Audiovisual Social Dialogue Commitee 30 June 2014

Transcription

1 Audiovisual Social Dialogue Commitee 30 June 2014

2 Research objectives UNI MEI/FIM/FIA/EFJ joint project on Work life balance in the audiovisual and live performance sectors to: Expand on Gender Equality FoA Identify challenges Collect best practices Elaborate a Charter on WLB

3 Methodology Desk research 4 National Focus Groups : France, Germany, Romania, Sweden On-line survey & individual interviews Regional seminar (20-21 January 2014, Brussels) 8 countries covered: FR, DE, RO, SE + Poland, Spain, Slovenia, UK 3

4 What is WLB? «A term used to describe a state of equilibrium between an individual's work and personal life» Eurofound, 2012

5 WLB and Gender Equality 2011 FoA Chapter on WLB: Flexibility in working time Parental leave arrangements Care for dependents Life long learning Child care facilities

6 WLB in Europe Since 2008 (EC Communication): High on political agenda (i.e. ES, FR, SE) New legislations on parental leave, policies on child care facilities (Barcelona targets) Fast development of employers policies Inclusion in TU priorities

7 WLB in AV sector Lack of studies specific to the audiovisual sector (UK 2008, FR 2013) Only few collective agreements include WLB Lack of available data on employers (granting of flexible working time, child care support, return to work training) Some good practices in TU work but not yet fully mainstreamed (RO, Sl, PL) 7

8 WLB in AV sector Main challenges Working hours Child care cost and availability Free lancing Culture of the sector + structural: Recession/priority to job retention 8

9 WLB in the AV sector 1. Working hours Long working hours Non standard working hours (night/week ends) No free time (permanent availability) Frequent travel Increased workloads and intensity of work (same amount of hours for increased production: film/tv series)

10 WLB in the AV sector 2. Child care cost and availability High reliance on paid childcare Low availability of in site crèches (only main compagnies :TV channels), cuts in child care benefits (Sl), lack of child care facilities (PL) Low availability of innovative practices (yearly booking of «cradles» in crèches)

11 WLB in AV sector 3. Free lancing/ precarious contracts Widespread push towards free lancing/ self employment (Generational gap) Short term relationship with many employers (film industry): Who to adress requests? Weak TU representation Limited social protection rights Self employed women : main responsibility for child and elderly care (Eurocadres/Femanet study) 11

12 WLB in the AV sector 4. Culture of the sector Works comes first Low level of sick leave Low level of enjoyment of benefits (father s leave, parental leave, short maternity leave) Schedule of meetings Negative attitude towards parenthood 12

13 WLB and gender in AV sector Issues: career stagnation, pay gap, lower pensions, access to training Women work more part time Women take more parental leave (FR recent study 3% with 20% target in 2017)/ caree breaks (elderly care) Return to work challenge : loose networks/lack experts No access to WLB measures Leave the industry : Under-representation of women aged 35 + Delay having a child

14 Gender and WLB in AV sector Acces to WLB measures Increases number of women in managerial positions Limits gender stereotypes Encourages fathers to take paternity and parental leave Overall impact on women s employment and birth rate

15 Trends and challenges Trend towards outsourcing and precarity of contracts without benefits (gender equality plans not applicable) Workload and increased intensity of work Culture of presenteism (go home on time initiative) (ES/UK) Unwanted flexible working time arrangements Pressure on Pregnant workers rights

16 Trends and challenges Increase in the number of violations of labour law in AV sector /fear to complain Introduction of fees for complaints (UK, Sl) High levels of stress Individual negotiation vs. Collective right Larger debate on opening hours of shops and the length of school day (ES) Return to work training TU representation: women (FR, RO, DE)/ free lancers (Sl)

17 Recommendations Information /training by TU (salary negotiation, flexible working arrangements, leave entitlements) in and outside working place (family centers/ learning places) Build on good practices: Daddy s Index (SW), family friendly label (SL), free lancers collective agreement (SL), parental guides (SP,UK,SW) Link with occupational health and safety : well being week (UK), go home on time day.

18 Recommendations Encourage parents to share leave periods more equally (SE, FR/ Sl, ES) Include measures on elderly care (DE) Develop child care facilities including in site child facilities (FR,DE,UK) or joint arrangements with nearby facilities (FR/DE) and at home child care for workers with non standard working hours (SE) Remove indirect forms of discrimination such as times of meetings unsuitable to WLB (also in TU) Reinforce gender equality in TU

19 Recommendations Encourage employers to document requests for flexible working time and success measures (productivity indexes/sick leave, absenteeism) Develop standard procedures for requesting flexible working hours Encourage positive attitude towards fathers taking parental leave (awards, label, daddy s index) 19

20 Recommendations Reinforce implementation of health and safety regulations Document increase in violations of labour law in AV sector Better representation and improved legislation and policies to advance social protection and working conditions of self employed workers 20

21 Final Report Published in EN, FR and ES Circulated and available on the websites of the four federations 21