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 proposal made by Priscilla Tripodi, the employee, to make salaries public ?
• What do you think of government wage controls ?

Discussion questions :

• How could we help CEO Claude Werder 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.

Discussion questions :

• How are salaries determined in our company ? What are the criteria for determining the salary ?
• Is there transparency in our company about how salaries are determined ?
• Are there gender pay inequalities in our company ?
• Are reviews for equal pay conducted ?
• Is there a need for action with respect to pay equity in our company ?

At the end of the film you met Daniel Huber, managing director of UND responsible for work/life balance. Mr Huber is reviewing wage systems at various companies to formulate recommendations on equal pay.

What problems would he find in your company and what recommendations would he make ?

You just met Priscilla Tripodi, an employee at the Buechberg Senior Centre, in the video. Before she became pregnant, she was an active caregiver 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 Priscilla 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 your company.

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 achieve greater pay equity in your company as possible, and/or to deal with a previously identified specific problem.
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 upload poster, participants come up with 3-4 ideas for achieving greater pay equity within their company or for dealing with a previously identified problem. 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 sin-gle 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. 20 minutes.

• Determine the next steps with respect to action or concrete measures
• Create a working group, etc.
• Define priorities
• Make concrete arrangements and schedules
• Define other topics to be addressed (career, parenthood, Swiss equality policy, female and male professions, part-time employment)