On March 5 presented at the headquarters of the Economic and Social Council latest book the Centre of Collective Bargaining Trade Union Confederation of Workers Commissions, which coordinates Ricardo Escudero. The undersigned has had the honor to once again participate in the general ledger of the Observatory, this time with a small contribution on immigration and collective bargaining within the working group devoted to economic globalization, led by Wilfredo Sanguinetti . For this reason, before continuing with the path that I have intended for the blog (which is very slow but it is left) wanted to stop to do some cheap publicity of this work, explaining what the meaning of my participation in particular. Who wants to see a summary of the complete publication can follow this link .
The work begins with a reflection on what has to be the space of collective bargaining at the phenomenon of migration. On the one hand, it seems clear that the union needs to address this new reality (in fact, is an unavoidable responsibility to adequately represent the working class) and that the most typical industrial action is collective bargaining; on the other hand, it seems that a priori is little scope for negotiating intervention in this matter. Finally there are two major areas, which are closely interrelated: the guarantee of equality and diversity management.
On these two issues, the more body and complexity from the perspective of collective bargaining is the second. In fact, I think the management of diversity, will be one of the key issues of the future, once the required set of mechanisms for channeling the flow (of which we, however, in future entries.) I think it's appropriate to make a deeper analysis of the management of diversity of origin (In the company, before public authorities in collective bargaining, etc..) With a theoretical-and perhaps we can rethink the practice and bargaining, but for now, the work of the observatory has been more modest in its objectives.
It was to analyze the one hand, what is the degree of sensitivity to the phenomenon of diversity in the English collective bargaining (as you can imagine, still rather low) and on the other hand, to study experience concrete initiative developed CCOO de Catalunya , which consists in negotiating enterprise agreements dealing specifically with the "management diversity. I have already once occupied this topic in blog, but the text of the Observatory can be found reflection a bit more elaborate and halted. In this work the company's agreements Escorxador ( slaughter) from Girona, SL INMASE Hotel Majestic, in addition to theoretical and practical framework in which they operate. Subsequent to the drafting of the text submitted for publication were carried out by other agreements in the context of the same Experience: ABD (a service management company of the Third Sector), Ferroibérica (construction) and Mantylim SA (In cleaning).
All these agreements are very important because they are pioneers in the panorama of English collective bargaining. They draw attention to a subject that until recently completely unknown. It also has great interest that do not arise directly targeted measures such as "foreigners", which probably lead to greater segregation, the technique used is the one I personally have chosen to call "indirect positive action," otherwise of indirect discrimination, "such measures in the category object of attention (in this case, the diversity of origin) is the parameter used to discover the reality is more diverse than we thought, allowing it to impinge on a more realistic and attentive to social minorities. As I tried to explain in another entry, immigrants, therefore, the mirror stepmother, the Other that makes us look beyond the mechanics and self-indulgent look to discover ourselves. From the awareness of the diversity of foreigners, the native population can also benefit from greater consideration to the specificities of each, the result of these agreements.
Despite this, the will of the union is, as I have mentioned, these agreements restrict the diversity of origin, In order to avoid dispersion of the measures. Perhaps this strategy is appropriate at this moment that is so important for unions to truly integrate foreign workers to avoid a fragmentation of workers hurts us all. However, I have the suspicion that in the future will be necessary a deeper look and complex human diversity from the "personalization"-not-individualization of labor relations. In fact, from the perspective of corporate interest is particularly important to this broad consideration of the diversity of the workforce, depending on how it is managed, it can be an organizational problem or an important advantage competitive. Indeed, as we are advertising input on these issues of diversity management in the enterprise can be useful, the practical notebook which recently published my Learned friend, Kenneth Dubin.
This blog will also deal with the diversity management later (for example, an issue that has been addressed recently is the diversity in social policies). But for the moment we will keep pulling two wires. On the issue of immigrant rights, once raised the general framework, I think we can dedicate ourselves to the major criteria of differentiation, which are regularly nationality and residence. On the other hand, on the issue of managing the flows of migrant workers I think it will be necessary to take a breath and start with a historical perspective. I still have it, do not lose patience the few readers that are left ;-).
The work begins with a reflection on what has to be the space of collective bargaining at the phenomenon of migration. On the one hand, it seems clear that the union needs to address this new reality (in fact, is an unavoidable responsibility to adequately represent the working class) and that the most typical industrial action is collective bargaining; on the other hand, it seems that a priori is little scope for negotiating intervention in this matter. Finally there are two major areas, which are closely interrelated: the guarantee of equality and diversity management.
On these two issues, the more body and complexity from the perspective of collective bargaining is the second. In fact, I think the management of diversity, will be one of the key issues of the future, once the required set of mechanisms for channeling the flow (of which we, however, in future entries.) I think it's appropriate to make a deeper analysis of the management of diversity of origin (In the company, before public authorities in collective bargaining, etc..) With a theoretical-and perhaps we can rethink the practice and bargaining, but for now, the work of the observatory has been more modest in its objectives.
It was to analyze the one hand, what is the degree of sensitivity to the phenomenon of diversity in the English collective bargaining (as you can imagine, still rather low) and on the other hand, to study experience concrete initiative developed CCOO de Catalunya , which consists in negotiating enterprise agreements dealing specifically with the "management diversity. I have already once occupied this topic in blog, but the text of the Observatory can be found reflection a bit more elaborate and halted. In this work the company's agreements Escorxador ( slaughter) from Girona, SL INMASE Hotel Majestic, in addition to theoretical and practical framework in which they operate. Subsequent to the drafting of the text submitted for publication were carried out by other agreements in the context of the same Experience: ABD (a service management company of the Third Sector), Ferroibérica (construction) and Mantylim SA (In cleaning).
All these agreements are very important because they are pioneers in the panorama of English collective bargaining. They draw attention to a subject that until recently completely unknown. It also has great interest that do not arise directly targeted measures such as "foreigners", which probably lead to greater segregation, the technique used is the one I personally have chosen to call "indirect positive action," otherwise of indirect discrimination, "such measures in the category object of attention (in this case, the diversity of origin) is the parameter used to discover the reality is more diverse than we thought, allowing it to impinge on a more realistic and attentive to social minorities. As I tried to explain in another entry, immigrants, therefore, the mirror stepmother, the Other that makes us look beyond the mechanics and self-indulgent look to discover ourselves. From the awareness of the diversity of foreigners, the native population can also benefit from greater consideration to the specificities of each, the result of these agreements.
Despite this, the will of the union is, as I have mentioned, these agreements restrict the diversity of origin, In order to avoid dispersion of the measures. Perhaps this strategy is appropriate at this moment that is so important for unions to truly integrate foreign workers to avoid a fragmentation of workers hurts us all. However, I have the suspicion that in the future will be necessary a deeper look and complex human diversity from the "personalization"-not-individualization of labor relations. In fact, from the perspective of corporate interest is particularly important to this broad consideration of the diversity of the workforce, depending on how it is managed, it can be an organizational problem or an important advantage competitive. Indeed, as we are advertising input on these issues of diversity management in the enterprise can be useful, the practical notebook which recently published my Learned friend, Kenneth Dubin.
This blog will also deal with the diversity management later (for example, an issue that has been addressed recently is the diversity in social policies). But for the moment we will keep pulling two wires. On the issue of immigrant rights, once raised the general framework, I think we can dedicate ourselves to the major criteria of differentiation, which are regularly nationality and residence. On the other hand, on the issue of managing the flows of migrant workers I think it will be necessary to take a breath and start with a historical perspective. I still have it, do not lose patience the few readers that are left ;-).
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