FEMINIZING OF THE MIGRATIONS. INTEGRATION IN THE DIVERSITY
Organization Intervener and Details of Contact:
Organization: Business and Professional Women Buenos Aires Club
Web: http: // www.bpwbuenosaires.org Objectives _ Promote the insertion and adjustment of young women in Bs As Argentine with ages understood between the 18 and 35 years, across the generation of a personal project from his community, producing and commercializing chocolates, bearing in mind: The purchase of skills for his autonomy and empowerment across courses and activities that allow them to recognize and to develop his potentials. •
The promotion of activities that strengthen his aptitudes to relate to the community. Generating links and supporting them. •
_ To establish channels of women’s participation migrants across the creation of different networks of support that help to attack the problematic social ones who afflict them, contributing a space of dialog
and exchange of useful information for immigrant young women in situation of vulnerability.
Description of the Project and Components
The Program there will realize a personalized task of insertion labor partner of young immigrant women in the City of Buenos Aires. It will be directed to immigrant women ( between 18 and 35 years) that present special difficulties for labor integration. It will developed of individualized and professional form. The project based on the area of the education, the equality on the access to the services and resources of the community and the treatment to vulnerable groups. The equality and equity of kind will be born in mind as essential base for the social integration, the safety of the woman and the elimination of any form of discrimination for those immigrant sessions in our country. The priorities tend that the immigrant resident woman could join socially and labor, this way to improve his quality of life and to facilitate his adjustment. to him. Every immigrant young woman will be a beneficiary of a Scholarship of study in a School of Chocolate of Argentine.
Besides the kitchen classes of chocolate, the young women will take part of an individualized training of that they will take advantage for personal benefit. The intention is that they could obtain tools and resources that improve his current situation. An interaction will be generated between members of the local Community, members of BPW and young immigrants that it will enrich the individual, familiar and social relations of each one of them.
Every young woman will be present at the school mentioned previously during 4 intensive classes of 6 hours
each one up to finishing the corresponding course with the hourly load established by the own school of kitchen receiving Chocolatier´s title, which will allow them the access to a labor source. The offered Training includes the utilization of materials provided by Alba´s Chocolates and the provision of caps, aprons and gloves of work.
The methodology is based on the importance of listening brings over of the needs of the refugee ones and migrants, to offer to them a space of containment that allows them at the same time to improve his status with the purchase of skills in a trade with rapid labor exit.
Program of training Theoretical: Beginning of the undertaking. Tools. Way of the cocoa up to the chocolate. Degustation of different textures and flavors. Profile of the product to offering. Our brand. Where to offer our products. Packaging
Candies and palettes.Chocolate creamy and dry landfills. Stuffed tablets with solid, creams and pastas. Fresh and bathed fruits. Petit fours. Alpine tablets
As a complementary activity, the women received a talk about personal and professional image to sell products and have the look of an entrepreneur.
Collaboration Embassies of countries that have cocoa production UNHCR Argentina Foundation Catholic Commission Argentina of Migrations (FCCAM) and YMCA. Alba Contrera´s School of Chocolates. Patricia Bologna, counsellor in personal and profesional image. THANKS TO ALL!
PARTICIPATION OF BPW BUENOS AIRES YOUNG COMMITTEE AND SUSTAINABLE DEVELOPMENT COMMITTEE REPRESENTED BY: DRA. ESTEFANÍA PONCE
From Tierra Vida Foundation and as a whole with others national and international organizations as BPW Buenos Aires, was realized the Latin American Youth Congress
Road to Rio +20. It has as aim affect in the results of the Conference of Sustainable Development of United Nations to be held in Rio de Janeiro in 2012.
BPW Buenos Aires was part of the 40 (forty) non profit organizations of LatinAmerica and Caribbean, representing 10 (ten) regional countries. Our organization, through Young and Sustainable Development Committees presented an innovative initiative of sustainable development:
RAINWATER HARVESTING SUCCESFUL PILOT EXPERIENCE IN ARGENTINE
YEAR 2011 “For a green economy in the context of the eradication of poverty and sustainable development”
Sessions of the Congress 28-‐02 October 2011 City of Capilla del Monte-‐Córdoba Argentina
28 SEPTEMBER 2011 20 years from Río ‘92: by Juan Carlos Villonga A new green economy, is that possible? by Marcelo Caldano “Road to Río+20”: by Verónica Cipolatti and Livia Achcar
Accreditation and Welcome to the participants
Juan Carlos Villalonga
29 SEPTEMBER 2011 Technology of Opened Space: Challenges, Opportunities and Offers. Session I and II. Estefanía Ponce, our representative, participated in the groups: RESPONSIBLE CONSUMPTION, GARBAGE ZERO AND URBAN SUSTAINABLE STRUCTURES.
The group rested to Estefanía on the proposed initiative about rainwater harvesting. It was included in the conclusions.
30 SEPTEMBER 2011
BPW BUENOS AIRES TAKE PART IN THE DRAFT OF THE OFFER THAT WILL BE PRESENTED IN RIO DE JANEIRO NEXT YEAR. Technology of Opened Space: Prioritization of contents for the Final Declaration.
Discussion of offers for the regional action plan.
Statment and Action Plan.
01 OCTOBER 2011 LAST DAY OF SESSIONS Field visit
Lunch, end of the event and farewell.
Participating Institutions: Red Interquorum (Peru) BPW Buenos Aires (Argentina)
Ecoeducar (Argentina) CICODI (Argentina) Red Geo (Ecuador) Red Nacional de Jóvenes de Ambiente (Colombia) Facultad de Humanidades de la Patagonia (Argentina) Organización Argentina Jóvenes para Naciones Unidas (OAJNU) (Argentina) Dirección de Medio Ambiente (Argentina) Centro de Investigación de Energia y Sustentabilidad (Chile) Ministerio de Ambiente (Peru) Comunicación Comunitaria y Edu Comunicación (Brasil) Red Geo Juvenil (Uruguay) Alames Sur Patagonia (Chile) Lixo Cero (Brasil) EcoMania (Argentina) Fundación SOL (Solidaridad, organización, libertad) (Argentina)
BPW BUENOS AIRES
PRESIDENT: Dr. Graciela De Oto
BPW BUENOS AIRES YOUNG COMMITTEE
SOFÍA TORROBA ESTEFANÍA PONCE IVONNE RODRÍGUEZ
BPW BUENOS AIRES SUSTAINABLE DEVELOPMENT
MARÍA VERÓNICA POLINI AURORA PICALLO
BPW BUENOS AIRES EMBASSY OF PEACE On September 14, Dr. Graciela De Oto, President of BPW Buenos Aires Argentina, received the flag of peace in the Senate of the Nation, establishing the headquarters of BPW Buenos Aires as an embassy of peace in the framework of the Unesco. At the same ceremony, the President and Dr. Sandra Bonvehi, who chairs the Peace Committee, received the distinction of Ambassadors for Peace. We are grateful for this recognition implies a commitment to work to build peace.
BPW BUENOS AIRES MENTORING PROGRAM We aim to increase women’s participation in management or leadership positions in Argentina through combining mentorship and leadership skills development. This groundbreaking, 6 month program connects female role models in business and helps women develop their leadership potential and build specific skill sets necessary to thrive as leaders in our businesses and local communities.
OUR INNOVATIVE PROGRAM This 3-‐month ground breaking program benefits both mentees and mentors with progressional leadership workshops, sharing circles, networking activities, diverse volunteer opportunities and traditional one-‐on-‐one mentorship. Tailored matching process broadens participants’ career and personal perspectives, which enhances long-‐term growth. Dynamic agenda focuses on one-‐on-‐one mentoring relationships and group learning. Mentors and mentees develop one-on-one deep, personal relationships that lead to fresh thinking and empowerment. Program creates a warm and positive mentoring environment for the participants to bond, learn, grow and form a long-‐lasting support network among the mentors and mentees. With this investment in leadership diversity, the BPW Mentorship Program promises to inspire and celebrate success in every woman. What does this program offer? The Women in Leadership Mentorship Program provides both mentors and mentees with an opportunity to experience personal and professional growth. This program consists of: • • • • •
Group Mentorship and Networking through BPW events 2 Workshops specifically designed for mentors to improve their leadership skills 2 Workshops tailor-‐made to meet the mentees needs 4 Roundtable/Sharing Circle sessions Certificate rewarded on completion
Who is the program for? Any woman who want to develop their leadership skills. You are currently working part or full time, are seeking for job/attending a job placement program, attending college or university, or retired.
When does it take place? • Buenos Aires, May 2011 Why is it relevant for a potential mentor or mentee? Leadership traits are not something that people are born with; becoming a leader is a process that requires learning, growing, and establishing a specific skill set. The Women in Leadership Mentorship program provides an ideal opportunity for any women to develop and improve those leadership skills that are required in your career and personal life. What differentiates the Women in Leadership Mentorship program? This innovative program promotes the participation of women in economic, social, and cultural life and consists of a dynamic agenda for all participants. From roundtable sessions to skill building workshops, the one-‐to-‐one mentoring truly becomes a partnership that results in 2-‐way learning that each individual benefits from in a unique way. What results can you expect from the program? Both mentors and mentees will advance their leadership capability by building a specific skill set required for all individuals who wish to advance their careers and make an impact on their community. The skills acquired are those needed in order to stand out among many and showcase your full unique potential.
To be a mentor
We believe that mentors come in all shapes and sizes, and share their wisdom and support in a myriad of ways. Sometimes it’s a formal mentorship relationship and sometimes it’s more subtle. Sometimes it’s simply by hearing their stories. Why Mentor? •
• • • • • • •
Encourage young women to reach their full potential within their career fields and their community, and form a one-‐on-‐one relationship that could last a lifetime Receive training from best facilitators in the lower mainland. Enjoy the satisfaction and fruits of giving back to the younger generation by helping an emerging women leader develop to her potential Experience professional and personal growth and renewal Enhance leadership skills, further your professional development, and to become more reflective practitioners. Expand network and connect with professional women at all levels Develop strong ties with and increase opportunities to participate in the local community Strengthen your knowledge base and improve communication skills.
To be a mentee “Support, guidance, laughter and life-‐long friendship.” Why be a Mentee? • Be inspired by your mentor who can offer great insight into your community and future potential, and form a one-‐on-‐one relationship that could last a lifetime. • Learn from the wide range of dynamic workshops-‐ from roundtable to discussions to individual mentoring • Enjoy the 2-‐way learning process and giving something back to your mentor • Experience profesional and personal growth • Enhance leadership skills, further your professional development, and to become more reflective practitioners. • Develop strong ties with and increase opportunities to participate in the local community • Strengthen your knowledge base and improve communication skills. • Support, guidance, life-‐long friendship EVALUATION OF THE PROGRAM The evaluation of a program is a medium that lets us know the successes and mistakes, check the processes to achieve the goals are appropriate and whether the achievement of results isconvenient or inconvenient with respect to the purposes proposed through the SWOT matrix(Strengths, Weaknesses, Opportunities, Strengths, Threats) assessment achieve this pilot program,if you want to share their personal experience (learning, feelings, emotions, etc) can do at the end.Thank you for participating in the program, we hope you have successfully provided training and life experience.
• HUMAN RESOURCES • INSTITUTIONAL SUPPORT(BPW) • FACILITIES OF THE MENTORS COMPANIES
• ATTITUDE OF THE MENTORS IN THE INCLUSION OF THE MENTEES IN THEIR COMPANIES
• CLEAR TRAINING OF THE MENTEES • ORGANIZATION OF MENTORS AND MENTEES TIME
• EXPAND THE PROGRAM TO MORE YOUNG WOMEN • INCREASE THE QUALITY OF THE TRAINING
EQUAL PAY DAY CAMPAIGN
“The difference of income between men and women in the country it is 28,5 %, the inequality relates to the difficulty to accede to managerial charges”.
Gender Pay Gap in Argentina Dr. Graciela B. De Oto In agreement with the official information (OIT), in our country, the women represent 42 % of the working population, but they contribute, in average, less than 30 % of the familiar income. The average comparison of the remunerations of the employees registered for men and women shows a difference superior to 29 % in favor of the first ones. Also the “work in black” between the men is located concerning 37.5 %, whereas between the feminine populations it reaches 49 %. The imbalances as for the informal work justify themselves in its entirety for the strong weight of the feminine work as domestic employees in particular houses, where the informality is extremely high and the wages very low. However, the main factor that explains the difference in the remunerations between men and women is related to the major incident of the informality in the employment deprived for the women. The segmentation for sex of the labor market is one of most important phenomena to explain the minor income of women, since they have a major access to the segments of the market worse paid. Labor Market Women Segmentation
Independent Worker Domestic Service Informal Sector Small & Medium Enterprises Likewise, one of other factors that conspire against the equality is the difficulty that women find to accede to an employment of formal market. In compensation, there are more women than men in the public sector. The percentage of feminine employment in this sector is 17 %. The unequal composition for sex of every labor segment constitutes a determinant factor in the gap of income of men and women. For example, in the black economy, where the poorest women center, they have a low participation in the employer segment -‐ that of major income -‐ and a discharge she attends in the domestic service and the auto employment, with insufficient income and low coverage of social safety
or of mechanisms of support and many of these occupations develop in environments of risk for the health and safety of the workers.
Not minor information is that both in the employment of market and in the public sector, the monthly revenue is lower for the women -‐28 % and 16 % respectively-‐. Productivity
Besides the differences in the quality of the works to which women and men accede, another factor that explains the wage differences has to see with that women work more short labor days. The average of feminine work is 121 monthly hours; whereas for the males, it is 171 hours. Nevertheless, in some cases the shortest labor day of the women has to see with minor opportunities to reach an employment of hourly total occupation, which relegates them to the sub occupation, especially in the domestic tasks. Between the main causes of the income gap there appear the difficulties that women face at the moment of acceding to charges of major hierarchy, in which they receive better remunerations. Conclusion The existence of gender pay gap shows how women’s work is valued revealing gender discrimination and occupational segregation in a specific activity and its linkage with wage differentials. The paid gap will tend to be higher unless governments, trade unions and employers realize that an equal pay helps to achieve better work-‐life balance with the consequent economic growth.
ADVOCACY CAMPAIGN 1. BABIES: BOYS & GIRLS ARE EQUAL? They were born with the same professional & educational expectations, but when they grow, the boy will earn 28,5% more than the girl
Niño o Niña ¿Son iguales?
Estos bebes nacieron con las mismas oportunidades, pero las expectativas
en promedio, un 28,5 %
BPW BUENOS AIRES-ARGENTINA
2.OUR WORK IS EQUALLY VALUED? Women have qualifications as good or better than men, but often their skills are not equally valued and their progress professionals are slower. This results in a wage differential between men and women inArgentina is of 28,5%
NUESTRO TRABAJO ÂżESTĂ IGUALMENTE VALORADO?
Las mujeres tienen unas calificaciones tan buenas o mejores que las de los hombres, pero a menudo sus capacidades no son igual de valoradas y sus avances profesionales son mas lentos. Esto da lugar a una diferencia salarial entre
BPW BUENOS AIRES- ARGENTINA
3.HAVING A CHILD WILL PERJUDICATE MY CAREER?
Family responsibilities are not shared equitably. Because of that women interrupt their careers and often do not return to occupy a job full time.Over three-‐ quarters of part-‐time workers are women
Tener un hijo, ¿perjudicará mi carrera?
Las responsabilidades familiares no se comparten de manera equitativa. frecuentemente su carrera profesional y a menudo no vuelven a ocupar un puesto de trabajo a tiempo completo.. los trabajadores a tiempo parcial son mujeres .
BPW Buenos Aires- Argentina
4. SAME WORK IS EQUAL TO SAME RETIREMENT? The income of women during their working lives are, on average, 28.5% lower than those of men.When women retire, these lower income are translated into smaller pensions. As a result there are more women than men live in poverty in retirement.
驴A un mismo trabajo una misma jubilaci贸n?
Los ingresos de las mujeres durante su vida laboral son, de media, un 28,5 % inferiores a los de hombres. Cuando las mujeres se jubilan, estos ingresos mas bajos se traducen en pensiones mas reducidas. que hombres que viven dentro
BPW BUENOS AIRES-ARGENTINA