IMPORTANT LEGAL NOTICE
 

 Work Life Balance Network ascii version

Ireland

 
DP Managing organisation : An Post
Other national partners : Bus Atha cliath
IARNROD EIREANN
EQUAL theme :Equal opportunities - Reconciling family and professional life 
Type of DP :Sectoral - Services 
DP Legal status :Association without legal form 
DP identification :IE-20 
Application phase :Approved for action 2 
Selection date :15-05-2002 
Last update :05-08-2005 
Monitoring:  

Rationale

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The organisations in the DP have inherited historical legacies from a homogeneous male dominated workforce. These include traditional work patterns, inflexible images and a bureaucratic approach to autonomous decision making even relatively minor matters. As a result, there is a lack of experience of varied work patterns or of working with more heterogeneous groups. There is also a negative perception of change in relation to work practices, which in many instances, is seen as trading 'real jobs' (ie., full time jobs) for jobs that are not real, in terms of security, tenure and opportunity for promotion. Against this backdrop, the organisations are coming together to pool their experience and expertise in order to develop a core of 'change agents' in key decision making roles within the companies who will be instrumental in developing more flexible forms of policy, practice and procedure.

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Objective

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The aim of the project is to deliver a diagnostic tool which will assist organisations to objectively assess their lifestyle / family friendly status and where necessary build strategic actions plans to address deficits. The diagnostic tool will be developed jointly by the managers, trade unions and staff of the organisations involved in the DP. It is thus intended that family friendly policies ill move from being a 'women's issue' into mainstream good practice. The primary target group are human resource community representatives, key organisations policy implementers, trade union officials and trade union representatives within the organisations.

Specific objectives are:

· To benchmark current working practices and arrangements against best practice, flexible working in other sectors
· To analyse the results and assess the capacity for creating a lifestyle / family friendly working environment within the participating organisations.
· To develop and pilot a variety of flexible working arrangements in the different organisations in the DP with a view to mainstreaming a variety of attendance patterns and working arrangements
· To identify and develop key competences required by managers and trade union representatives to support a lifestyle / family friendly working environment.
· To use the action based research and learning to develop a lifestyle/family friendly diagnostic tool

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Innovation


Nature of the experimental activities to be implemented Rating
Training ***
Work organisation, improvement of access to work places ***
Studies and analysis of discrimination features ***

Type of innovation Rating
Goal-oriented ****

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The proposal identifies this with reference to the coming together of some of the larges employers in the state to promote family friendly policies and in the involvement of all internal stakeholders, with reference to the creation of a core group of expertise on flexible working across the organisations and with reference to developing a generic diagnostic tool which can be used by other organisations.

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Budget Action 2

500 000 – 1 000 000 €

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Beneficiaries


Assistance to persons 
Unemployed  60.0%  40.0% 
Employed  0.0%  0.0% 
Others (without status, social beneficiaries...)  0.0%  0.0% 
  100.0% 
 
Migrants, ethnic minorities, …  0.0%  0.0% 
Asylum seekers  0.0%  0.0% 
Population not migrant and not asylum seeker  60.0%  40.0% 
  100.0%
 
Physical Impairment  0.0%  0.0% 
Mental Impairment  0.0%  0.0% 
Mental Illness  0.0%  0.0% 
Population not suffering from a disability  60.0%  40.0% 
  100.0% 
 
Substance abusers 0.0%  0.0% 
Homeless  0.0%  0.0% 
(Ex-)prisoners  0.0%  0.0% 
Other discriminated (religion, sexual orientation)  0.0%  0.0% 
Without such specific discriminations  60.0%  40.0% 
  100.0% 
 
< 25 year  30.0%  20.0% 
25 - 50 year  30.0%  20.0% 
> 50 year  0.0%  0.0% 
   100.0% 

Assistance to structures and systems and accompanying measures Rating
Discrimination and inequality in employment ****

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Empowerment

 

 With beneficiaries

Participation
Promoting individual empowerment
Developing collective responsibility and capacity for action
Participation in the project design
Changing attitudes and behavior of key actors

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The action research will involve managers, unions and staff in reviewing their practices and procedures, rather than bringing in experts. In addition, the use of conference and focus groups will enable staff to influence outcomes

 

 Between national partners

N.C.

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Transnationality

 

 Linguistic skills

  • English

 Percentage of the budget for transnational activities

  • 3.0%

 Transnational Co-operation Partnerships

Transnational Co-operation Agreement DPs involved
1735 PINI PT 2001-092
2997 DIGIN (Dutch Irish Gender Interaction Network) NL 2001/EQG/0004

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Background

 

 Involvment in previous EU programmes

  • One partner involved in A&E

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National Partners


Partner To be contacted for
An Post Co-ordination of experimental activities
Design of the project
DP managing organisation
Evaluation
Monitoring, data collection
Transnational partnership
Bus Atha cliath
IARNROD EIREANN

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Agreement Summary

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The Work Life Balance Network DP will explore and facilitiate the absorption of work life balance policies and promote models of good practice in semi-state, local authorities and some private organisations that are currently facing a period of isgnificant change. The WLBN DP aims to raise awareness that achieveing work life balance isn't just about childcare and eldercare. Its about having control and flexibility over work and non-work life activities, including social and personal activities. It's about being free enough to give all you need at work and at home without jeopardising one for the other.

Development Partnership Agreement summarywww.wlbn.net

Last update: 05-08-2005 dot Top


An Post


GPO O'Connell St
Dublin 1
Dublin
www.anpost.ie

Tel:+353018728888
Fax:+353017058274
Email:bernadette.barrington@anpost.ie

 
Responsibility in the DP: Co-ordination of experimental activities
Design of the project
DP managing organisation
Evaluation
Monitoring, data collection
Transnational partnership
Type of organisation:Other
Legal status:Semi-public organisation
Size:>250
NUTS code:Dublin
Date of joining / leaving:31-10-2001 / 30-11-2001

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AN Post is the national postal communication services provider



Contact person(s)

Name First name Phone E-mail Responsibility
Barrington Bernadette +353017058680 bernadette.barrington@anpost.ie Financial and Administration

Last update: 05-08-2005 dot Top


Bus Atha cliath


56-60 uppr O'Connell St
Dublin 1
Dublin
www.dublinbus.ie

Tel:+353017033094
Fax:
Email:

 
Responsibility in the DP:
Type of organisation:Other
Legal status:Semi-public organisation
Size:>250
NUTS code:Dublin
Date of joining / leaving:31-10-2001 / 30-11-2001

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Statutory transport provider - Dublin



Contact person(s)

Name First name Phone E-mail Responsibility
Normaly Pat +353017033094 pat.normaly@dublinbus.ie General information

Last update: 05-08-2005 dot Top


IARNROD EIREANN


Connolly Station
Dublin 1
Dublin

Tel:+353017032499
Fax:
Email:

 
Responsibility in the DP:
Type of organisation:Other
Legal status:Semi-public organisation
Size:>250
NUTS code:Dublin
Date of joining / leaving:31-10-2001 / 28-02-2006

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Statutory provider of transport Services



Contact person(s)

Name First name Phone E-mail Responsibility
Conaty Philipa +353017032499 philipa.conaty@irishrail.ie general information

Last update: 05-08-2005 dot Top



 
 
 
 

 
 
 
 

 
 
 
 
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Work Life Balance Network

Rationale

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Trouver des partenaires aussi proches que possible pour la soumission de cette proposition, à savoir, engagés dans les politiques avantageuses pour les familles, possédant une connaissance des rôles sexuels, des personnes âgées et des problèmes de santé mentale, afin de développer des méthodes innovatrices et créatrices de satisfaction des défis identifiés.termes de sécurité, de jouissance de fonction ou d’opportunité de promotion. Contre cette toile de fond, les organisations se rassemblent pour mettre en commun leur expérience et leur expertise afin de mettre en place un noyau ‘d’agents du changement’ dans le processus de prise de décision, faisant des rôles au sein des entreprises un instrument plus efficace dans l’élaboration de formes de politiques, de méthodes et de procédures plus flexibles.

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Objective

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L’objectif du projet est de proposer un outil de diagnostic qui aidera les organisations à évaluer objectivement leur statut de style de vie / familial et là où il s’avère nécessaire, d’élaborer des plans d’action stratégiques pour enrayer les déficits. L’outil de diagnostic sera mis au point conjointement par les cadres dirigeants, les syndicats et le personnel des organisations impliquées dans le DP. L’intention est ainsi de permettre aux politiques avantageuses pour les familles de passer d’un ‘problème spécifique aux femmes’ à une bonne pratique dominante. Le premier groupe cible est composé des représentants des ressources humaines, des membres des organisations-clés à l’origine de la politique, des officiels des syndicats et des représentants des syndicats au sein des organisations. Les objectifs spécifiques sont les suivants :·
Evaluer les méthodes de travail actuelles ainsi que les arrangements pour les comparer aux bonnes pratiques et au travail flexible dans d’autres secteurs ·
Analyser les résultats et évaluer la capacité de création d’un environnement de travail avantageux pour les familles et le style de vie au sein des organisations participantes.
· Elaborer et piloter une variété d’arrangements de travail flexibles dans les différentes organisations du DP, dans le but de réduire à l’essentiel une variété de modèles de présence et d’arrangements de travail ·
Identifier et développer les compétences-clés requises par les cadres dirigeants et les représentants des syndicats pour favoriser un environnement de travail avantageux pour les familles et le style de vie.
· Utiliser la recherche basée sur l’action et apprendre à élaborer un outil de diagnostic avantageux pour les familles et le style de vie

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Innovation

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Innovation

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La proposition effectue cette identification en se référant au rassemblement de certains grands employeurs dans l’état afin de promouvoir les politiques avantageuses pour les familles et grâce à l’engagement de tous les intéressés en internes, en se référant à la création d’un groupe central d’expertise sur un travail flexible au travers des organisations et en se référant au développement d’un outil de diagnostic générique pouvant être utilisé par d’autres organisations.

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Empowerment

 With beneficiaries

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La recherche de l’action impliquera des cadres dirigeants, des syndicats et du personnel en révisant leurs pratiques et procédures, plutôt que de fournir la présence d’experts. De plus, l’utilisation de la conférence et des groupes cibles permettra au personnel d’influencer les résultats.

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