Workshop gleichstellen.ch

Identify and record existing knowledge about the subject, any known solutions, and possibly any reservations or opposition. These posters can be referred back to in the course of the workshop.

Discussion questions :

• What really stood out for you ? Why ?
• Renata Lisser, department head at Buechberg Senior Centre, explains the usefulness of wage guidelines. Do you find that a good solution for achieving the target of equal pay for equal work ? Do you find these guidelines sufficient for wage transparency ?
• What do you think of the proposals made by Priscilla Tripodi, the employee, to make salaries public ?
• What do you think of government wage controls ?

Discussion questions :

• How could we help the managing director, Claude Werder, to develop a transparent salary system for all positions within the company without regard to gender ?
• What would be meaningful, non-discriminatory criteria for determining salaries ?

Then present results/ideas to the whole.

You just met Priscilla Tripodi, an employee at the Buechberg Senior Centre, in the video. Before she became pregnant, she was an active nurse and also responsible for training. After her maternity leave, she wants to work part-time (40 %) and only continue the leadership role as training manager with an appropriate salary.
Role play a conversation between Ms Tripodi and the nursing supervisor Renata Lisser, also seen in the video, in the following three variants :
Outcome 1 : Ms Lisser gives in entirely to the wishes and wage demands of Ms Tripodi ;
Outcome 2 : Ms Lisser points out the difficulties that Ms Tripodi's demands are causing and suggests a compromise ;
Outcome 3 : Ms Lisser refuses to consider Ms Tripodi's wishes and demands, and demotes her to care specialist with a corresponding drop in pay.

Then discuss in the whole group how the two roles felt in each of the variants and which variant would be most likely to occur in the real world.

At the beginning of the video clip, you were introduced to social researcher Lucia M. Lanfranconi. As part of her research, she has found that equal pay is often not addressed in voluntary, in-house projects because any wage increases are not an attractive option for the company. What options are there to address the problem of wage inequality between men and women on a broader, even national level ? (For example, wage controls in companies with sanctions for non-compliance ?) Set up a panel dis-cussion with the following roles :

• Representative of employer/managing director : categorically against national solutions
• Union representative : in favour of national solutions
• Equality expert : in favour of equality measures with which as many companies as possible go along

Then discuss in the whole group how the two roles felt in each of the variants.

Step 1 :
Word associations : participants each have 30 sec. to write down on individual post-it notes as many words as possible that they associate with a phrase suggested by the facilitator (random words such as spring, solidarity, or having to do with the focus of the workshop). Quantity over quality here ! The post-its are collected after each round and then hung on an "inspiration board" poster.

Step 2 :
This is where the actual tour of the three posts begins. Participants have 5 minutes at each post and then move on until they have visited them all. The objective is to develop as many new and creative measures to improve pay equity in a company as possible.
Inspiration board : The post-it notes generated in step 1 can be rearranged or added to.
Random input : On the basis of random objects presented to them, participants write or draw associations related to the focus of the workshop.
Idea map : This is a brainstorming session in which the idea is passed around a circle, with each new participant providing new concepts, references and links.

Step 3 :
Inspired by the material from the tour and the elements on the poster from the beginning of the workshop, participants come up with 3-4 ideas for achieving greater pay equity within a company. This is done in pairs selected by the facilitators. Duration : 20 minutes.

Step 4 :
The pairs present their results in brief. Then the participants are given 5 glue dots each with which they can individually evaluate the ideas ; all of their points can be awarded to a single idea or split among the ideas as they wish.

Step 5 :
The pairs then decide on 2-3 of the most popular ideas and use them to develop concrete solutions or measures. Duration : 20 minutes.