Specifically:

• Ensuring equality and equal opportunities in the area of public work, by preventing and opposing every form of physical and psychological violence, harassment and direct and indirect discrimination;
• Optimizing the productivity of public work by improving individual professional performance
• Enhancing the overall organizational performance of the management, by making the organization more efficient and effective through the adoption of measures in favour of organizational wellbeing and promoting equal opportunities and opposition to discrimination.

The Central Guarantee Committee carries out propositional, consultative and verification tasks, within the competence assigned to it by the above-mentioned article 57, paragraph 03, of Legislative Decree n. 165 of 2001.

As regards the propositional function of the Central Guarantee Committee, it’s particularly important the preparation of positive action plans aimed at promoting substantive equality between men and women and conditions of wellbeing in the workplace, as well as preventing or removing situations of discrimination or ethical and psychological violence, mobbing and organizational disease within public administration.

As regards the consultative function, the Central Guarantee Committee takes action to prevent potential situations of discrimination, since it’s called upon to express its opinions on the reorganization plans of the administration to which it belongs, on the training plans for the personnel, on the forms of professional flexibility, on the rounds of conciliation as well as the criteria for personnel assessment. In this respect, administration’s attention should be drawn to make sure they always listen to the Central Guarantee Committee’s opinion about it.

As regards the verification function, the Central Guarantee Committee must send a yearly report (by March, 30^th) on the implementation status of the three-year positive action plan (see paragraph 3.2), on the monitoring of the tasks assigned to the managerial and to the non-managerial personnel and the compensation and organizational positions to detect any pay gap between men and women. Furthermore, the Central Guarantee Committee must carry out important verification tasks in respect to the absence of any form of violence or discrimination, both direct and indirect, in the public workplace. As regards this latter aspect, we believe the Central Guarantee Committee can act, within public administration, as an important sensor for discomfort situations related to violence and discrimination, also aimed at reporting the above-mentioned situations to subjects with functional and territorial competence. In order to enhance such verification function, the President of the Committee promotes the establishment of an organized focus group within the administration, in cooperation with the relevant office for personnel management.

Relevant legislation:

• Legislative decree 165/2001, Guidelines on the modes of operation of “Central Guarantee Committees for equal opportunities, the wellbeing of workers and against discrimination” (art. 21, Law November 4^th, 2010, n. 183) of March 4^th, 2011.
• Directive 2/19 “Measures to promote equal opportunities and enhance the role of Central Guarantee Committees within public administrations”.