… All of them are companies committed against gender based violence
Sara Berbel, General Director of BarcelonaActiva, pointed that companies in the 21st century, needs to be part of society. The goal of companies is not, any more, only seek the maximum benefit, but also looking for a social involvement. Gender based violence is not a private problem but a social one, so violence is also a problem for companies.
These companies are the vanguard of new businesses. They are not only looking for improving benefits every year and follow the law, but go beyond. In fact, they have more benefits, comply with the laws, also the gender based violence law in Spain, and they go further on improving it.
The #CARVEdaphne project, has devoted nearly two years’ research to finally offer a practical guide for addressing gender based violence, which was publicly presented in BarcelonaActiva last September 15, 2016 in a networking breakfast with the participation of 70 people.
The preparation of the event began with the challenge of finding companies, private or public ones, with developed actions about gender based violence suffered in the private scene willing to make it public their programs.
Although the Spanish equality law made clear some obligations in relation with this important problem like: preferential transfers (if the company has several locations), permissions, hiring women that has suffer gender based violence it’s recommended and economically support for the Spanish government, … lot of companies doesn’t include those in the Gender Equality plans. All companies in Spain with more than 250 employees must have and gender equality plan.
Only if those rights will be mention in equality plans in all companies it would be an advance. First because, everyone involved will know about it, and secondly because since equality plans include dissemination, awareness and training those could include the subject of gender based violence. In addition, unions may propose improvements to what the law requires.
During the process of interviewing various companies, we find a legal and an ethical problem to solve like is violent men employees. What can we do with them? Could we forced to do training? Can be motive to dismissed those people? This is another aspect to be treated and that the Spanish law does not consider.
Clearly, there is much more to do on this issue and luckily many companies are willing to get involved.
Awards for NGOs with the involvement of the company… beyond a check
In the case of Danone and Benefit Cosmetics, the award made possible to work on empowering women that has suffered gender based violence. Those actions, also had an impact in the employees and the companies building a long-term relationship with the NGOs awarded.
This is the most widespread action. #Danone and #Clece are companies with long experience in the field.
The most interesting practice is the inclusion of women survivors of violence in jobs that are visible, the best example is Danone brand ambassadors. The “hidden” jobs, like cleaning or care, are of course necessary but the ones they are face to face with public had a double value, because they are not “only” jobs, they are also empowerment actions for the women involved.
Protocols on gender violence
This is the most advanced step, since in some cases improves the dictates of the Spanish law.
Some of those protocols mention the actions to be carried out in case of detection of a case of gender based violence in the companies. Others, mention legal measures and even some improvements, like economical support in case of violence, among others.
Companies like #Pronovias and #Ikea are at this level of involvement.