Fórsa's youth network is hosting this year’s Fórsa Quiz Night in Dublin on 12th December, with proceeds going towards Transgender Equality Network Ireland (TENI), a non-profit organisation that supports the trans community in Ireland. The Fórsa Choir will hold its inaugural performance at this event. 

The quiz commences at 5.30pm and costs €100 for a table of four. The youth network has asked branches to either take a table or donate €100 to support this worthy cause.

You can get further details HERE.

To register a table, contact the youth committee HERE, or send cheques (made out to the Transgender Equality Network Ireland) to Michael Kerrigan, Fórsa, Nerney’s Court, Dublin DO1 R2C5.

Further talks regarding school secretaries pay and conditions are scheduled at the Workplace Relations Commission (WRC) in early December. In the meantime, Fórsa has advised members that no progress has yet been made, and that the distance between the parties remains significant.

In an update to members of Forsa’s School Secretaries branch last week, the union’s head of education Andy Pike said: “We have to report that no progress has yet been made and the distance between the parties is significant. Your representatives continue to argue that grant funded school secretaries should be employed with the same terms and conditions as their colleagues in the ETB sector.”

The talks involve Fórsa, the Department of Education and Skills, and school management bodies.

Fórsa has agreed to keep the content of the discussions confidential, and Andy said the union was not in a position to disclose any details at this stage. An update will be issued following the next round of discussions.

A tech company that ‘gender-proofed’ its recruitment adverts saw an 80% increase in the number of women recruited into technical positions, according to a new report on female participation in senior management roles.

The study, from employers’ body Ibec, recommends gender-proofing job ads, as research shows that their choice of words can encourage or deter female applicants. Words like ‘enthusiastic’ and ‘fearless’ tend to attract men, while words such as ‘transparent’ and ‘in touch with’ are more attractive to women.

The report found a severe lack of female participation in senior management roles across most sectors of the economy. Drawing on a Central Statistics Office study of companies with over 250 employees, it found that only 11.5% of chief executive officers were female.

The Ibec report compared female participation rates across various levels of management from 2001 and 2018. It found increased numbers of women in senior management functions in HR and personnel, finance and accounting, and customer service roles.

But women are still largely absent from management functions in manufacturing, distribution and engineering, where they are poorly represented at all levels.

While the overall number of women in senior management roles has increased since 2001, they are concentrated in particular sectors. The Ibec report traces this to schools. It highlights the lack of opportunities to take subjects like mechanical drawing or physics in all-girls schools, or home economics in all-boys schools.

It also said that women at lower management levels faced barriers to accessing middle and senior management positions. This means that hiring more women at lower management levels, and incentivising them to enter male-dominated sectors may not necessarily translate into greater representation in middle and senior management roles.

The lack of women in senior roles and in certain occupational sectors is one of the factors feeding the gender pay gap. Fórsa has highlighted this in its #ClockedOut campaign, which is advocating legislation to introduce mandatory gender pay gap reporting.

The gap between earnings in the public and private sectors narrowed between 2015 and 2018, despite the fact that significant restoration of crisis-era pay cuts took place in that period. A new report from the Central Statistics Office (CSO) found that, in those years, the pay differential ranged from -3.8% to +7.1%, depending on how it’s measured.

Meanwhile, pay rise projections from the union-backed Nevin Economic Research Institute (NERI) suggest that the gap may narrow again. It predicts average economy-wide pay increases of 3.6% this year. This is significantly ahead of increases under the Public Service Stability Agreement, which come in at just over 1.75% in 2019.

NERI predicts average economy-wide pay increases of almost 4% next year.

Earlier this year, Fórsa general secretary Kevin Callinan argued that the underlying assumptions of the PSSA, which governs pay across the public sector, should be reviewed to take account of lost spending power, growth rates, and pay movements in the wider economy.

In recent months he has been leading public service unions in talks with the Department of Public Expenditure and Reform (DPER) ahead of negotiations on new pay arrangements to replace the deal when it expires at the end of next year.

The CSO research shows significantly different public-private pay differentials for men and women. The differential for male workers in the public and private sectors ranges from +1% to -10.8% depending on how it’s calculated. In other words, some methodologies show male public servants earning over 10% less than comparable private sector workers.

Women public servants earn between 3.3% and 15.8% more than their private sector equivalents.

The CSO study sets out a range of estimates of the wage differential to reflect different ways of measuring the pay gap. Unlike the data it produces each quarter, the studies take account of relevant factors like employees’ length of service, occupation and education, as well as the size of employments.

They look at a range of methodologies to reflect the fact that economists disagree on the best method to measure the public-private pay gap.

CSO statistician Morgan O'Donnell says comparing pay in the public and private sectors is not a straightforward task. “Complexity arises as the two sectors comprise of a variety of different industries, occupations and workers with differing education, experience and skill sets," he said.

Read the CSO report HERE.

Fórsa general secretary Kevin Callinan has sought a meeting with Tánaiste and Foreign Affairs Minister Simon Coveney to discuss the union’s concerns about the escalating violence against social leaders and trade union activists in Colombia.

The rate of murders of social and trade union leaders – already among the worst in the world – has increased significantly since the present Government was elected in 2018.

The union wants the Irish Government to use its diplomatic relationship with Bogotá to put pressure on its government to fully implement the three-year-old Havana Peace Accord.

The move came on the eve of a Colombian national strike over harmful economic reforms, public service cuts, and lack of compliance with public sector agreements.

In a message of solidarity to Colombian unions and civil society organisations involved in the strike, Fórsa pledged to continue to work to support the full implementation of the Colombian peace process.

The union has participated significantly in the ‘peace monitor mission’ organised by Justice for Colombia. This initiative is jointly funded and supported by trade unions and social justice groups in Ireland and Britain, including Fórsa, which has given support through its member-funded developing world fund.

Along with other unions, Fórsa has expressed dismay at the persistent failure of the Colombian Government to deliver on the Havana Peace Accord.

Fórsa is hosting public meetings on its campaign for a four day working week in Limerick and Galway next week. The events are part of a series of regional meetings taking place following the launch of 4DWI (Four Day Week Ireland) in September.

They come on foot of another boost for the international campaign for a shorter working week, as Microsoft Japan announced it had wrapped up a successful four-day week pilot, which saw productivity rise by 40%.

Fórsa is part of the 4DWI coalition of businesses, trade unions, environmentalists, academics and NGOs established to campaign for shorter working time in all sectors of the economy. The initiative is the Irish leg of an international campaign to establish a four-day week without reductions in pay or productivity.

The new coalition says reduced working time is better for business, better for workers, better for women, and better for the environment. 

The campaign aims to achieve “a gradual, steady, managed transition to a shorter working week for all workers in the private and public sectors.”

Fórsa campaigns director Joe O’Connor said the campaign pledges to promote the concept of a four-day week with Irish businesses. “We’re also offering to those who trial the approach by drawing on the experience of companies like Galway-based recruitment firm ICE and New Zealand’s Perpetual Guardian, which are already reaping the benefits of introducing a four-day week for their staff,” he said.

Orla O’Connor of the National Women’s Council of Ireland (NWCI), Oisin Coghlan of Friends of the Earth, and ICE chief executive Margaret Cox will speak at the meetings, which take place in Limerick on Monday 25th November and Galway on Thursday 28th.

Meanwhile, Microsoft Japan announced that productivity rose by 40% when it tested a four-day week in the summer. Its ‘work-life choice challenge 2019’ saw the tech giant grant its 2,300-strong workforce five Fridays off in a row, without decreasing their pay.

The company said the experiment led to more efficient meetings and happier workers, while staff said they eliminated distractions in the workplace in order to maintain the previous levels of productivity. The pilot also reduced electricity usage by 23%.

Microsoft Japan is the latest in a growing number of firms experimenting with reduced working hours. As well as Perpetual Guardian and ICE, Uniqlo Japan has also trialled a flexible time option to accommodate an extra day off while maintaining the number of hours put in per week.

The Limerick meeting takes place at the Fórsa office, Roxborough Road at 7.30pm on Monday 25th November.

The Galway meeting takes place at the union’s Galway office at Sean Mulvoy Business Park at 7.30pm on Thursday 28th November.

For more information about the campaign visit fourdayweek.ie/

Women experience greater levels of job satisfaction than men. That’s according to new research carried out by the Economic and Social Research Institute (ESRI).

A survey of 48,000 workers across 28 EU countries found differences in job preferences between men and women that were linked to rates of satisfaction.

The study found that men prioritised career progression, pay, benefits, and the reputation of the organisation. But women placed more importance on being interested in the work, work-life balance, skills match, gaining experience, job security and proximity to home.

Previous research has indicated that the gender satisfaction gap is down to women’s lower career expectations. However, these new findings prove it’s actually the difference in initial priorities that creates the divide.

Liking the work and having a good work-life balance are the two preferences most strongly associated with job satisfaction. Because women prioritise these factors when choosing a position, the gender divide is then created.

Therefore, the campaign for a four-day week could actually improve job satisfaction for everyone by creating a greater work-life balance through the reduction of working time.

Read more about that HERE.

Read more about the ESRI research HERE.

Workers lose over €13,000, plus benefits like free travel and the fuel allowance, every time the state pension age is raised by a year. And it costs an additional €11,500 if they have a dependent spouse, according to the Irish Congress of Trade Unions (ICTU).

ICTU, which has called this the “biggest ever cut to the social safety net for working people,” is calling on the Government to reverse its decision to increase the pension age again in 2021.

If implemented, plans to increase the age at which we’re eligible for the State pension to 67 in 2021, and 68 in 2028, will place Ireland at the worst end of international norms.

ICTU says this is unnecessary, not least because Ireland has one of the youngest populations in Europe.

The threshold last rose from 65 to 66 in 2014.

Delegates at Fórsa’s Traveller Equality Network heard that members of the Travelling community feel they have to hide their identity in their workplace because they fear discrimination.

The event, which took place in Sligo last week, included discussions on the need for workplace champions, positive affirmative actions and employment quotas to improve employment opportunities for Travellers in the civil and public services.

Trade union members, community activists and members of the Travelling community heard James O'Leary of Involve say that Ireland's 30,000 members of the Traveller community are a young population, averaging 22.4 years.

Half the Traveller population is under the age of 20.

He outlined the disproportionately high level of unemployment within the community. Only 19.8% of Travellers are in employment, while only 13% complete their second level education.

A safe space

Despite his lifelong activism on racism and anti-discrimination, Fórsa’s head of education Andy Pike said: “I'm part of the problem. My understanding of Traveller issues is very small.

“This is the beginning for Fórsa, bear with us. There is no policy document to dust off and revise. Our starting point is the creation of this safe space, through the union’s equality network,” he said.

Fórsa vice president Margaret Coughlan spoke of her personal experiences getting to know members of the Travelling community, and about the need to break down social barriers.

Margaret and other delegates gave strong support to the creation of workplace initiatives, in particular the need for champions or advocates for Travellers in the workplace.

Bernadette Maughan, a Fórsa member and manager of Sligo Traveller Support Group, spoke about the systematic exclusion of the Travelling community, "There is a blind spot there. We're used to it, it’s always there. This network is a great innovation, but it shows how much still needs to be done."

Housing row

Bernadette also spoke about the recent attacks on Traveller families in the local area.

In a follow up letter to the head of Sligo County Council, Andy raised the union’s concerns about recent problems experienced by a Traveller family where they were allocated housing from the council, and subsequent vandalism attacks on the house occured. He said the provision of public services like housing should not be influenced by the race or ethnicity of service users.

“Fórsa members working across our public services maintain the highest professional standards when carrying out their duties and we note that the council's decision on allocating accommodation remained in place despite what appear to have been strong representations made by others.

“We commend the council for standing firm on this issue and trust that any attacks or damage to housing allocated to Travellers will be fully investigated,” he said.

Discrimation

Fórsa official Richy Carrothers outlined the union’s experience intervening on discriminatory treatment of Traveller workers at the Leitrim Development Company last year. “We discovered the company had been paying Traveller workers just €5 per hour, significantly less than the statutory minimum wage.

“When they were challenged about this, management raised the hourly rate but cut the hours of affected staff. We discovered serious issues of concern about the treatment of Traveller workers there.

“These were staff employed to advance the work and support for Travellers across Leitrim, and who were treated in the most shameful way by their employer,” he said.

Richy said the issue had been resolved following high-level talks but the episode served to highlight the enormous work that still needs to be done to ensure that Travellers are not discriminated against in the workplace.

Irish Congress of Trade Unions (ICTU) general secretary Patricia King paid tribute to Dunnes Stores staff at an event to mark the 35th anniversary of their strike against apartheid in South Africa.

The strike began in July 1984 when Mary Manning was suspended for refusing to sell a grapefruit after her union had backed a boycott of South African goods. Her shop steward, Karen Gearon, ordered a walk-out, and eight more young workers downed tools.

The dispute was to last for two years and nine months, during which the young workers experienced employer hostility, Gardaí harassment, public condemnation by the Catholic Church, and scant support from politicians or even trade unions.

But they gained international attention in 1985 after the South African government deported them from Johannesburg airport eight hours after they arrived at the invitation of anti-apartheid campaigner Bishop Desmond Tutu.

Later that year, two of the strikers were invited to address a UN special committee against Apartheid. In 1987, Ireland became the first west European country to ban South African imports.

“On that day in 1984, none of those workers believed that they had embarked on a particularly lonely road to take on the Irish establishment, make international labour history, and win,” said Patricia.