Principles

There are four basic principles that must be borne in mind to ensure the activities sharingrights proposes are successful.

  • The company must demonstrate its commitment in word and deed.
  • The activities must be undertaken within the scope of a compliance program.
  • Workers can learn while they work.
  • We learn more if we participate and have fun.

  • The company must show its commitment in word and deed.

    For workers to be confident that their employer respects their rights, the company must not only engage in communication but also prove its commitment in the way it conducts its business. It is not enough for the company to claim it will respect workers; their rights must be respected de facto. Remember, what counts is what is done, not what one intended to do.

  • The activities must be undertaken as part of a compliance program.

    Actions proposed in sharingworklife.es are actions that can help companies show their commitment to respecting workers rights and improving the working environment.

    But keep in mind that these are not individual and standalone actions. Companies must implement these activities within a broader framework, for example as part of a compliance program, a continuous training scheme or similar program. These activities must be accompanied by actions, measures, policies and procedures that will ensure effective respect of workers’ rights.

    None of these activities will bring about a change in knowledge or behaviour if implemented on their own. Moreover, if your company just applies them without other accompanying actions this may have the reverse effect: it might convey the idea that the company is underplaying the importance of workers’ rights. This will without doubt reduce levels of trust and worsen the working environment.

  • Workers can learn while they work.

    Sometimes for a worker to learn, the answer is not for him or her to take part in a traditional training activity in a classroom but for you to improve the way in which you communicate with the workforce on a day-to-day basis.

    sharingworklife does propose activities that are class-based methodologies to be conducted in a teaching environment but others, in fact most of the activities, are to be developed “beyond the classroom”, in other words, at the workplace. In traditional terms sharingworklife is about training and communication.

  • We learn more if we participate and have fun.

    The spirit of sharingworklife is based on two complementary ideas:

    (1) How workers’ rights are respected and exercised is a serious issue.
    (2) Rights can be learned in an active and fun way.

    What sharingworklife proposes are active, attractive and fun ways to tell workers about their rights. We try to break with the more conventional – and apparently ineffective – techniques and formulas used by companies today.

    Expert trainers promote techniques that encourage the “student” to take and active part in their own learning rather than passively receive instruction – sitting in class listening to the teacher. The more active the learning processes the more effective and sustainable they are.

    But remember, that to ensure that these training activities do not give the impression that workers rights are not being taken seriously, it is essential to strike a balance between the company’s communication strategy and the way it behaves.

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