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Italiensk fagbevægelse bygger interkulturelle broer

Skrevet af: Mik Aidt

1. juni 2010


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Italiens største fagforening ønsker at blive bedre til at opbygge interkulturelle kompetencer, skabe inklusion og bygge kulturbroer på arbejdspladsen.


Derfor arrangerede CGIL – en sammenslutning af fagforbund, som samlet repræsenterer 5,7 millioner medlemmer – en såkaldt 'regional erfaringsudveksling' (Regional Practice Exchange) om emnet ‘Interkulturel dialog på arbejdspladsen’.

 

 

Her kan du høre Guido Orlandini, som var med til at arrangere 'erfaringsudvekslingskonferencen', fortælle om tankerne, der lå bag. Guido Orlandini er generalsekretær for The Intercultural Communication and Leadership School og sidder med i bestyrelsen for Platform for Intercultural Europe.


Resolution om inklusion

I Italien bor godt 4,5 millioner indbyggere, som ikke er født i landet. 40 procent arbejdsstyrken i byggebranchen har en indvandrerbaggrund.

På en konference for to år siden vedtog CGIL en resolution, der blandt andet henstillede til, at man på alle niveauer i organisationen ville arbejde for at få flere personer med indvandrerbaggrund til at gå ind i bestyrelser, ledelsesgrupper og kommiteer. Det blev besluttet, at der skal sidde mindst én person med indvandrerbaggrund i CGILs bestyrelser.

 

CGIL havde inviteret den europæiske organisation Platform for Intercultural Europe, der har base i Bruxelles, til et samarbejde om udviklingen af interkulturelle kompetencer, som denne konference var et startskud for.

 

CGIL er det første fagforbund, der har underskrevet ‘The Rainbow Paper’ – på samme måde som efterhånden mange hundrede europæiske kulturorganisationer og enkeltpersoner har gjort det.

 


 

Konferencen fandt sted i hovedstaden Rom den 28.-29. maj 2010.

Foto øverst på denne side: Claudio Di Berardino, generalsekretær for CGIL Rome and Lazio, åbnede konferencen.

 

intercultural-europe.org

 


 


Uddrag af CGILs resolution om inklusion

Her kan du læse et oversat uddrag af en officiel og bindende erklæring, der blev vedtaget på en CGIL kongres i maj 2008. Erklæringen beskriver en række skridt, CGIL besluttede at tage tage med henblik på at øge tilstedeværelsen af indvandrere internt i forbundets organisationsstruktur, samt at forandre den rolle, folk med indvandrerbaggrund spiller i forbundet.

 

RESOLUTION N° 15

 

"INDVANDRERE OG CGIL

For fagforeninger og for CGIL giver migrationsfænomenets skelsættende karakter en historisk mulighed for at gentænke sig selv. Fokus er ikke på at tildele indvandrere en bestemt andel af repræsentanter inden for organisationen, men at gå ind for tanken og påbegynde den faktiske virkeliggørelse af den i anerkendelse af multikulturalisme som et nyt paradigme, der vil omdefinere forbundets værdier, indhold og udformning af repræsentationskriterier.

 

Styregruppen er bevidst om den forskel, der er mellem CGILs politiske engagement i indvandrerspørgsmål og den nuværende tilstedeværelse af indvandrere i vores strukturer.

 

Derfor, før udløbet af den 16. kongres:

 

• med en koordinering af forbundssekretariater på forskellige niveauer vil de målsætninger, som man har tiltrådt sig med hensyn til forekomst af indvandrere i ledende stillinger, blive kontrolleret;

 

• vil en ekstraordinær indsats blive sat i værk for at øge tilstedeværelsen af indvandrere i ledende stillinger betydeligt;

 

• Hver forbund for arbejdstagere skal præsentere den nationale styringskomité for et projekt, der har til hensigt at skabe en passende repræsentation af indvandrere i forhold til det antal af medlemmer af forbundet, som er indvandrere;

 

• CGILs nationale forbund og regionale forbund bliver nødt til at iværksætte projekter med henblik på repræsentation af indvandrer-arbejdstagere på arbejdspladsen og i de ledende organer i de samme kategorier;

 

• Indvandrerafdelinger og Indvandrerudvalg bør nedsættes på alle niveauer.

 

 

For at sigte mod en fuldstændig inklusion af indvandrere i organisationen vil CGIL være nødt til at:

 

a) være opmærksom på mangfoldigheden af forskellige nationale identiteter;

 

b) understrege den centrale rolle, som uddannelse spiller;

 

c) styrke og udvide forpligtelsen til at fremme indvandrerarbejdstageres deltagelse i kurser, der finansieres gennem med fagforbundsmidler;

 

d) igangsætte uddannelse for alle delegerede og ledere om indvandrerlovgivning."

 

 

 

Uddrag af CGILs konstitutionsprincipper

 

Artikel 1 - Definition

 

"Den Italienske Sammenslutning af Arbejdstagere (CGIL) er et forbund af fagforeninger af programmæssig karakter, forenet, sekulær, demokratisk, multietnisk, skabt af kvinder og mænd, som ønsker at fremme en fri sammenslutning af, forsvaret af og den kollektive solidaritet mellem ansatte eller arbejdstagere, ansatte i kooperativer og selvforvaltende virksomheder, arbejdsløse og de, som stadig søger deres første job, pensionister og ældre mennesker.

CGIL medlemskab er frivilligt.

Medlemskab indebærer fuld ligestilling af rettigheder og pligter i respekt for tilhør til etnisk gruppe, nationalitet, sprog, seksuel orientering, kønsidentitet, kultur og politiske baggrunde, forskellige faglige og sociale interesser, og for at være en troende eller ikke-troende.

Det indebærer også accept af principperne og bestemmelserne i disse statutter, som anerkender værdien af personlig frihed, civile, økonomiske, sociale, politiske og social retfærdighed som grundlæggende udgangspunkt og uundværligt for et demokratisk samfund.

CGIL er tilknyttet De Europæiske Fagforbunds Samarbejdsorganisation (European Trade Union Confederation, ETUC), hvis tilsvarende strukturer er tilknyttet forbund og fagforeninger.

CGIL er også tilknyttet Den Internationale Sammenslutning af Fagforbund (The International Trade Union Confederation, ITUC).

CGIL har hovedkontor i Rom."

 

 

 

 

Lydoptagelse:

Lyt til audio-optagelse Chris Torch runder konferencen af


Chris Torch fra Intercult, Sverige, var konferencens rapportør. Du kan lytte til hans afsluttende bemærkninger (varighed: 15 minutter) ved at klikke på audioknappen ovenfor.
 

 



Et udsnit af konferencedeltagerne
 



Workshop
 

 



Workshop
 

 



CGIL demonstration i oktober 2009
 

 



CGIL kampagneplakat. Teksten lyder: 'Italiener | udlænding | Hud har mange farver. Sved har kun en. Lige rettigheder på arbejdspladsen for indvandrere. Lige værdighed og sikkerhed på arbejdet for alle. | CGIL. Samme blodfarve. Samme rettigheder.
 

 



Guido Orlandini: “Indvandrere producerer 10 procent af Italiens bruttonationalprodukt, de bidrager til velfærden og det kollektive velbefindende og de er en positiv faktor for udvikling og vækst.”
 

 



 


Chris Torch har amerikansk-italiensk baggrund og er bosat i Sverige.

 

Chris Torch sagde blandt andet:

“Language is important. How we speak about this question of interculturality is important. We have to stop talking about immigrants as victims. Interculturalism is not only about stopping oppression. There are essensial rights that must be respected.
To protect these rights, the rule of law, is the basis for democracy. But intercultural exchange is much bigger than this.
There is not a need to integrate immigrants. There is a need to upgrade and modernise Italians. In the world there are six billion people, and 98,7% of them are not Swedes.

Immigrant associations, in their communities - the Somalis, the Eritreans, the Moroccans - certainly, in their free time they live homogenous lives of culture. That is: I, as an Italian-American, I dance my dances, I sing my songs, I celebrate my days.

There are ony two places in our society where a true intercultural exchange can take place, in the meaning of not ethnically separate, but equal... but actually interweaving with one another, and this is the workplace and the school. In these two places we must set our focus, because it is in the workplace and in the school that significant knowledge of how another person functions, thinks, feels, can be translated to me in a place that is also important for me. And without that knowledge we can change all of the laws that we want, but we will not change attitude.

Italy has, as Sweden does, as any European country does, all of the laws thare are necessary to protect the rights of any citizen. In fact, what we don't have yet is the changed attitude. The personal desire to actually meet and be changed by someone who thinks and feel differently than we do.

This work can take place in the work place, and it should not just be about the rights of the immigrants – I think this is very important, to have the same pay, to have the same working conditions, to have the same rights to organize, etcetera – but also because it is a place where I can learn about the culture of the other.

It was mentioned by our friend from the Muslim society that not even to take a five-to-seven minutes cigarette break in order to let people pray. Can you imagine what a beautiful thing it would be if everyone just stopped for seven minutes, and some people prayed, and some people smoked their cigarette, and other people talked, and I could hear the sounds, and I'd say: that is how people do this? Wow! How much richer I would be when I left my work place.

Let's not just discuss how we stop exploitation, but how we create a fertilized terrain that we can share and which will create something which is for our children, and our grandchildren much further ahead than next week's very special problems that we face each day.”

(...)

“It is not just the newcomers [we should be concerned about]. Really, the new world, the new Earth that we are facing is one of mobility where most of us have multiple identities. We are NOT just Italians. Or Germans. Swedes. We are Europeans. We are bilingual Swedes. We are afro-Swedes. We are Somali-Italians. We are mixed. We have mixed identities. We are mothers, fathers, workers, teachers, doctors, stamp collectors. We have many different identities. And we have to cultivate this multiple identity. I think that one way of doing that is to focus on the enriching experience of interculturalism, and not just on the victims. Not just [to be concerned about] those who come in need of help, but also those who have lived here for a while. The success stories. The artists, the football players, the journalists, photographers, doctors and lawyers who are contributing to our society, and have another background. If we focus on them, go into a coalition with them, I think we can create a much more constructive and positive picture of migration, rather than as an issue to be challenged and to be afraid of.”






Sabine Frank
 


 

Sabine Frank fra Platform for Intercultural Europe sagde blandt andet i sin konkluderende afrunding:

“This is an example of one of the new, innovative alliances that need to be made, need to be struck in order to progress with this huge change that we have to undertake with this challenge of becoming an intercultural society, both in Italy and in Europe as a whole. With this challenge of reinventing democracy, in a way. Refreshing democracy with new forms of participation, with allowing participation in our democracies – of new people, of newcomers.

What is the recipe for this change? I think we might have all asked each other this question every now and then. We know that the task is very big. And there is clearly no single recipe. There is no magic point to start with, no magic centre point for this change, for the strategy. It is clear that change takes place through many actions in many places, and over a long time.

What is crucial there is that nobody feels alone. That nobody feels that what they are doing is just a drop in the ocean. What we need is connection. I think this event has been an important example of connection. We all need inspiration, we all need encouragement. We all need knowledge about opportunities. So let's continue to give all these things that we need to each other.

The European connection... as I am a representative here of the European association that initiated this event... I want to highlight again the importance of the European connection that takes place politically, but it also takes place informally where people from different parts of Europe can meet.

And I don't think that Italians need to feel shy in coming forward in Europe. Somebody said yesterday, “I think we are Third World here, compared to the rest of Europe.” That might be true in some respects, you might look with frustration at the government you have, at the political system you have, at the media landscape you have. But in other respects there are also extremely good examples to take proudly forward in Europe and to inspire others in Europe with. I think the work of CGIL is clearly such an example.

You have hear from the Danish and the Austrian representative who said: “We are not aware that our trade unions work in this way as CGIL works here in Italy.” So, one encouragement of making a European connection is that you take this work into the European Trade Union Congress and report on the Italian example with pride.

And on a very last point of making a European connection, I invite all of you to sign the Rainbow Paper of Intercultural Dialogue. You have received a print copy, and this document is also available online. There is a whole site dedicated to the sign-up, supporting the manifesto with your signature. It is a symbolic action, but as you all know, symbolic actions count as much as concrete actions. Reinforce our legitimicy as a European association by supporting this manifesto and engourage others to do so.”

 

 

 

Opdatering den 26. oktober 2010

Third Practice Exchange for Intercultural Capacity-Building in Rome

Report now available



The full meeting report on Platform for Intercultural Europe's third Practice Exchange, hosted by Italian trade union confederation CGIL in May, has become available. Find out what the event brought to light about discrimination of immigrants in the workplace. Read how intercultural dialogue along with diversity management and vocational training can strengthen anti-discrimination policies. The author, Platform Steering Group member, Chris Torch, pointed out that “we must develop a new language (...) there is a gap between the language used by ethnic Italians and by immigrants. One is based in the Host Culture “welcoming” immigrants into their structures – the other is the Arriving Culture demanding equal rights, equal power and shared responsibility”.

If you are considering how to become a future host for a Practice Exchange meeting, you can learn about the meeting format here: Hosting Invitation to Member and Partner Organisations.

 

 

 

Europa-Kommisionen den 20. oktober 2010:
‘Trade union practices on antidiscrimination and diversity’ - summary 
The study has identified 130 significant or innovative initiatives among 280 anti-discrimination and pro-equality trade union initiatives in 34 European countries.