“CARE FOR THE CHILD – SUPPORT IN THE FAMILY” – PROGRAMMATIC CONFERENCE OF PASOK

PROGRAMMATIC CONFERENCE OF PASOK

18-19 May 2007

Intervention of Anna Karamanou,

(Member of the National Council of PASOK, former Member of the European Parliament)

“CARE FOR THE CHILD – SUPPORT FOR THE FAMILY” Chapter Vof the programming framework, p. 66.

I appreciate that the title of this chapter evokes associations that refer to the rhetoric of the conservative faction. Without disagreeing on the substance of the chapter’s content, I suggest replacing it with a different, more modern, and broader title, such as: “BALANCING PROFESSIONAL AND PRIVATE-FAMILY LIFE.” By defining through our Program what constitutes balance between professional and personal life and where the boundaries are placed, we also contribute to the international public dialogue that has emerged and intensified in recent years.

Documentation:

1. DEFINITION

The issue is directly related to the economic and social development of the country and concerns workers, governments, employers, trade union organizations, the quality of life, and the functioning of the family. It pertains to gender equality and how paid and unpaid work is distributed. It certainly also relates to the demographic problem.

Balance between professional and personal/family life means that employees experience a fulfilling life that combines paid work with other activities, such as unpaid household work, caregiving and raising children, participation in social or political events, meetings with friends, hobbies and sports, various recreational activities, and personal development. The sense of balance is mainly connected with the sense of control over our lives, our choices, and the ability to combine productive work with our personal needs and our creative powers with the economic and social development of our country.

2. THE POLITICAL ECONOMY OF BALANCING FAMILY AND PROFESSIONAL LIFE

2.1. αλλαγές στις καθιερωμένες νόρμες εργασίας

It is a fact that the explosive development of science and technology, as well as the globalization of the economy, put established practices and work norms into question, while at the same time imposing new burdens on individuals and families. The structure and timing of work have always been under constant change, but in our era it seems that these changes are accelerating. Businesses are under constant pressure to produce products and services, at the right quality, at the right price, and at the right time. This pressure often leads to new ways of organizing work in order to make the most of the company’s personnel and equipment. Thus, as modern demands increase and working hours are elongated, the ability to achieve a satisfactory balance in one’s life seems increasingly unattainable.

The public dialogue and primarily the interest of women’s organizations focus on how employees will raise their children while also being consistent with their professional obligations, as well as how they will respond in case of illness of children or dependent relatives. However, the focus of attention solely on the difficulties of balancing professional life with parental responsibilities does not facilitate a full understanding of the significance and value of the balance between work and family life. Thus, it is useful to examine the issue within the framework of political economy.

The fundamental question that arises is how we can reconcile our private life with paid work, without undermining the productivity of work or the health of workers, who are already experiencing the consequences of competitiveness and work intensity. The dilemma has already been astutely expressed by John Monks, General Secretary of the European Trade Union Confederation: “the most important aspect of work organization is time – that is, when we work, for how long, and how we can balance working time with time outside work.” The Confederation argues that achieving a balance between work and other aspects of life has significant benefits for society as a whole. Employers also recognize that employees who face conflicts between their roles as parents and as workers are less creative and productive.

Many studies indicate that in recent years, paid work has become more intensive, more stressful, and thus less satisfying. Research by the London School of Economics on employee satisfaction levels showed a clear decline in satisfaction between 1992 and 2000, for both men and women. The data concern the daily workload they had to manage, working hours, access to professional training, and job security. 27% (2000 study) said that the available time for their family obligations was increasingly decreasing, while eight years earlier, 21% held this opinion.

2.2. εντατικοποίηση της εργασίας

Experts argue that the lack of job satisfaction among people is not so much due to the nature and object of the work, but mainly to intensification, the increase in working hours, and the overexploitation of workers. It is interesting to note that the greatest dissatisfaction is manifested at the top and at the bottom of the hierarchy, specifically among high-ranking executives and semi-skilled workers. At the same time, among women, the greatest dissatisfaction is expressed among unskilled female workers.

The gap, therefore, between the rhetoric about the combination of professional and family life and the reality of the workplace is very large. There are not many employers who provide their staff with facilities for childcare, such as parental leave and nurseries, while most are completely unaware of the issue. This is despite the fact that studies in the last decade confirm that companies reap significant benefits from work-life balance policies. Research shows a direct relationship between these policies and reduced absenteeism, stress management, as well as increased productivity and job satisfaction among employees.

In any case, it is very interesting that market experts have discovered that the demands and claims of women’s organizations and the feminist movement for strengthening women’s employment and independence, as well as the old demand for enhancing social infrastructure for the care of children and dependent relatives, are related to the market and the competitiveness of the economy.

2.3. η στρατηγική της Λισσαβόνας

The European Union, facing fierce competition from the USA and Asian countries, adopted the reconciliation of professional and family policy as one of the priorities of European policy (the corresponding demand from the feminist movement is the fair distribution between men and women of the obligations and responsibilities of the public and private spheres).

The Lisbon strategy, which aims to make the economy of the European Union the strongest and most competitive in the world by 2010, set a plan-quota for member states for female employment at 60% by 2010. Currently, only Sweden meets this target, while Greece is around 40%. The European Council of Barcelona (2002) also set a clear timeline: By 2010, childcare services should cover 33% of children aged 0-3 years (Greece is below 10%) and 90% of children aged 3-6 years. A “Roadmap 2006-2010” for achieving equality was also approved by EU officials, while the Spring Council of 2006 approved the European Gender Pact, which aims to strengthen female employment. What is really happening?

2.4. The demographic problem

Greece, like other EU countries, is facing a shrinking workforce, low birth rates, and an aging population. Experts have therefore calculated that facilitating women’s access to the labor market and creating conditions for balancing professional and personal life can contribute to enhancing the productivity of the economy through better utilization of human resources and combating unemployment. Indeed, studies and cost-benefit analyses from the International Labour Organization have shown that the medium-term gains from investments in childcare far exceed the short-term costs. It is also estimated that for every 100 jobs filled by women, an additional 10 jobs are created in the service sector.

At the same time, the demographic problem is also being addressed, since, as is well known, EU countries with a satisfactory care services system also have the highest fertility rates. However, it seems that long-standing demands of women’s organizations are also being met, such as: strengthening women’s economic independence and autonomy, closing the income gap, ensuring the well-being of children and their education through quality care and educational programs, reducing stereotypes and prejudices, improving the quality of life for workers and those continuing their studies, and consequently promoting a fairer distribution of private and public sphere obligations between men and women and a more balanced life.

4. WHAT CAN HAPPEN?

One of the answers is: more and better childcare services, sufficient and affordable preschool childcare centers and kindergartens, as well as care for children who finish school at noon or early afternoon (full-day schools provide solutions), parental leaves shared between fathers and mothers. Universal childcare for all who need it is a social necessity for the ^21stcentury. The relevant chapter of the Program fully meets this need.

Additionally, I would like to emphasize that action needs to be taken and coordination must exist at all levels:

Government: The PASOK government will need to address the changes occurring in the structures of family, work, and society through a strong social policy, as outlined in the program plan. The example of the Scandinavian countries has demonstrated that the welfare state can coexist harmoniously with the development and competitiveness of the economy. The legislative authority always maintains an important role: in supporting citizens with care responsibilities, in expanding the network of kindergartens and all-day schools, in defining parental leaves, as well as the minimum wage and working hours. Continuous dialogue and cooperation between the government and civil society are needed, and of course, the implementation of existing legislation. Additionally, political interventions that impact culture and overturn outdated stereotypes are necessary.

Businesses and employers: with family-friendly policies that leverage the skills and talents of employees, exclude any discrimination based on gender, and facilitate employees in combining a successful career with a balanced and happy personal life.

Trade union organizations: They should show greater concern for the difficulties faced by workers in the workplace in their efforts to combine work with family obligations. This issue needs to be placed at the top of the agenda of trade union organizations.

Social organizations and mainly women’s organizations: To highlight the issue with imagination and courage and to empower local action for more and better care for children and the elderly.

At an individual level: better organization of our time and priorities is needed, protection of personal life, perhaps less television, and more time for recreational activities and continuous education and training. Balance does not mean that we do everything perfectly. We examine our priorities and set boundaries.

Family and cohabitation agreement: People should value gender equality, companionship, communication, friendship, and share fairly, in a democratic framework, all responsibilities, obligations, and pleasures, both in the private and public sphere.

In the event of divorce or termination of the cohabitation agreement, a division of pension rights between the partners should be provided for. The division shall also apply in the event of death, provided that there have been more than one marriage and divorces.