Intervention co-financed by the Region of Apulia with resources from the European Social Fund 2014-2020 PO FESR-FSE PUGLIA 2014-2020 Axis VIII - Promoting sustainability and quality of employment and support for professional mobility Action 8.6 Interventions for reconciliation Sub-Action 8.6b 'Measures to promote "corporate welfare" and new forms of family-friendly work organisation.
Project WelFam 2 DTA
Objective
Activities and results
Benefits
Info
Objective
The Region of Apulia with the Notice ‘Activation of a Family Friendly Innovation Plan’ Action 8.6 ‘Interventions aimed at women for reconciliation’, Sub-Action 8.6b ‘Measures to promote ‘corporate welfare’ and new forms of family friendly work organisation’ has given the opportunity to companies to submit welfare projects. With the determination of the manager of the active social inclusion section of 6 December 2021, no. 1599 published in the BURP no. 160 of 23/12/2021 the Family Friendly Innovation Plans of the twenty-third group are approved, from which the DTA is the beneficiary of the contribution provisionally granted for the implementation of the project submitted. – work islands.
The DTA Welfare Project named “WELFAM2 DTA” presented and approved by the Region of Puglia, aims to institutionalise the agile work experimented in recent years during the health emergency and also provides for the introduction of other flexibility measures, such as
– inbound flexibility
– outgoing flexibility
– lunch break flexibility
Activities and results
The DTA intends to give all employees the opportunity to work in smart working mode (or agile working) for a number of days agreed with the company. 3. staff training, the DTA will provide training courses that will help in a better approach to smart working. The training will be as follows:
Flexibility on entry, exit and lunch break. With the Project, the possibility of carrying out smart working days also at work islands will therefore be regulated and the access (booking) method will be defined.
This modality has already been tried out during the health emergency linked to the spread of the Coronavirus and has enabled us to appreciate its pros and cons both for us workers and for the company and, above all, to understand the needs in terms of support tools for individual work and for the organisation as a whole.
The activation of the plan has 3 actions
1. bargaining with employees: a model individual employee-company agreement will be prepared. In it, margins for customisation will also be defined, in relation to individual family situations (but also health, study and hobbies or sports). The agreement will indicate the locations where the employee intends to take advantage of smart working, including the work islands, the tools provided, the hours, etc.
2. the development and setting up and/or acquisition of the information systems (and any supporting hardware and software). The DTA will use applications that will support and improve the organisation of agile working.
Modulo | Contenuti | Durata in ore |
Smart working and cybersecurity | How to ensure data security | 8 |
DTA regulations and national legislation | Company regulations and smart working rules, flexibility, etc. | 8 |
How to run an online meeting | Understand how to work in a virtual team. Properly prepare to manage remote meetings. Optimise the effectiveness of remote meetings. Involve and mobilise attention | 8 |
Total training hours | 24 | |
This form of organisation is already in place but not regulated, and is limited to allowing entry (8.00-9.30 a.m.) and exit (4.30-6.00 p.m.) within one and a half hours; it is left up to us to take the lunch break at the time we deem most appropriate and compatible with our work commitments. The implementation of this plan is intended to extend the hourly flexibility hitherto permitted and to institutionalise it.
Working islands
The DTA currently has 2 operating sites in addition to the registered office (at the ENAV Grottaglie Control Tower and at the efb-LAB laboratory of the Bari Polytechnic). Sometimes working at home can be a disadvantage. On the other hand, it can be useful and economical for some employees, and therefore equally advantageous, to be able to work during smart working days at a DTA location, other than one’s own, that is closer to one’s residence.
Benefits
The introduction of organisational flexibility (working hours and places) is expected to have contributed to improving the relationship of trust between employer and employee: flexibility has as its founding principle a work approach that is more result-oriented rather than time-oriented. In fact, the DTA does not intend to adopt control and monitoring tools regarding the hours worked (as many platforms allow) and thanks to this it will improve the working climate and relations between employee and direct supervisor and between colleagues;
- improved current work performance: as already mentioned, DTA employees follow international projects and are often engaged in meetings that take place online. Thanks to the Plan’s training and working more often in this mode, they will perform better in conducting and participating in international meetings;
- improved workers’ sense of belonging to the company: over the past four years, DTA has been characterised by a high turnover, particularly in the engineering staff. In fact, more than 40 engineers have been hired (with open-ended employment contracts), more than 50% of whom have had new job opportunities, many of them outside Apulia, which they have chosen to accept. It is therefore important, not only for the company, but also for the territory, to put in place retention initiatives, functional to not dispersing the wealth of skills created;
- favoured a better reconciliation between family and work, i.e. facilitated the possibility of having a family of one’s own: as already mentioned, of the 16 current DTA employees, 8 are married and 6 have children. The majority of employees who do not have children (married or not), whose average age is 34, say they find it difficult to think about starting a family, partly because of the time they are away from home. The flexibility introduced and the opportunity to work at home or at a DTA location closer to one’s municipality of residence undoubtedly leads to savings in costs and time.– favoured women: among the employees there are women who not only benefit from this initiative, but also the wives and partners of male employees who can be more present in family life.– activated a measure in favour of the environment: in its own small way, the DTA will have contributed to reducing the environmental impact as a result of the reduced travel by employees to get to work; it is also represented that working from home significantly decreases the use of paper (and thus toner and scanners), as it is necessary to manage information predominantly in digital mode.
The intervention proposed by the DTA is in line with the Sustainable Development Goals (SDGs/SDGs)) and in particular with 3 of the 17 goals established with the 2030 Agenda approved by the UN member states:
SDG 5. Achieve gender equality and empower all women and girls, and in particular with sub-goal 5.4: Recognise and value care and unpaid domestic work through public service provision, infrastructure and social protection policies and the promotion of shared responsibility within the family and at the national level and 5.b: Enhance the use of technology, in particular information and communication technology, to promote the empowerment of women;
SDG 8. Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all.
SDG 12. Ensure sustainable patterns of production and consumption, with particular reference to sub-goal 12.6: Encourage enterprises to adopt sustainable policies and integrate sustainability information into their reporting cycle.
The community of states has endorsed the 2030 Agenda for Sustainable Development, the core elements of which are the 17 Sustainable Development Goals (SDGs) and 169 sub-goals, which aim to end poverty, fight inequality and achieve social and economic development.
Info
Project contact person: Carmelo Fortunato
Project start date: January 2022
Duration: 18 months
For further information: carmelo.fortunato@dtascarl.it
Beneficiary: Distretto Tecnologico Aerospaziale (DTA) scarl – Brindisi (BR)
