Issuu on Google+

FEMINIZING  OF  THE  MIGRATIONS.  INTEGRATION  IN  THE  DIVERSITY  

Organization  Intervener  and  Details  of  Contact:  

Organization:  Business  and  Professional  Women  Buenos  Aires  Club  

E-­‐mail:  bpwbuenosairesclub@gmail.com  

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.  

Training  

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.  

Duration  

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.  

Process  

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  

Practical:  

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  

     


Marcelo  Caldano  

 

    Veronica  Cipolatti  

 

 


Livia  Achcar  

         

 

 

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  

STRAIGHTS  

WEAKNESSES  

THREADS  

OPPORTUNITIES  

•  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


BPW Activities