katherina Doherty, highlighted the need to develop tools and methodologies to track the progress and success of the FAB project. As a result, the FAB project team contracted the Research team from Donegal Community & Enterprise Unit, Loretta Mc Nicholas and Rositta Mc Fadden, to provide support and guidance in relation to questionnaire design, review and
Mainstreaming
Mainstreaming - the process of integrating project learning/ products into employment related practice and policy at local, regional, national and European level has now become a key focus of the project. In July, Tony Tyrrell, Manager of WRC, the National Support Structure for EQUAL, facilitated a workshop Representatives with the FAB project Steering Committee of the FAB which greatly assisted us in refining the Partnership with projects mainstreaming strategy. All partners Tony Tyrrell and have been proactive in disseminating Tony Ward, information on emerging project lessons within various fora. WRC at a site Progressing project implementation and visit in May mainstreaming and addressing the question 2006. of project sustainability are key priorities for the final year of the FAB project.
Donegal County Council - FAB Project Update
By Lynda McGavigan, Staff Welfare Officer As part of the Finding A Balance Project, Donegal County Council has undertaken to identify and establish a pilot site to introduce flexible working hours or “flexitime.” This initiative builds on the work of the Family Friendly Group in Donegal County Council, which produced an extensive and resourceful document on flexible working hours. Flexitime can offer a number of benefits to employees, such as improvement in morale, avoidance of rush hours, reduction in travelling time to and from work, personal matters can be dealt with without taking leave, domestic commitments can be met, all of which contribute to a reduction in stress. Some time ago a Working Group, put in place to examine the issues associated with the pilot Flexitime project, submitted a proposal for the operation of the project to the County Partnership Committee. These proposals were endorsed, subject to further discussions with both the relevant Area Partnership Committee and staff employed in the pilot site, Donegal Public Services Centre. Donegal Public Services Centre was selected as the pilot site for a number of reasons: there were adequate staffing numbers to make the project viable, a large number of staff travel considerable distances through rush hour traffic to work every day and finally, many employees have availed of “family friendly” leave, such as parental leave and term-time leave. This indicated that flexible working hours might be attractive to a number of staff in Donegal Public Services Centre. At a number of presentations in December 2005 and January 2006, the proposal document for the pilot scheme for flexible working hours was presented to staff in Donegal Public Services Centre, with many employees expressing their interest in participating in the project. Since January, the project has been discussed in more detail among members of the Donegal/Stranorlar Area Partnership Committee and at Senior
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What's happening in the partner organisations
Lynda McGavigan, Donegal County Council (left) with Rosaleen Harkin Donegal VEC.
Management Team meetings in Donegal County Council. These discussions have focussed on issues to be addressed prior to the introduction of flexible working hours, such as staffing concerns, adequate cover for staff on leave and managing the increased flexibility. Questions have also arisen in relation to managing flexitime for employees who are primarily based outside the office environment, either on site or at meetings, and in relation to proposed band hours and the amount of flexi-leave which employees can carry forward to the following month. At present, tenders are being sought for a computerised flexitime system compatible with the requirements of the organisation and the existing generic leave system. It is envisaged that the pilot site for flexible working hours will have this system installed and will be fully operational in January 2007. For more information about the project please contact Lynda McGavigan on 074-9172492 or 087-6809379.
FAB Project Facilitator takes up post in HSE WEST
In May 2006, Anne Hargadon took up the post of FAB Project Facilitator in HSE West. Anne’s role is to support the implementation of the FAB project action plan within HSE West. This involves facilitating the development of Work-Life Balance teams in the five selected pilot sites in HSE West, working with the teams in diagnosing key WLB issues and supporting them in developing action plans and implementing prioritised actions. FAB Project Staff Breege Doherty and Jenny Trimble welcome Anne Hargadon to the project team.
Community Sector in Donegal explores Work-Life Balance
By Francine Bláche Breen, Donegal Community Workers Co-operative/
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Gender Focus Group of Donegal County Development Board
What's happening in the partner organisations
As part of the Finding A Balance Project, five community organisations in Donegal are taking part in a training programme exploring Work-Life Balance issues for the sector and their organisations. The overall aim of the programme is to explore possible Work-Life Balance options, diagnose WLB issues within the individual organisations and create a concrete plan for implementation. The three-day training programme has been designed in collaboration with Donegal Community Workers Co-operative as the implementing body for the Gender Focus Group of the Donegal County Development Board and Lily Murphy of Blue Heron Leadership. The organisations participating are Donegal Travellers Project, St. Johnston and Carrrigans Family Resource Centre, Donegal Citizen’s Information Services, Donegal Youth Services and Lifestart. The objectives of the training programme are to: O Facilitate staff and management to review the current status of their organisations in relation to WLB options O Facilitate a review of staff needs in relation to WLB O Review best employment practice and explore the implications for each organisation O Facilitate a research process in current employment practice O Explore WLB options available to employers and employees O Consider the impact of implementing WLB options O Develop appropriate processes for decision making within individual organisations. Two training days have already been completed with very positive feedback. The final training day will take place at the end of 2006.
Kate Morgan and Mary English, Joint Co-ordinators of the Second Chance Education Project for Women.
Job Sharing: Making it work in the community sector
By Kate Morgan, Joint Co-ordinator, Second Chance Education Project for Women Mary English and Kate Morgan have been job-sharing for the last three years. They jointly co-ordinate a women’s community based education organisation – “Second Chance Education Project for Women” (SCEPW) in County Donegal. Both women had been working for the organisation for a number of years before taking up the job-share option. Co-ordinating a community organisation requires a wide range of skills, including communication and people skills, working with project participants, planning and sourcing funding. “Between us we bring a wider range of skills to the job, we learn from each other and bounce ideas around. It is a very enjoyable way of working” says Kate, who represents the Gender Focus Group of DCDB on the FAB Steering Committee. “The key to successful job sharing is communication” comments Mary. This is particularly relevant as Mary is based in SCEPW’s Letterkenny office and Kate in Donegal Town. “We both work a seventeen and a half hour week and ensure that some of that time overlaps so that we can meet regularly and we also communicate a lot by phone and email”. They have developed a way of working which allows them to make the most of their individual skills while at the same time being involved in all areas of the Project. “We tend to discuss and make joint decisions about all aspects of work and then each of us takes individual tasks according to our particular skills, the geographic location of the activity and our respective work loads. The arrangement has worked very successfully for their personal Work Life Balance. Mary has been able to spend more time with her five children and Kate has started a small business. For further information contact Kate at 074 9740494 Or email secondchance@eircom.net
L-R Francine Bláche Breen and Kate Morgan, Gender Focus Group of DCDB with Katherina Doherty, external project evaluator.
HSE West – FAB Project Update
By Anne Hargadon, FAB Project Facilitator, HSE West At the end of 2005 meetings were held with key stakeholders in HSE West to raise the project profile and explore possibilities regarding selection of pilot sites where Work-Life Balance needs would be diagnosed, an action plan completed and new working practices implemented. At a workshop in early 2006 interested sites were informed of selection criteria, devised by the HSE West FAB Steering Committee, and invited to submit an “expression of interest” form. Following meetings with potential pilot sites, five pilot sites were selected by the HSE West FAB Steering Committee in April 2006 as follows: O St. Joseph’s Community Hospital, Stranorlar, Co. Donegal O Donegal Community Physiotherapy Services O Catering Department, Sligo General Hospital O Sligo/Leitrim Mental Health Services O St. Patrick’s Community Hospital, Carrick-on -Shannon. Staff information sessions were held in all selected pilot sites to give an overview of the FAB Project, clarify the process involved and to establish staff commitment to the project. Work-Life Balance Teams were then established which are comprised of Service Managers, Line Managers, Union Representatives and Staff Representatives. The teams held their first meetings in July and August 2006. All teams have distributed and collected the WLB Needs Analysis Questionnaire within their pilot sites. A total of 475 questionnaires (75%) have been returned to the external researcher for analysis. I would like to acknowledge the work of Nodlaig Carroll who acted as Facilitator for the FAB Project until my appointment in May and who supported me in the initial work with the pilot sites.
Representatives of Work-Life Balance Teams from HSE West pilot sites at a networking event in October 2006.
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What's happening in the partner organisations
St. Patricks Community Hospital, Carrick-on-Shannon.
Donegal Community Physiotherapy Services.
Catering department – Sligo General Hospital.
WLB action plans
Following analysis, the results will be presented to the teams. All teams will then complete a pilot site action plan. A number of actions will be prioritised for implementation in 2007. Quarterly reviews will be held to evaluate the action plan.
Networking event
Representatives of all teams participated in the first of five quarterly networking events in October 2006. Each team gave a presentation on their service and the progress to date of the Work-Life Balance team. Libby Kineen, Organisational Development, HSE West gave an inspiring keynote address on the changing nature of work patterns, the recipe for effective change, and the key issues involved in implementing and managing flexible working in organisations. For further information contact: Anne.Hargadon@mailb.hse.ie - 087 249 2805
St Josephs Community Hospital Stranorlar.
Mental Health Services – Sligo/Leitrim.
FUNCAMP ’06
By Rosaleen Harkin, Donegal VEC FAB Project Administrator
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What's happening in the partner organisations
FUNCAMP ’06 participants with representatives of the FAB Partner Organisations.
FUNCAMP ’06, based in Letterkenny Vocational School, was initiated by the four FAB partners in 2005 to ease pressures on employees in relation to their childcare needs during the school summer holidays. It ran for the second year in a row during July 2006. It was available to school going children of the staff of the four partner organisations and was managed and implemented by County Donegal VEC. FUNCAMP ’06, similar to FUNCAMP ’05, ran for three weeks during the month of July. It had extended opening hours, from 8.30am to 5.30pm, in order to facilitate the working hours of parents/guardians. Camp fees were kept to a minimum and family rates were applicable in order to keep the camp affordable. Children participated in a varied range of activities such as art, sports, gymnastics, karaoke, as well as a range of day trips including Belfast Zoo, ice-skating and the cinema. With a total intake of 270 children over the 3 weeks, Funcamp ’06 operated at full capacity. Demand was so high that the camp was fully booked at the beginning of June and a reserve list/panel was operated.
workplace managers, will form the basis of an interim report. Learning points from this will then be incorporated in FUNCAMP ’07. As European funding will no longer be available for FUNCAMP after 2007, a key focus of the project team over the next year will be addressing the question of sustainability.
FUNCAMP participants pictured in front of Mount Errigal.
Positive feedback
Feedback received from parents cited personal, family and workplace benefits and overall Funcamp ’06 was considered a huge success. Some of the comments from parents were: “It is without doubt the best camp available i.e. price, hours, trips, supervision and is a credit to the people running it”. “Excellent Camp. Very well run – staff very conscientious and committed. Difficult to see how it could be improved. Well done to all”. Evaluation questionnaires were completed by parents/ guardians. Questionnaire results, combined with interviews with
Three young FUNCAMP participants enjoying outdoor activities.
Organisational Psychology Unit, HSE West Work Positive Update
By Máire Armstrong, Principal Psychologist Work Positive provides a framework for helping managers and staff to work together to identify and reduce the causes of workplace stress. Since 2002, over 2,000 staff in HSE West have been involved, with initiatives completed in ten acute hospital units, four community hospitals and two Learning Disability services - James Connolly Memorial Hospital and the Sean O’Hare Unit. These latter processes have resulted in a number of significant actions, e.g. introduction of new rosters, a system of ‘keyworkers’, identification of training needs, and new arrangements for staff meetings. Work Positive was also implemented in the Regional Children & Family Social Work Service and the Donegal Fostering teams. These were the first community based Work Positive projects to be undertaken and they brought new challenges associated with the regional spread of staff and the busy frontline nature of their work. Despite this, a number of significant actions emerged including the creation of a regional management group within the Children & Family service which has acted as an important vehicle for delivering on the agreed action plan. A number of shared issues emerged across the Social Work teams, e.g. the need to improve communications between different parts of the service, completion of ‘Supervision’ policy with roll out of appropriate training, inadequate accommodation and concerns about personal security. These are currently being addressed. In 2005, the Health & Safety Authority launched a revised Work Positive framework in conjunction with their colleagues in Northern Ireland and are currently piloting it. St John’s Hospital, Sligo, together with Craigavon TRUST in the North, are representing the health sector in this cross border initiative. It is hoped that the knowledge and experience gained can be shared across the sites to improve the overall Work Positive framework. The Work Positive process is facilitated in each service by a Research & Development Officer from the Organisational Psychology Unit. The Finding A Balance Project, which is also sited within the unit, is using similar collaborative and ‘Partnership’ work processes in the HSE pilot sites as the basis for helping Work-Life Balance teams to identify and implement new work practices. Further details are available from Maire.Armstrong@mailb.hse.ie
Staff Information Service, HSE West
By Rosaleen Bird, Staff Information Officer
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What's happening in the partner organisations
Rosaleen Bird, Staff Information Officer, HSE West.
As part of HSE West’s commitment to the continuing roll out of Employee Support Services, Rosaleen Bird was assigned to the role of Staff Information Officer. Rosaleen has considerable experience of Health and Social Services and in more recent times, was involved with both statutory and voluntary information providers, in the establishment and provision of the Regional Information Line - an information service for health service consumers in Donegal, Leitrim and Sligo. The Staff Information Service is a HR led development, sited within the Organisational Psychology Unit and works closely with the Occupational Health Services. Its aim is to provide accurate, quality and timely information and guidance to all staff and retired staff in relation to work related issues. The service is provided in a strictly confidential, sensitive and dignified manner at all times. To date, Rosaleen has dealt with a variety of information requests including those relating to Pay, Pensions, Transfers, Carers Information, Occupational Health, and Parental Leave. The service can be accessed by telephone, letter, email or by appointment. Enquiries to: Rosaleen Bird, Staff Information Officer, 406 Millbrook, Riverside, Sligo, Phone: 087 1226571, Email: rosaleen.bird@mailb.hse.ie
Staff members of the Organisational Psychology Unit, HSE West. Absent from the group are Breege Doherty and Nodlaig Carroll.
Transnational Partnership – ComCoRE
By Breege Doherty, FAB Project Co-ordinator The ComCoRe transnational partnership (Competition, Cooperation and Results) is comprised of six partners from: Germany, Italy, Spain, Basque Country, Poland and Ireland – FAB. The overall aim of this partnership is to engage in shared learning with regard to Work-Life Balance, LifeLong Learning and Re-entrance to the Workforce. Three thematic working groups on the theme of Work-Life Balance, Life-Long Learning and Re-entrance to FAB Delegates at the Transnational Meeting in Warsaw, March 2006. the Workforce are the main mechanism for progressing actions. The FAB project convenes the Work-Life Balance group. A number of FAB delegates are represented on the other working groups. Three transnational conferences will take place over the To date, there has been significant information sharing in all lifetime of the project. The first conference took place in L’Aquila, thematic groups in relation to policy, legislation and best practice. Italy in October 2006. FAB delegates presented papers at the Key learning points in this regard will be captured in a best conference workshops on the themes of Re-entrance to the practice handbook, which will be completed by November 2007. Workforce, Life-Long Learning and Work-Life Balance with FAB have agreed to co-ordinate the compilation of the handbook. reference to the Irish context. In 2006 a number of FAB delegates participated in The second conference will be hosted by the Basque partners transnational meetings in Warsaw (Poland), Jaenconcilia (Spain) in June 2007 and the final conference will be hosted by FAB in and L’Aquila (Italy). Donegal, in September 2007.
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Transnational news
Work-Life Balance Conference: Rural Perspectives, CÁCERES, Spain
By Siubhan Gillespie, Donegal VEC As a result of links developed between FAB and the Dublin based Equal project, ‘Leadership for Females in Trade Unions’ (LIFT), FAB hosted a visit from LIFT’s transnational Spanish partner in June 2006. The Spanish delegation are based in Estremadura, in rural Spain, which is an area with high unemployment and very low participation by women in the work force - many of whom are migrant workers engaged in unofficial posts of employment. Their aim in visiting FAB was to see at first hand, the implementation of WLB initiatives within a rural context. They were particularly interested in FUNCAMP and commented positively on the successful working partnership developed by the FAB partners. The outcome of this visit was an invitation for a FAB representative to present on the FAB project at their transnational conference on Work-Life Balance in CÁCERES, Spain, in July ’06. This was hosted by the WREDIE Partnership (Womens Representation Denmark Ireland Espania). The conference examined the formal WLB initiatives as stated in national policy with particular emphasis on implementation of rural initiatives. It also focused on trade union initiatives to promote the up-take of WLB in the workplace. Siubhan Gillespie, presented an overview of the FAB project at this conference with particular reference to: the background,
Delegates at the transnational Conference in Spain, July 2006.
profile of the North West region, key actions and outputs to date, FUNCAMP, experiences in implementing Flexitime and the challenges ahead. The presentation was very warmly received. The link developed with the Mayor of Trabanca, Senor Jose Luis Pascual is reflected in their intention to visit and see first hand the implementation of FAB initiatives in 2007.
EQUAL exchange event in Estonia: holding a job having a life
By Amanda Biega, Gender Focus Group of DCDB The overall focus of the conference was to develop ‘integrated approaches to welfare and employment-related issues’, e.g. O Integration of “alternative” services into mainstream care provision O Provision and coordination of integrated care services O Flexible choices of reconciling work and family life O Making employers aware of problematic issues and supporting them to offer more flexibility in overcoming these. The conference began with opening speeches from Estonian Minister for Social Affairs, Jaak Aab, and Walter Faber, Head of Unit, European Social Fund, followed by a key note speech from
Anu Laas, researcher at Tartu University’s Gender Studies Unit. An overview of the thirteen Estonian EQUAL Projects, which have a total budget of ¤5.42 million was given by video presentation. Three parallel workshops then took place, which focused on caring for children, people with disabilities and older people. Presentations from projects deemed as models of good practice were given followed by discussion on the themes of training, creating a system of flexible, high quality care services and the establishment of Work-Life Balance policies to enable labour market access. The plenary session then summarised, from each of the workshops, the key issues emerging. These can be summarised under the following headings: O Training for parents, carers, individuals and employers O Partnership working O Policy Development O Lobbying O Changes in Legislation O Gender Balance O Raising the Status of Caring. Generally, there were few surprises, but it was interesting to hear the experiences of different projects within their respective contexts, given the legal, social, economic and political status of each. A joined-up, seamless approach was deemed the most important criteria for the successful implementation of Work-Life Balance practices, as was a simultaneous challenge to the gender imbalances that are perpetuated throughout society, with particular regard to family life and employment. Finally, all projects highlighted the need for a good, strong lobby to accompany the practical steps being taken to promote flexible working.
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Transnational news
Amanda Biega, Gender Focus Group of DCDB, (far right) with conference delegates in Tallin.
Promoting Work-Life Balance in Jaénconcilia (Andalusia, Spain)
By Dr. Maria del Carmen Muñoz Rodríguez, Associate Professor of Public International and European Law, University of Jaénconcilia, In the city of Jaén, there are significant problems related to gender equality in the labour market. The rate of unemployment is almost 18% (which mainly affects women with low educational achievement) and there is a low level of awareness of Work-Life Balance and gender mainstreaming in society, especially in the business world In this context, the Jaenconcilia project aims to support measures to facilitate access to the labour market, modernize the work organization with regard to WLB, and encourage the awareness of WLB in Small and Medium Enterprises (SME’s) and public sector organizations. There has been a number of project achievements. A reentrance service has been created to encourage women to enter or re-enter the labour market. To date, 158 women with responsibilities in child or elder care have participated, 95 women completed the process and 21 women have already found a job. The University of Jaén has offered a successful postgraduate course on equal opportunity and WLB law, policy and practices to 20 technicians. Jaenconcilia has also been involved in designing a WLB plan for a new industrial area (for example, creating special services and infrastructures).
Dr. Maria Del Carmen Muñoz Rodríguez (back row, second from left) pictured with the Italian delegates at the Transnational meeting in Jaenconcillia, June 2006.
Finally, Jaenconcilia promotes the implementation of gender equality in public and private sector management, through exchanging knowledge/tools/best practice case studies and organising working groups with employers, public administrations and unions.
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Leadership Initiative – Females in Trade Unions (LIFT Project)
By Danyanne Quemper, LIFT Project Manager The LIFT Project is designed to support Congress’ initiatives which promote gender equality within the trade union movement and ensure that such initiatives are Danyanne Quemper (back row, second from left) with the LIFT Project Spanish integrated into the wider trade union partners and FAB project partners on a study visit hosted by FAB in June 2006. agenda. It was set up in 2005 and is funded under the European Equal Community Initiative Programme. Like many large-scale organisations, women are currently in the minority at senior decision-making levels within the trade union organisation – and the higher you go in the trade union decision-making hierarchy, the greater the deficit of Promotion of flexible and innovative working arrangements are women’s participation and input. essential to reconciling Work-Life Balance and promoting The LIFT Project is a result of a Development Partnership women’s fullest participation in the labour market – up to and between the Institute of Public Administration (IPA), the Irish including leadership roles. LIFT has collaborated with the FAB Congress of Trade Unions (ICTU) and the National Centre for Project at both national and transnational levels in terms of Partnership and Performance (NCPP). encouraging promotion, availability and take-up of such LIFT has conducted research which has focused on the initiatives. The FAB project has provided the basis for experiences of women in the trade union movement and the comparative analysis with similar EU-wide initiatives which motivation for and barriers against women joining, participating promote a wider and more meaningful role for women in the in and progressing through unions. labour market. The results of this research have been used to inform the The LIFT DP hosts quarterly networking seminars to develop development of a leadership training programme which will and support a women’s network across all levels of the trade incorporate a gender diversity dimension for the leadership role union movement and inform the development of the project. within trade unions and support a stronger democratic and repMembers/activists/officials can register on the LIFT website: resentational role for women within those structures. www.lift.ie and participate in on-line forum discussions.
National news
Work-Life Balance
Profiling the FAB Project at Legal Island Seminar
Disseminating information on project progress and lessons learned is a priority within the FAB project. Thus, an invitation to present at a Legal Island Seminar in Dublin, on Discrimination, Equality and Diversity in the Workplace, was regarded as an ideal opportunity to further this aim. The presentation, titled “Work-Life Balance - Tipping the Scales both ways” delivered by Máire Armstrong and Breege Doherty, explored definitions of Work-Life Balance and presented the business case for implementing a WLB strategy. A case study of the FAB project was also presented, followed by a summary of key messages and learning points to date. This was followed by a question and answer session.
(R-L) Anne Hargadon, Máire Armstrong and Breege Doherty pictured with Donna, a member of the organising team at the Legal Island Seminar in Dublin, September 2006.
Balancing Life and Work: Term-Time Leave in Donegal County Council
By Patsy McHugh, Partnership Facilitator
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Rita Conway is employed by Donegal County Council. She is also a mother, and, with her husband Jude, who is also in full time employment, strives to balance work with her life outside work. We caught up with Rita and asked her for her views on Term-Time Leave.
Term Time in Donegal County Council - A Staff Perspective
Patsy McHugh, Donegal County Council pictured with Francine Bláche Breen, Gender Focus Group of DCDB.
FAB: Rita, can you give us some details about both your work and your family situation? Rita: Well, I will put the family situation first – we have 3 daughters, Christine 17 (Leaving Cert. to look forward to!), CarolAnn 14 (Jun. Cert. to look forward to!) and Edel 12 (well, where do you start?). They all look forward to Summer holidays from school but after a week or two it’s… “and now what will we do?” So Thank God for Term-Time! I work in the Planning Office in Letterkenny (you know - the overworked and underpaid Section of the Council!). We slave over planning files night and day – but the social life makes up for it. FAB: Was 2006 the first year you availed of Term-Time Leave? Rita: Ah! Let me think, what year is this? The first year term time was introduced in the Council – I think it was 2003 - I took 8 weeks, then again in 2006. I plan to avail of it every second year from now on. FAB: What options have you considered, and what option did you go for? Rita: The options are 13 weeks, 10 weeks or 8 weeks. I availed of the 8 weeks option as I found that was sufficient (for financial reasons as much as any other). FAB: Did you opt to spread your salary over the 12 months or take the Term-Time off without pay? Rita: I opted to spread my pay over 12 months rather that go without pay for the Summer. Not much fun in spending time with the girls unless I have the money to spend as well!
FAB: How did the girls react to your news that you would be free for a period during the Summer to be with them? How did it benefit them? Rita: Overall, I think they enjoyed having me around a bit more, though there were probably times when they were wishing I would clear away off to work out of the way. But I’ll tell you one thing – I was the best and cheapest taxi service in Letterkenny! FAB: How did it go? Did you find the time long? Rita: Are you kidding? FAB: How did you feel about coming back in September? Rita: You are kidding! FAB: Have you experienced any problems with the Term-Time Leave? Rita: It is not permitted to take annual leave in the four weeks before term-time. This usually means the month of June, when the best deals are available for family holidays. Perhaps this can be addressed in future years. FAB: What advice would you give to anybody who is considering taking this kind of leave? Rita: If you want to avail of Term-Time, just do it – budget for it and apply for the time off - NOW. You never know what your circumstances will be this time next year. FAB: This is the time of year for your employer to advertise Term -Time. Do you intend to apply again? Rita: Summer 2008 (hopefully) will be my next Term-Time. FAB: Have you any general comments you like to make about Term-Time Leave or similar Work-Life Balance initiatives? Rita: I think we have come a long way, but don’t stop there! Thanks Rita!
FAB: Has it been of benefit to you and how? Rita: Yes, I totally switched off, which was great. I had to learn everything over again when I came back to work!
Partnership working - the EQUAL model
By Francine Bláche Breen, Donegal Community Workers Co-operative/Gender Focus Group of Donegal County Development Board As the implementing organisation for one of four partners of an EQUAL Community Initiative, the Donegal Community Workers Co-operative has had the opportunity over the past two years to experience the partnership framework that has been the foundation for the success of the programme. Partnership under EQUAL is unique in that it is structured, viewed as a necessary process and requires a written memorandum of agreement outlining the nature of the partnership. The Operational Programme defines partnership, here known as a Development Partnership (DP), as a “partnership of committed players, sharing a common purpose.” It could also be said to involve the “sharing of power, work, support and/or information with others for the achievement of joint goals and/or mutual benefits”(Kernaghan, 1993). Unique to the Development Partnership Agreement (DPA) is the expression of the specific equality characteristics insisted upon by the EQUAL Programme. There is “an explicit commitment to empowerment, partnership, mainstreaming and innovation.” The cross-sectoral nature of most development partnerships also means that DPs act “together by contributing their diverse resources in the furtherance of a common vision that has clearly defined goals and objectives”(Wilson and Charlton, 1997). Such partnerships may work at a number of levels, for example: O At the level of Co-ordination, where there may be no direct interaction between organisations, but where an organisation takes account of the activities of others when planning its own O At the level of Co-operation, where organisations interact so as to achieve their own mission and goals more effectively O At the level of Collaboration, where organisations work together to pursue a meta-mission while also pursuing their own individual mission and goals. (Huxham and McDonald, 1992).
The EQUAL Programme puts forward the following as key considerations for effective partnership:
Partnership itself may be a key outcome It is necessary to establish a clear vision from which
evolves a firm base on which to develop partnership objectives and goals Look for partners in complementary areas of activity Commitment requires the equal distribution of power and equal participation in decision making—this could require actively resourcing the participation of weaker partners Work with a manageable number of partners all of whom play active roles in the partnership—there should be no space for passengers Allow time for partners to get to know each other Clearly define the roles and responsibilities of each partner Develop a structure and approach to facilitate the operation of the partnership (clear agenda, focused meetings and structured follow-up).
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Partnership working - the EQUAL model
For further information on the FAB project please contact: Breege Doherty, Project Co-ordinator or Jenny Trimble, Project Administrator at Finding A Balance Project, HSE West, Organisational Psychology Unit, Human Resources Services, Saimer Court, Ballyshannon, Co. Donegal. Phone: 071 9852886/52626 or 087 2355078 Fax: 071 9851287 E-mail: BreegeT.Doherty@mailb.hse.ie E-mail: Jennifer.Trimble@mailb.hse.ie Web-site: www.findingabalance.org
Members of the FAB Operational Sub Group at a recent meeting.
EUROPEAN SOCIAL FUND: helping develop employment by promoting employability, the business spirit and equal opportunities and investing in human resources
The project is funded under the Equal Community Initiative Programme
Sapphire Design 071 - 9163120 www.sapphiredesign.ie
Additionally, the EQUAL Programme puts forward that “All partners must have a say in how issues are identified, prioritised, and acted on and the partnership as a whole must be cognisant of the different and differing experiences and capacities that individual members bring to the table. An awareness of the different capacities and capabilities of partners is essential from the point of view of both efficacy and mutual respect.” While the mechanisms of Development Partnerships and the ensuing Development Partnership Agreements are currently the sole domain of the EQUAL Programme, there is much to recommend the process and structures for general use where a number of organisations and agencies come together to work for a common purpose. Additional information is available from: EQUAL Community Initiative, “Project Planning and Operational Manual” (2005), Department of Enterprise, Trade & Employment, Dublin.