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Sterea Ellada Media Appearance S4-3
Sterea Ellada Media Appearance S4-4
Cantabria Media Appearance S4-2
19/08/2019
FEMINA attended Arendalsuka in Norway- A week where actors in politics, society- and business meet to debate and develop the policy for today and the future.
Type: Project
Legambiente Mugello

Interested in: Leading a project, Joining a project, Networking with peers

04/09/2019
What was discussed at the third stakeholder meeting in Bucharest?
Type: Project
Agreement between the Italian Banking Association (ABI), national government and business associations to facilitate access to credit for female entrepreneurs.
Location: Lazio, Italy (Italia)
Project: FEMINA
The objective of the initiative was to create sustainable platform for support of start-ups led by non-privileged groups.
Location: Северозападен, Bulgaria (България)
Project: DIALOG
Astrid Dyson, co-founder of the Norwegian company dyson.drager, reacted with irritation when she read Celine Marie Moe`s experience with Manpower. But she also saw an opportunity to talk about the uneven distribution of absence days between employees with children and those without. In the Norwegian newspaper Aftenposten, she wrote an article on her views on the topic of facilitating the voluntary and involuntary childless in the work life.     “I gotta get home to the kids”  As one of two founders in her company, Dyson is the one without children, whereas her co-founder has two children. She recalls several times throughout her career when someone gets up in the middle of the meeting and says “I have to go, I have to pick up the kids in kindergarten” or “I gotta get home to the kids, I have to see them before they go to bed” just before the end of the meeting, or “I have to stay at home today, it`s a planning day in kindergarten.” This accumulates to a lot of absence days.   Norwegian companies are required by law to facilitate for employees with kids. Dyson, however, points to the uneven distribution of absence days. How can companies facilitate childless employees? She describes the topic of kindergarten as the elephant in the room. It`s seen as a right in Norway to be able to pick up the kids from kindergarten. However, people without children are the ones who have to stay in the meeting and stay longer in the office.    Call for more flexibility  Dyson believes it is time to discuss working hours, kindergarten drop-off and pick-up without being called a chauvinist, anti-feminist or discriminatory.   The technology of today gives more people the possibility of more flexible working hours. For Dyson and her co-founder, they have the possibility to catch up on work in the evenings. Dyson believes that if more employers opens up to a more flexible work schedule, this could help parents where they could even get more time with their children. Furthermore, she calls for kindergartens to evaluate their opening hours and holidays.   Combined with an increase of childless people in the population, the inequality between the people with children and the people without is growing. Dyson believes that by allowing recruitment agencies to ask more questions, there will be fewer surprises in how work is conducted and an employers expectations.     Clarifying expectations makes a better fit  Dyson believes that the absence of this topic in job interviews makes it harder to challenge the problem of why there aren’t more women in leader positions. Knowledge about the division of labor on the home front gives an employer a better picture of how you as an employee will fit into their work culture, regardless of gender.   Dyson hopes that if she ever decides to have children, the topic of the 6-hour-working-day is hotter than now, as well as recruiters or employers being allowed to clarify expectations with potential employees in terms or working hours, children and kindergarten pick-ups and drop-offs.    This is a translated version of an article originally published in Aftenposten. Read the original article here. 
Marina Larios – INOVA consultancy