• Sensibiliser les entreprises aux questions du salaire équitable
• Mener une réflexion interdisiplinaire sur cette problématique
• Développer des compétences méthodologiques et des outils de réflexion utiles à la compréhension du salaire équitable
• Exposer des bonnes pratiques en la matière

Public

• Entrepreneur, membre et représentant des organisations internationales, des syndicats, d'organes de certification (ISO, SGS) ou d'administrations publiques
• Cadre chargé de la direction ou de la gestion des ressources humaines
• Journaliste
• Toute personne intéressée par les mécanismes salariaux et la responsabilité sociale des entreprises

Programme

• L'approche du salaire équitable (Fair Wage): définition, dimensions et résultats
• Quelle méthodologie pour identifier les cas de discriminations salariales?
• Problématiques salariales le long de la chaine de production
• Quel rôle pour les certificateurs ?
• Rémunérations des directions d'entreprises
• Risk and Image Management: la gestion de l'équité salariale
• Témoignage d'une entreprise certifiée "Equal-Salary": le cas des Service industriels genevois

Wenden Sie sich für weitere Informationen an Frau Heidi Suter, Kursadministratorin:
Heidi.suter@fhnw.ch

Fachhochschule Nordwestschweiz
Bereich Wirtschaft
Riggenbachstrasse 16
CH-4601 Olten
Tel +41 (0)62 286 01 17

Course Outline: Is ‘gender’ still an issue in social and organizational sciences? And, if it is, does it concern only bodily difference, discrimination practices, and organizations as reproducing inequality?
Many scholars argue that nowadays ‘gender’ has lost its importance. A well-known critic of modernity writes: ‘As anatomy stops being destiny, sexual identity more and more become a life-style issue’ (Giddens, 1992: 199). The consequences of accepting the definition of sexual identity as gender and gender as a life-style are that gender is again relegated to the private, organizations regain innocence, and the micropolitics of organization life are obscured. This representation of gender will be contrasted with the argument that the changing social and historical meaning of ‘gender’ is destabilizing its interpretative categories, bringing to the fore the plurality of differences (not only those related to gender) and, together with the appearance of multiple voices, the claim to multiple knowledges.  Gender has to do not only with bodies, and power, but also with the politics of knowledge, and therefore with organizations as containers of different bodies and sexualities, as arenas of power/knowledge, and with organization theory as a system of knowledge representation.
The contention that the organizational knowledge conventionally called ‘organizational theory’ (OT) is male gendered is too well known to reiterate. It is less well known, however, that the dialogue that has taken place since the 1970s between critical reflections on gender – what I shall call ‘feminist theory’ (FT) – and OT has involved numerous voices and has enriched both areas of thought.
In this course I start from the premise that neither FT nor OT is a homogeneous and unitary body of knowledge, my intention being to illustrate the multiple points of view expressed by those involved in this conversation, and to outline current developments within it. I shall argue that the theoretical interests of OT and FT may converge on a research programme centred on the politics of knowledge. In developing this thesis, I shall briefly survey the main theories in gender studies, showing how they represent the relation between gender and organization and contribute to analysis of organizations and organizational processes. I conclude with a reflection on the politics of knowledge in FT and OT and the – ironic, nomadic, eccentric – knowing subjects.

The course is structured along three parts (and days):
1.        Positioning of gender studies within Organization Studies: problematizing gender categories and seeing ‘gender’ as a practice phenomena;
2.        Positioning a gender perspective within the PhD interests and ongoing research;
3.        Participants give and receive feedback on their assignment paper in order to learn how to write an article on gender and organization.

Students are expected to take part in group work and group presentations. Groups will be assigned at the seminar according to student's interests. Until June 10 students – individually - write an academic paper (5.000-7.000 words), which inserts a gender perspective in their PhD topic. The paper is written in the format of an article that in principle could be submitted to one of the journals of gender/organization studies. How to write a paper will be part of the course program.

The course language is English.
Registration and eligibility:  Doctoral students from the Swiss network of gender studies are invited to participate in this seminar. Eligible are all students official enrolled at a Swiss University providing written evidence that the seminar is accepted for doctoral studies at their home university.  For the succesful participation 4 ECTS are awarded.

Das Weiterbildungskursprogramm REGARD richtet sich im Besonderen an die Nachwuchswissenschaftlerinnen sowie die Professorinnen der Universitäten der Westschweiz und des Tessins. Das Programm hat zum Ziel, Frauen in ihrer beruflichen Laufbahn zu unterstützen und einen Beitrag zur Chancengleichheit an den Universitäten zu leisten.

Mehr Informationnen unter : www.unifr.ch/regard

Le programme d'ateliers de formation continue REGARD s'adresse à la relève académique féminine ainsi qu'aux professeures des Universités de Suisse latine. L'objectif est de soutenir ces femmes dans leurs défis professionnels ainsi que d'apporter sa contribution à l'égalité des chances dans les universités.
 
Plus d'informations sous : www.unifr.ch/regard