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INTRODUCTION
The need for more flexibility is a key element in the
current policy debate on the present stance and future of the
European economy and labour market. The European Commission
believes that Europe has to be less rigid in terms of its
institutions, regulations, culture and policies in effectively
addressing the fundamental impact of accelerated globalisation
processes, increased competition and rapid changes in the
demand and supply dynamics1.
The Social Dialogue and trade unions first have a great
role to play in this context. Three are the major challenges for us:
first, the issue of representation; second, the relation between
trade unions and new job’s forms and precarity, with the new
social stratifications; third, the necessity for a high quality answer
concerning relations between trade union, institutions and
politics.
It is possible to face these questions only rethinking
ourselves, in order to co-operate each others in Europe and to
exchange best practices. The first step toward a participation’s
meaning where trade union and company work together to
guarantee the work’s and competencies’ development. Indeed,
the rapid and perpetual change of labour market and civil society
requires a re-definition of trade unions themselves, to be able to
manage change and not only to fit in it. It is necessary to redefine
structure and organisation for answering Professionals and
Managers’ exigencies, for supporting them. In this sense, a maledominant
trade union is not able to respond to working women’s
needs, therefore it has to become “female-dominant” as well. A
gender opportunity perspective is necessary....
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