TRADE UNIONS IN THE DIGITAL AGE: COUNTRY FICHE ON ITALIAN MANUFACTURING SECTOR - ADAPT - ITALY - BargainUp
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
TRADE UNIONS IN THE DIGITAL AGE:
COUNTRY FICHE ON ITALIAN
MANUFACTURING SECTOR
Agreement Ref. n. VS/2019/0280
Ilaria Armaroli, Giacomo Pigni
ADAPT - ITALY
January 2021This country fiche has been realised within the framework of the BargainUp (Bargaining Upfront in the Digital Age) project (VS/2019/0280), co-financed by the European Commission. The project is led by the Italian metalworkers’ organisation FIM-CISL, in partnership with the trade unions ACV-CSC Metea, IF Metall and UGT-FICA, respectively from Belgium, Sweden and Spain, the Workers’ Education and Training College (WETCO) of the Bulgarian trade union confederation CITUB, the Italian research centre ADAPT, the Luleå University of Technology (Sweden), the Technic University of Cartagena (Spain), the Catholic University of Leuven (Belgium) and the Office of Cooperation between the Ruhr University of Bochum and IG Metall (Germany). This country fiche has been developed thanks to a desk research, six interviews with national trade unionists, conducted between April and June 2020, and one focus groups with 10 local trade unionists and worker representatives, held on October 19, 2020 PARTNERS: FIM-CISL (Italy) - Coordinator ACV-CSC Metea (Belgium) - Partner ADAPT (Italy) - Partner Catholic University of Leuven (Belgium) - Partner IF Metall (Sweden) - Partner Luleå University of Technology (Sweden) - Partner Technic University of Cartagena (Spain) - Partner Ruhr University of Bochum (Germany) - Partner UGT-FICA (Spain) - Partner Workers’ Education and Training College (WETCO) (Bulgaria) - Partner
INDEX
1. Governmental policies for the digitalisation of the economy ...............................4
Main achievements get by the plans and the gaps to be overcome ............................6
2. General indicators for the manufacturing sector ..................................................8
Main priorities and issues at stake ...........................................................................14
3. Fundamentals of industrial relations in the italian manufacturing sector .......16
Main priorities and issues at stake ...........................................................................19
4. Approaches and practices of national trade unions for digitalisation in the
manufacturing sector .............................................................................................22
General approaches and practices of national trade unions ...................................23
References.......................................................................................................................281.
GOVERNMENTAL POLICIES
FOR THE DIGITALISATION
OF THE ECONOMY
The Industry 4.0 National Plan (2017- innovative SMEs and start-ups;
2020) was launched in September 2016 a guaranteed fund in favour of
by the Italian Ministry of Economic companies or specialists with
Development with the governmental financial difficulties who are
support. unable to receive bank credit;
• It envisaged the creation of a ▪ Skills and research, incl. the
consultative-coordinating body, implementation of the national
called “Cabina di regia”, composed of plan of school digitalisation; the
public institutions, trade and improvement of school-to-work
employers’ associations, trade unions transition coherently with the
and the academic world. process of Industry 4.0; the
• Three inspiring principles: strengthening of Industry 4.0
o Operating with a logic of training offered in higher
technological neutrality. technical institutes; the increase
o Intervening with horizontal and of industrial 4.0 PhDs; the
not vertical or sectoral actions. implementation of both lifelong
o Influencing enabling factors. learning via interprofessional
• Four strategic plans, consisting in two funds and Technological
key lines and two accompanying Clusters. Plus, this line is
lines: supported by the creation of
o Two key lines: Digital Innovation Hubs
▪ Innovative investments, incl. (designed for creating “local
hyper-amortisation and super- bridges” between government
amortisation of Industry 4.0 and public authorities,
capital goods; tax credits for companies, research centers,
innovation and research; universities, think tanks, start-
subsidised loans for SMEs ups and industrial players) and
investments in new machinery national Competence Centers
(so-called “New Sabatini”); tax (taking the form of public-
deductions and tax free of private partnerships made up of
capital gains on medium to at least one research body and
long-term investments (so- one or more enterprises with the
called “Patent Box”) and other task of supporting companies in
financial incentives for the implementation of newCOUNTRY FICHE ITALY
5
technologies and launch of The main points of the National Plan
innovation projects). have been promptly merged into Budget
o Two accompanying lines: Laws for 2017, 2018 and 2019.
▪ Enabling infrastructures, Moreover, super-amortisation, “Nuova
incl. the implementation of Sabatini” and the SME Guarantee Fund
“ultra-broadband connection”; have been confirmed though with slight
contribution to the definition of remodulations and changes in the so-
standards and criteria for IoT called Decreto crescita [Growth
interoperability. Decree] (Law Decree No. 34/2019).
▪ Public support tools, incl. Plus, the Budget Law for 2019 has
reform and refinancing of the introduced for both 2019 and 2020 a
SME Guarantee Fund; new voucher for SMEs acquiring consultancy
“development contracts” aimed services aimed at supporting their
at financing companies’ technological and digital transition, an
development plans; strong EUR 3 million-financing of innovative
investments in digital sales educational projects in industrial
chains (so-called “Made in Italy engineering and management and a Fund
Plan”); tax incentives for (equipped with EUR 15 million) for
performance-related bonuses subsidising research and innovation
established in company-level or projects to be realised in Italy by private
territorial collective agreements and public players and directed to
and offered to workers, with the Artificial Intelligence, Blockchain and
possibility of converting the Internet of Things.
amount in welfare measures.
The Transition 4.0 Plan (2020-2022)
In September 2017, after one year from was launched in December 2019 by the
its launch, the Industry 4.0 plan changed Italian Ministry of Economic
its name into Enterprise 4.0 National Development, with the aim of updating
Plan with the objective to expand the the 4.0 industrial policy and making it
target even beyond manufacturing by more inclusive and sustainable. The Plan
encompassing other economic sectors allocates EUR 7 billion on the following
incl. services. measures:
• One of the novelties of the plan • Transformation of super-amortisation
consists of a tax credit for workers’ into tax credits for Industry 4.0 capital
training activities to gain or improve goods.
knowledge on Industry 4.0-related • New tax credit for research and
technologies. The tax credit is granted development, innovation and design
to companies only in relation to those with an enhanced focus on expenses
training activities established via for personnel rather than for new
company-level or territorial collective machinery.
agreements. • Update of the tax credit for workers’
training activities by simplifying
access procedures (i.e. Budget LawCOUNTRY FICHE ITALY
6
for 2020 has eliminated the Italy and were directed to Cyber
requirement of the signature of a Security, Horizontal Integration of data
company-level or territorial collective and information across all productive
agreement) and including higher processes, and Industrial Internet of
technical institutes among the Things. Most enterprises (62.4%)
possible training providers. invested in only one or two Industry 4.0
technological solutions: however, the
In 2020, a public consultation was number of 4.0 devices deployed by large
launched concerning 2025 A Strategy enterprises was generally higher. 4.0
for technological innovation and enterprises were therefore larger than
digitalisation of the country, tackling traditional ones, characterised by young
three key challenges: digitalisation, and qualified managers and more
innovation and sustainable and ethical inclined to hire new workers, invest in
development of society. A consultative- employee skills’ development, and
coordinating body is established export in international markets. Greater
involving different Ministries and propensity to innovation was detected
coordination is promoted via dialogue among enterprises producing electrical
processes with local municipalities, machines and equipment, means of
regions, private stakeholders, etc. Task transport and chemical and rubber
forces will be launched to carry out products. Industry 4.0 was less
sectoral specific actions within the widespread in the mechanical, wood,
strategy. agri-food and apparel industries. Overall
Industry 4.0 products-related market
kept growing during 2018, thanks to
Main achievements get by the Italian companies’ investments led by
plans and the gaps to be Enterprise 4.0 National Plan. Most
widespread technologies were Industrial
overcome
Internet of Things, Industrial Analytics
The penetration of digital technologies and Cloud Manufacturing (Ministry of
in companies. At the beginning of 2018, Economic Development, 2018).
only 8.4% of industrial enterprises used
at least one Industry 4.0-related Consultancy and training in
technology. However, 4.7% of 23,700 digitalisation projects. Consultancy
interviewed companies declared to and training activities linked to
invest in digital devices in the following digitalisation projects constituted, at the
three years (this proportion increases beginning of 2019, the smallest Industry
among enterprises that have already 4.0-related market share. Moreover,
initiated a digital transformation path). workers and HR leaders were involved in
56.9% of 4.0 enterprises stated to have the planning and development of digital
benefitted from at least one support solutions respectively in only 7.8% and
measure, made available by the 6.8% of the 192 enterprises considered in
government. Main investments were the survey carried out by the “Industry
concentrated in Northern and Central 4.0 Observatory” of the Polytechnic ofCOUNTRY FICHE ITALY
7
Milan and published in 2019. Most of the skills, compared to an average
considered enterprises had already proportion of 58% in other EU countries
initiated a process to map their digital and the share of Italian adult people
skills gap and design necessary training involved in lifelong learning activities is
activities. However, mainly 4.0 smaller by over 3 percentage point than
enterprises tend to be aware of their gaps the EU average: similar bad
in digital skills; traditional enterprises performances have been detected with
(i.e. those not using 4.0 technologies and reference to the proportion of ICT
not planning to introduce them) are less specialists in Italian companies.
able to identify their difficulties However, Italian enterprises appear to be
(Ministry of Economic Development, more and more aware, after the first
2018). investments in Industry 4.0, of the need
for new skills and public policies focused
The neglection of the “Skills and also on this side of development are
research” key line. By and large, the strongly recommended (Bandini, 2020).
Enterprise 4.0 National Plan appears to
be focused on subsidising companies’ The need for further interventions on
investments (private resources allocated the effects of digitalisation at work.
to this domain have been huge especially Policy interventions more specifically
until 2019). By contrast, the key line on targeted at the Industry 4.0 possible
Skills and research has always been impacts on work (e.g. the blurring
weaker (Prodi, Seghezzi and Tiraboschi, boundaries between subordination and
2017) and most recent Italian self-employment, the risk of
governments have continued to neglect technological unemployment, skills
this axis. The introduction of a tax credit needs) are strongly advocated. Although
for workers’ training activities doesn’t Industry 4.0 and notably Cyber Physical
seem enough for the realisation of a solid Systems are expected to challenge work,
system that guarantees a successful labour markets and labour relations,
match between high skills and these issues are still not adequately
productive needs. Today 41% of Italian addressed (Seghezzi and Tiraboschi,
population has basic or advanced digital 2018).2.
GENERAL INDICATORS
FOR THE MANUFACTURING SECTOR
Characteristics of manufacturing enterprises (30.5%), followed by large
companies. The manufacturing sector in (24.1%), medium (23.1%) and micro
Italy is mostly made up of companies enterprises (22.3%). Metal products and
that have less than 10 employees food industries are those with the highest
(81.4%), followed by companies with number of enterprises (respectively
10-49 employees (15.9%), companies 17.8% and 13.6%); plus, 14.7%, 12.5%
with 50-249 employees (2.4%), and and 10.9% of manufacturing workers are
companies with at least 250 employees employed respectively in metal products,
(0.3%) (ISTAT, 2018 data). Employees machinery and equipment production
are particularly concentrated in small and food industries (ISTAT, 2018 data).
Figure 1. Dimension of enterprises in the manufactoring sector
2,2%
0,3%
15,5% Number of enterprises with less than 9
workers
Number of enterprises with more than 9
workers but less then 49
Number of enterprises with more than
49 workers but less then 250
82% Number of enterprises with more than
250
Source: ISTAT database (http://dati.istat.it/Index.aspx?DataSetCode=DICA_ASIAUE1P)
Level of employment. Manufacturing is immediately followed by the retail sector
the most important sector in Italy (19.8%) (ISTAT, 2018 data). The trend
concerning the number of people of employment in the sector has however
employed (21.6% of overall workers), been declining since 2008, with a slowCOUNTRY FICHE ITALY
9
recovery that began in 2017 (Eurostat manufacturing companies reduced by
database, 2020). This trend goes hand in 20,000 units from 2016 to 2018
hand with a decrease in the number of (Confindustria, 2019).
enterprises in the manufacturing sector:
Figure 2. Level of employment in manufacturing (based on NACE Rev 2)
4407
4168
4003 3932 3951 3944
3846
3733 3654 3662 3744
3619
2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019
Source: Annual enterprise statistics by size class for special aggregates of activities (NACE Rev. 2),
Eurostat, 2020
Workers’ skills. Between 2008 and the top and bottom of skills distribution.
2017, the Italian manufacturing industry Conversely, medium-level tasks tend to
experienced a growing polarisation of be performed by physical capital and
skills, with a progressive increase of low technology. Despite this trend, in 2017,
(incl. low qualified workers and the majority of employees in Italian
salespeople) and high (incl. managers, manufacturing (63%) were medium-
professionals and technicians) skilled skilled (incl. office clerks, craftsmen and
workers (Confindustria, 2019). This skilled blue-collars, plant and machine
phenomenon is attributed to the operators and assembly workers),
deployment of digital technologies and whereas highly qualified (incl.
the increasing complexity of modern managers, intellectual, scientific and
global value chains, particularly technical professionals) and low-skilled
requiring cognitive and manual though workers (incl. non-qualified professions
non-routine skills, which concentrate at and salespeople) correspondedCOUNTRY FICHE ITALY
10
respectively to 29% and 8% of the total. collars and technical professionals, and a
Compared to data provided at the EU lower incidence of managers and
level in the same period, Italian intellectual and scientific professionals
manufacturing exhibits a higher (Confindustria, 2020).
concentration of craftsmen, skilled blue-
Figure 3. Proportion of blue-collars and white-collars in manufacturing sector
8% Low (Non-qualified professions and
professions in commercial activities
29% with primary or lower secondary
school qualifications)
Medium (Office workers, craftsmen
and skilled workers with post-
secondary non-tertiary, upper-
secondary and lower-secondary
qualifications)
Hight (Executives, intellectual and
scientific professionals and technical
professionals with Bachelor's
degree, Master's degree or Ph.D. )
63%
Source: Rapporto Confindustria, Dove va l’industria italiana?, edizione 2019. The report is based on
Eurostat data, 2017
Labour productivity. As for labour 2019). With specific reference to the
productivity (measured as value added manufacturing industry, in the 2006-
per hour worked), Italian performance 2017 period, the pharmaceutical sector
was lower than that registered across EU experienced the most considerable
countries between 1995 and 2018 growth (+27.4%), followed by the
(+0.4% compared to +1.6% in EU28). manufacture of means of transport
The productivity of capital contributed (+25.9%) and wood and paper industry
by 0.4% to this trend, while the impact of (+21.8%). Worst performing sectors
total factor productivity was zero. Italian were the manufacture of electrical
sectors leading the growth of labour equipment (-7.3%) and electronic and
productivity were ICT services (+2.1%), optical products (+0.1%). No data are
financial and insurance businesses available in 2016 and 2017 as regards the
(+1.2%) and agriculture (+1.5%), while manufacture of coke and refined
industry (incl. manufacturing) registered petroleum products, although a 76.3%
a weaker increase (+0.9%) (ISTAT, decrease in labour productivity wasCOUNTRY FICHE ITALY
11
already detected in this sector from 2006
to 2015 (ISTAT database).
Figure 4. Rates of change in labour productivity
8.0
6.0
4.0
2.0
0.0
Aggregate data in the
Manufacturing industry
Food Industry
Textile industry
Chemical industry
Metallurgical industry
Building industry
manufacturing sector
-2.0
-4.0
-6.0
2015 2016 2017 2018 2019
Source: Istat data base (http://dati.istat.it/)
Level of competitiveness. In 2017 (the industries. By contrast, the least
most recent available data), most competitive sectors were those typically
competitive manufacturing activities in characterising Made in Italy and the
Italy were those related to the Italian model of specialisation, such as
pharmaceutical sector and the food, textile, apparel, leather, metal
production of beverages, motor vehicles, products and furniture sectors. By and
oil products, machinery, chemical large, these sectors have not boasted
products and other means of transport, significant competitiveness rates since
also characterised by high company 2008 and have not managed to improve
dimensions and high levels of their condition so far. Conversely, few
productivity, propensity to sectors like metallurgy and the industry
internationalisation and innovation. of electric equipment have experienced a
Above the average of manufacturing recent decline in their performance
competitiveness levels, we can also (ISTAT, 2020b).
detect the rubber, electronic, and paperFigure 5. Synthetic Indicator of Structural Competitiveness (ISCo)* by sector of economic activity.
Manufacturing sector average: 100
160
140
120
100
80
60
40
20
0
Metallurgy sector
Textile sector
Chemical sector
Pharmaceutical sector
Food sector
Wood and furniture sector
Automotive sector
Beverages sector
Rubber and plastics sector
Metal products sector
Electric equipment sector
2015 2016 2017
* Competitiveness is measured by ISTAT via the ISCo indicator, considering profitability, foreign market
competitiveness, cost competitiveness and innovation
Source: Rapporto sulla competitività dei settori produttivi, ISTAT, 2020
Digitalisation. Between 2016 and 2018, companies investing in digital
42.9% of manufacturing enterprises technologies (ISTAT 2020a). With
initiated a development path towards reference to governmental measures for
either technological modernisation, Industry 4.0, in 2017 hyper-amortisation
diversification of the core business, was mostly used by manufacturing
transition to new activities or innovative enterprises: 4,400 of them benefitted
transformation. Among the areas which from it. Interestingly, while a significant
companies invested in, we can list: proportion of metalworking companies
research and development, digitalisation, invested in Industry 4.0 capital goods,
human capital, internationalisation and the average value of such investment was
social and environmental sustainability. higher in companies producing oil,
In regard to digitalisation in chemical and paper goods. This reflects
manufacturing, the pharmaceutical and the different degree of deployment of
chemical industries have the highest machinery and software and hence
proportions of innovative enterprises, digital technologies in the various
respectively with 94.1% and 86.6% ofCOUNTRY FICHE ITALY
13
manufacturing industries (Confindustria,
2019).
Figure 6. Manufacturing enterprises by level of digitisation
1%
15%
Very low
44%
Low
Hight
Very hight
40%
Source: Indagine ICT Istat, 2019COUNTRY FICHE ITALY
14
Figure 6. Employment rate of low-skilled* workers (age group 20-64)
56.9 56.7
56.3 56.4 56.1
55.5
54.9
54.2
53.3 53.6
52.5 52.8 52.6
52.2 52.1 52.1 51.8 52.1
51.7 51.3 51.7
50.7 51
49.9 50.1 50 50.3
49.4
48.8 48.7
2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019
EU (28 countries) Italy
* The employment rate of low skilled persons is calculated by dividing the number of persons in employment
with at lower secondary education
Source: Eurostat, 2019
Main priorities and issues at (Nedelkoska, Quintini, 2018). In this
stake context, it would be essential to invest in
training for adults, but only 60.2% of
The need for workers’ training. Italy is companies (with at least 10 employees)
very backward in terms of digital provide training for their workers (less
technology integration within firms: than the OECD European average of
only 9% of B2C (business-to-consumer) 76%). It could therefore be essential to
firms sell online while, more generally, strengthen the role of joint
the level of digitalisation in interprofessional training funds
manufacturing is low (DESI, 2020). As (established and managed by social
regards the level of e-skills in human partners in Italy and aimed at financing
capital (both "internet user skills" and vocational training), that are regarded as
"advanced skills and development") Italy valuable tools to reach a large number of
is ranked last in Europe together with workers even in SMEs and to provide
Bulgaria and Romania, with 30% of training adapted to the needs of the
human capital with basic skills and 10% market (OECD, 2020).
with advanced skills (DESI, 2020). In
addition, because of the introduction of Strengthening workers’ participation.
new technologies, 15.2% of jobs are at Worker participation at company level
high risk of automation and a further appears to be e necessary to face the key
35.5% may undergo significant changes challenges of our time in a sustainable
in the way they are performed and inclusive way (Hoffmann et al.,COUNTRY FICHE ITALY
15
2020). Moreover, the post-Fordist
economic system has laid the Collective bargaining over data
foundations for a more participatory protection and data usage. Datafication
model: there has been a shift from the and big data are not only the core of the
‘hard’ task and performance two most discussed new business and
management typical of the Taylorist technology models (i.e. platform
model to a greater search for workers’ economy and Industry 4.0) but have
ideas which is functional to the mantra of already permeated also traditional
continuous improvement. These organisations, entering all their
processes are pushing towards a more departments (marketing, production,
horisontal and less vertical work sales, finance) (Degryse, 2016; Bodie et
organisational model (Accornero, 2001). al., 2017). Despite this trend, in Italy, the
However, as far as Italy is concerned, role of workers’ representatives is still
practices of direct employee limited to ensuring the protection of
participation have developed later than workers’ data against potentially
in other countries and they are largely excessive surveillance and monitoring
weak, as characterised by little by management. By contrast, labour
communication about the organisation of representation does not actively
work between employees and participate in decision-making processes
management (Eurofound, 2015). Plus, concerning data collection, analysis and
they are generally managed solely by usage at workplaces (Dagnino,
employers and not integrated in the Armaroli, 2019).
industrial relations framework, with very
few exceptions (Armaroli, 2020).3.
FUNDAMENTALS
OF INDUSTRIAL RELATIONS
IN THE ITALIAN MANUFACTURING SECTOR
Industrial relations in Italy are Trade union federations (representing
characterised by a low degree of legal both blue-collars and white-collars) of
institutionalisation (in the sense that CGIL, CISL and UIL covering
legislation and the state play a limited manufacturing are: FIOM-CGIL, FIM-
role in the regulation of collective CISL and UILM-UIL (gathering
bargaining) and a high degree of metalworkers); FILCTEM-CGIL,
voluntarism (in the sense that trade FEMCA-CISL and UILTEC-UIL
unions and employers’ associations are (gathering workers in various sectors
voluntary organisations regulated by incl. chemical, pharmaceutical, textile,
private law, and that industrial relations eyewear, rubber, glass, leather, ceramic
are largely dependent on power, rather sectors and industrial laundries); FLAI-
than determined by external recognition CGIL, FAI-CISL and UILA-UIL
of their role) (among others, Cella, 1989; (gathering workers in the food sector as
Cella, Treu (eds.), 1998; Cella, Treu well as agriculture); FILLEA-CGIL,
(eds.), 2009; Colombo, Regalia, 2016), FILCA-CISL and FENEAL-UIL
at least in the private sector. These (gathering workers in wood, cement and
conditions have made larger brick industry as well as constructions);
organisations subject to the pressures and SLC-CGIL, FISTEL-CISL and
and opposition from their constituents, UILCOM-UIL (gathering workers in
which tend to compromise the paper industry as well as in
development of cooperative industrial entertainment and telecommunication
relations and pave the way to the growth sectors).
of independent autonomous unions Further associations operating in
(Colombo, Regalia, 2016). manufacturing are mostly - though not
exclusively - affiliated either to UGL
Union pluralism is indeed an important (Unione Generale del Lavoro),
element of industrial relations in Italy. CONFSAL (Confederazione Generale
There are three main trade union Sindacati Autonomi Lavoratori) or
confederations: CGIL (Confederazione CISAL (Confederazione Italiana
Generale Italiana del Lavoro), CISL Sindacati Autonomi Lavoratori).
(Confederazione Italiana Sindacati In addition to these associations, there is
Lavoratori) and UIL (Unione Italiana del FEDERMANAGER-CIDA representing
Lavoro). managers in the industrial sectors andCOUNTRY FICHE ITALY
17
signing NCLAs with main employers’
associations.
Figure 6. Trade union density in Italy
Trade union density
49.6
38.7
37
34.4 35.5 34.4
24.7
1960 1970 1980 1990 2000 2010 2018
Source: OECD Stat (https://data.oecd.org/), 2020
According to OECD database, trade employers’ associations representing
union density in Italy was in 2018 at large companies (generally adhering to
34.4% after experiencing a decline from CONFINDUSTRIA), employers’
the 1980s and a stabilisation since 2000. associations representing small and
In 2012-2013 trade union density in medium companies (generally affiliated
manufacturing was 31.4% (CNEL- to CONFAPI or CONFIMI), employers’
ISTAT, 2015). associations representing craft
Not considering the NCLAs signed by companies (affiliated e.g. to CNA or
the least representative trade union CONFARTIGIANATO) or employers’
organisations, there are approximately associations representing cooperatives
45 NCLAs reached by CGIL, CISL and (affiliated e.g. to LEGACOOP or
UIL or FEDERMANAGER and CONFCOOPERATIVE). In the
covering Italian manufacturing sector metalworking sector, we have a further
(CNEL, 2019). This significant number first-level collective agreement signed
is explained by the fact that many by the automotive group FCA-CNH
commodity-related sectors have specific Industrial with national trade union
NCLAs; plus, even single commodity- organisations (with the exception of
related sectors can be covered by various FIOM-CGIL), following the decision of
NCLAs as they can be signed by either the former management of FIAT to leaveCOUNTRY FICHE ITALY
18
CONFINDUSTRIA representation the private sector are covered by
system and disapply its NCLA in 2011. company or territorial collective
agreements. In smaller companies, most
Italy has a multi-level collective employees are not covered by any labour
bargaining structure, as specified in representation body and subsequently,
cross-sectoral agreements from the by any company-level collective
1990s (Tomassetti, Forsyth, 2020). The agreement. However, due to the quite
first level is the national (either sectoral high number of companies in the metal
or cross-sectoral) and the second level is sector with more than 250 employees,
either territorial (regional or provincial) second-level bargaining has a higher
or firm-level (sometimes further incidence there than in the rest of the
articulated into group-level, company- economy (Leonardi, Ambra, Ciarini,
level, workplace-level, department- 2017).
level, etc.). Criteria of coordination are:
• Delegation: the second contractual Main workplace labour representation
level (territorial or company) can bodies are:
regualate matters that are • Unitary labour representation
specifically devolved by the body (Rappresentanza sindacale
national collective agreement. unitaria, RSU), firstly envisaged in
• Ne bis in idem: the second level can a 1993 agreement signed by
regulate matters not covered by the CONFINDUSTRIA and the three
national collective agreement. This main trade union confederations. Its
criterion though is apparently role and composition have been
disappearing from cross-sectoral confirmed, though with some
agreements. changes, in the following cross-
• Derogation: the second level can sectoral collective agreements
modify (also in peius) the signed until today. As a result, the
regulations contained in national RSU can be established in
collective agreements, though workplaces with more than 15
within the limits and in line with the employees and its members are
procedures established at the elected by workers among lists
national level. presented by the trade unions that
have signed or adhered to the above-
Collective bargaining coverage has mentioned cross-sectoral
been steady over the last 30 years, agreements. It is endowed with
particularly thanks to voluntary bargaining rights at the workplace
extension mechanisms in individual level.
employment contract and case law, in a • Workers’ representatives for
context characterised by the lack of a safety (Rappresentanti dei
legal extension mechanism. In 1985 it lavoratori per la sicurezza, RLS): as
was 85% and in 2016 it was 80%. As set forth in Legislative Decree No.
regards second-level collective 81/2008, they operate in each
bargaining, only 35% of employees in workplace (one RLS in workplacesCOUNTRY FICHE ITALY
19
with up to 200 employees; three company-level collective
RLS in workplaces with 201 to 1000 bargaining and worker participation
employees and six RLS in larger systems. Another example is the
workplaces). The RLSs have the Company joint observatory,
legal right to access workplaces, envisaged by the NCLA for the
receive all documentation chemical and pharmaceutical sector,
concerning risk assessment and as a place for information and
prevention measures, and call in the discussion between workers’
authorities if prevention/protection representatives and management on
measures are not adequate. issues like organisational and
Interestingly, in some sectors (e.g. technological changes and their
energy and chemical- impact on work (ADAPT, 2020).
pharmaceutical), NCLAs have • Direct employee participation
extended the competences of RLSs practices (i.e. teamwork,
also to environmental issues, thus continuous improvement groups,
giving rise to the figure of RLSA suggestion schemes, etc.), generally
(the workers’ representative for promoted and implemented by
safety and the environment), or management. However, from 2016
RLSSA (the workers’ representative the Budget Laws have established
for health, safety and the fiscal incentives (and then also
environment). contributory cuts) for those
companies introducing, via
Participation rights. Though enshrined collective bargaining, both variable
in Article 46 of the Constitution, the right pay schemes for employees related
of workers to collaborate in the to productivity goals and employee
management of companies has never participation practices. The
materialised. Participation practices can introduction of these measures has
thus be introduced either unilaterally by engendered a moderate increase in
management or by collective bargaining company-level collective
and generally take the form of: agreements on the topic, especially
• Joint labour-management in the manufacturing sector
committees, that are generally (ADAPT, 2018).
established via collective bargaining • Employee shareholding, allowed
and aimed at promoting non- thanks to specific Articles included
confrontational relations to deal in the Civil Code. However, it is not
with single issues (e.g. welfare, widespread.
performance-related pay, skills and
training, health and safety, etc.).
One example is the National joint Main priorities and issues at
observatory for the metalworking stake
industry established with the task of
monitoring the economic Social dumping via collective
development of the sector, bargaining. Among the possible sideCOUNTRY FICHE ITALY
20
effects of union pluralism, there is the unsustainable in the long run
fragmentation of representation (as (Tiraboschi, Massagli, 2019).
regards both labour and management
side) and the multiplication of NCLAs. Scant development of company-level
In Italy, there are currently 935 national collective bargaining and almost total
collective agreements in force (CNEL, absence of territorial bargaining.
2020), compared to 922 in 2019 (CNEL, Issues such as productivity and
2019) and 844 in 2018 (CNEL, 2018). innovation goals could be better dealt
Although the proliferation of NCLAs with by collective bargaining in
can be the result of physiological companies (or territories) rather than at
processes of sectoral specialisation the sectoral level, as they may vary
and/or transformation, this phenomenon significantly across different areas or
has been explained also in terms of social enterprises. However, the number of
dumping, given the rise of collective company-level collective agreements
agreements signed by non-representative has reduced lately compared to the
employers’ and trade union figures reached in the Eighties (Sateriale,
organisations with the sole aim of 2017). According to some reports
lowering wage levels and labour costs (Fondazione Di Vittorio, 2020; ADAPT,
(Gottardi, 2016; Tomassetti, 2019). 2020; OCSEL, 2019), the diffusion of
Though more widespread in other company-level collective bargaining
sectors, the manufacturing industry is not increases in a way directly proportional
immune to the problem, as well- to the company size and it thus generally
demonstrated by an empirical research excludes small enterprises. In addition,
conducted on the apparel industry partly due to the location of large
(Rizzuto, 2019). Among the proposed manufacturing groups, company-level
solutions, the most discussed one is the collective bargaining concentrates in
introduction of mechanisms to measure specific areas (i.e. in Central or Northern
the representativeness of trade unions Italy), leaving other territories largely
and employers’ associations in order to uncovered. Moreover, territorial
select applicable and lawful NCLAs collective bargaining, which should have
(Carinci et al., 2014). For some scholars, the potential to extend the benefits of
such a regulation can no longer be collective negotiations also to small
postponed (De Luca Tamajo, 2018; enterprises (Bavaro, 2017; Bellardi,
Caruso, 2017); for others, it would imply 2008), is found to be limited to specific
a dangerous political interference with areas and sectors (agriculture,
the autonomy of social partners. And it’s construction). Finally, even where it
not just that: as the assessment of social takes place, collective bargaining does
partners’ representativeness would not always give rise to very good
require the identification by law of the practices and in many cases,
boundaries of economic sectors, that confrontational relations, scant worker
however rapidly change and evolve, this participation and limited trade union
solution is bound to be ineffective and involvement in developmental issues
(e.g. worker training, performance-COUNTRY FICHE ITALY
21
related pay, welfare policies, strong promotion by the Italian
organisational innovation) still prevail government (Dagnino et al., 2020).
(Tomassetti, 2017). Moreover, the pandemic has turned out
to be an accelerator of the effects of
The effects of Covid-19 on industrial digitisation (UNCTDA, 2020) and it has
relations. The Covid-19 emergency forced social partners to invest in
brought about significant challenges to training and innovation in times of low
companies and workers, and productivity. To support this trend, the
subsequently, it considerably affected Italian government has set up a fund
the content and dynamics of industrial (“Fondo Nuove Competenze”) to which
relations. Notably, in the acute phase of companies can apply, after the signature
the pandemic, social partners had to shift of a dedicated collective agreement, for
their focus from issues such as digital financing employee training
innovation and the ageing of the (Impellizieri, Massagli, 2020). Finally,
workforce (which constituted the some assumptions have been made about
priority in many workplaces and how industrial relations in Italy will
territories) to the negotiation and change after Covid19. For instance, there
management of economic support are claims that industrial relations will be
measures, work organisation more cooperative, oriented to
rearrangements and health and safety productivity goals and aimed at
matters. Importantly, remote working endowing companies and workers with
went from being a privilege of certain further economic support measures in
sectors and a limited number of workers, addition to those provided by
to representing the main topic of several government (Castro, 2020).
collective negotiations, also given its4.
APPROACHES AND PRACTICES
OF NATIONAL TRADE UNIONS
FOR DIGITALISATION
IN THE MANUFACTURING SECTOR
The information contained in this conducted between April and May 2020,
paragraph was obtained through six and a focus group with 10 local trade
semi-structured interviews with six unionists and worker representatives,
national trade union representatives, held on October 19, 2020.
Trade union representatives interviewed Participants in the focus group
• WR1: General Secretary of a national trade • WR8: member of the worklace representation
union federation in the metalworking sector (Fim body in a chemical enterprise, adhering to
– CISL). Femca-CISL
• WR2: member of the Secretariat of a national • WR9: Head of the Training Department of a
trade union federation in the metalworking sector regional trade union federation in the
(Fiom – CGIL). metalworking sector (Fim –CISL Veneto)
• WR3: General Secretary of a national trade • WR10: member of the workplace representation
union federation in the food industry (Fai – body in a textile company, adhering to Femca-
CISL). CISL
• WR4: member of the Secretariat of a national • WR11: General Secretary of a local trade union
trade union federation (Femca – CISL), with federation (Femca – CISL, Valsesia Vercelli)
expertise in the apparel industry. • WR12: member of the workplace representation
• WR5: member of the Secretariat of a national body of an automotive company, adhering to
trade union federation (Femca – CISL), with Fiom-CGIL
expertise in the chemical-pharmaceutical sector • WR13: member of the workplace representation
• WR6: member of the Secretariat of a national body of a steel enterprise, adhering to Fiom-
trade union federation (Uiltec – UIL), with CGIL
expertise in the chemical-pharmaceutical sector • WR14: member of the workplace representation
body of chemical enterprise, adhering to Uiltec-
UIL
• WR15: member of the workplace representation
body of an an eyewear sector enterprise,
adhering to Femca-CISL
• WR16: member of the workplace representation
body of a chemical enterprise, adhering to
Femca-CISL
• WR 17: General Secretary of a local trade union
federation (Uiltec – UIL, Vicenza).COUNTRY FICHE ITALY
23
General approaches and placed emphasis on possible risks and
practices of national trade challenges for workers. WR8, for
instance, believes that the introduction of
unions
digitisation changes the organisation of
Vision and perspective. All respondents work and eliminates several job tasks,
believe that it is not possible to combat forcing workers to specialise. WR 10,
digitisation, which needs to be known instead, states that digitisation is both an
and governed. All federations point to opportunity and a challenge: an
training as an essential tool to deal with opportunity for the company (e.g.
digitisation, as it influences every aspect digitalisation of services during the
of work (i.e. production, organisation, Covid-19 emergency) and a challenge
security, privacy, skills). Some for workers (e.g. transformation of the
respondents (WR1, WR4) would like to production process).
see trade unions more proactive towards
digitisation. Other respondents (WR2) Research activities. Many trade union
are particularly attentive and highlight federations have not carried out research
the problems arising from ungoverned activities on digitisation. Respondents
digitisation (i.e. the polarisation of skills; say that, in general, initiatives in this
the weakening of national sectoral-level field have been episodic, sometimes in
collective bargaining, given the collaboration with employers’
increasingly blurring contours of organisations (WR6) or led by individual
economic sectors; and the obsolescence companies (WR5). Moreover, the task of
of traditional distinctions between organising research activities generally
subordination and self-employment, as lies with trade union confederations,
they are more and more overlapping). which may then involve sectoral
Respondents also identify some federations (WR3). However, trade
obstacles in implementing their union organisations in the metalworking
approach to digitalisation: i.e. the lack of sector stand out as particularly engaged
awareness and knowledge among social in research. Indeed, FIOM-CGIL relied
partners about the rapidity of current on the Sabattini Foundation (a research
transformations (WR4, WR1) and the organisation established on the initiative
difficulty of communicating their vision of the same trade union) to start its own
to workers and managers (WR6). Other reflection on digitisation in 2017: a
respondents (WR2 and WR3) believe position paper was then released and
that digitalisation should be governed by discussion groups with local worker
participatory models of industrial representatives were organised
relations and that an obstacle is throughout the country to verify the
represented by companies trying to actual impacts of digitalisation. Plus,
manage the phenomenon unilaterally. empirical studies were conducted in four
Similar views have been expressed also Italian regions: Veneto, Piedmont,
by local trade unionists and worker Lombardy and Emilia-Romagna (the
representatives, who however have latter study was carried out inCOUNTRY FICHE ITALY
24
collaboration with IG Metall of Lobbying. All the interviewees
Wolfsburg, given the interdependency of complain about the lack of involvement
the respective automotive chains) of trade unions in the definition of
(WR2). Conversely, FIM-CISL national public policies, especially with
promoted and participated in a study on regard to the transformation of work.
the effects of the World Class The last real experience of social
Manufacturing methodology on the dialogue reported by WR1 is the so-
Italian establishments of FCA-CNH called “Cabina di Regia” of the Industry
Industrial (Campagna et al., 2015); it 4.0 Plan (a consultative-coordinating
also contributed to write a “Green Paper body that included national and local
on the role and functions of Competence institutions, trade associations, trade
Centers” and a “White Paper on work unions and the academic world), which
and competences in Industry 4.0” was then followed by a Commission on
respectively in 2016 and 2017, in Artificial Intelligence set up by the
collaboration with the ADAPT research former Ministry of Labour and Social
team; and in 2018, it promoted, along Policies, Luigi di Maio. Overall,
with the Association of clerks and relationships with public authorities
managers of FCA-CNH Industrial mainly involve trade union
(ACQF), the research “Clerks and confederations and only when specific
managers towards Work 4.0” focused on sectoral topics are concerned, trade
10 metalworking companies (WR1). At union federations may be directly
the local level, a digital literacy project engaged. All the interviewees (and
has been promoted and implemented particularly WR3) share the need to
between 2019 and 2020 by FIM-CISL in improve the involvement of social
the Veneto region, in partnership with partners in policy making concerning
the University of Padova and the training lifelong learning. At the same time,
provider, IAL: the initiative was obstacles to a fruitful dialogue with
intended to design and promote digital public authorities have been identified in
literacy programmes in metalworking the lack of shared demands across
companies and more than 600 workers different trade unions and the prevalence
have already attended these courses. of a short-term approach, related to
Finally, UILTEC-UIL is working with specific problems (WR4). In addition,
the employers’ association, respondents report quite good examples
Federchimica, to deepen the impact of of lobbying and social dialogue in some
digital transformation at company level: regions and local areas (e.g. Emilia-
the idea is to set up working groups made Romagna), particularly in relation to the
up of managers from different use of the European Regional
companies, that discuss with trade union Development Fund. Finally, WR1 has
representatives about current long advocated the creation of so-called
transformations and jointly plan “digital territorial ecosystems”,
developmental paths. conceived as local networks and areas of
debate involving social partners, public
institutions and VET providers. WithinCOUNTRY FICHE ITALY
25
these digital territorial ecosystems, WR1 for worker representatives and company
would support the development of a local managers.
skills monitor system.
Collective bargaining. Collective
Training activities. All interviewees bargaining varies greatly from sector to
confirm that training courses for trade sector. In the metalworking sector, great
union representatives have been carried attention has been paid to worker
out with modules dedicated to training especially via the introduction,
digitalisation. In general, these courses in the 2016 renewal of the NCLA, of an
(conducted at both national and regional individual right to training, materialising
level) are organised by trade union in 24 hours in three years devoted to
confederations (e.g. the Research Centre training due to each metalworker
of CISL), though involving employed. WR1 believes that the right to
representatives of trade union training should be the starting point for
federations among participants. WP5 obtaining an individual right to skills
stresses the importance to focus on the assessment and validation; plus,
improvement of the skills of trade union negotiations for revising the job
delegates, particularly as regards classification system in line with current
workers’ training. WR2 complains about organisational transformations are
the lack of partnerships between trade ongoing. Alongside training, WR2
unions and universities/research believes that new information rights
organisations in the design of trade union should be introduced to deal with
training activities. That is why, FIOM- organisation and technological
CGIL is working on a possible innovation at the national and company
collaboration with the Scuola Superiore level with a participatory approach.
Sant’Anna of Pisa on topics linked to Relevant experiences in this sense have
Industry 4.0 and innovation in welfare been reported in some companies
and health. In addition to engaging with operating in the packaging and
some EU-cofunded projects on training automotive industry in the Emilia-
measures for trade unionists (e.g. “Smart Romagna region but they are not
Unions for New Industry (SUNI)” widespread. Plus, WR2 reveals that
initiative), FIM-CISL has set up a company-level collective bargaining
partnership with Fastweb Digital struggles to cover issues such as
Academy, to provide trade union organisational innovation and
representatives with basic digital skills. productivity (which though are relevant
Finally, as reported by WR6, UILTEC- in the light of Industry 4.0), mainly due
UIL has launched a training course on to the difficulty to establish a normative
digital communication for worker framework enabling information and
representatives, with a test phase led in participation on these matters.
Sicily. Plus, the same trade union is According to WR2, the tax credit for
cooperating with the employers’ worker training increased the number of
association Federchimica in the collective agreements on this issue and
organisation of joint training seminars probably, a tax credit also forCOUNTRY FICHE ITALY
26
technological investments could help initiative “Flexibility, Objectives,
expand the matters covered by collective Results (FOR)” for a new way of
bargaining. Similarly, WR4 operating in working in the chemical sector) and
the food industry stresses the need for a health and safety. Notably, possible risks
preventive approach to digitalisation, of remote working have been reported by
thanks to collective negotiations taking worker representatives, who highlight
place prior to the introduction of new the need for their containment through
technologies. An important initiative in collective bargaining (WR10, WR11,
this sense has been launched jointly by WR12, WR13, WR15, and WR17).
trade unions and managers at Unilever Other relevant issues to be covered by
Italian sites (Roesel, 2019). Overall, at collective bargaining at company level,
the company level, many worker are data collection and usage (WR12).
representatives strongly emphasise the Finally, as regards possible new levels
need to assess the lack of basic digital for collective bargaining, WR2 and WR4
skills among workers. Coherently, the stress the importance to set
NCLA for the chemical and homogeneous rules within a same
pharmaceutical sector placed emphasis production chain, whereas WR6
on worker training, especially via the highlights the potential of “local
enhancement of a trade union delegate in networks”, where SMEs could jointly
companies with specific responsibilities face the challenges related to
for occupational training (WR6) and the digitalisation.
provision of an individual booklet for the
registration of training activities (WR5). Multi-stakeholder programmes. Only
Conversely, in the eyewear sector, a new a few of the interviewed federations
job classification system has been reported multi-stakeholder programmes.
recently introduced. Experience in this WR1 complains about a lack of
field and in the apparel industry has cooperation with employers’
proved that it is hard to establish a associations in the metalworking sector
general framework covering all and blames social partners and public
companies within a sector as they may authorities, who are often slow at
largely differ as regards the organisation recognising relevant issues and actively
of work. Therefore, general guidelines operating to address them: there still is
can be established at national level, but an anti-innovation culture to be
company-level collective bargaining contrasted in Italy. Conversely, in the
should be allowed to make adjustments chemical and pharmaceutical sector,
(WR4). Other issues increasingly collaboration between trade unions and
covered by collective bargaining, also employers’ associations on
due to the Covid-19 pandemic, are developmental issues has been reported
working time (with reduced time and (WR6 and WR5). A joint laboratory for
eased procedures to set changes in the study of digital transformation in the
working time at company level, as food industry is also advocated by WR6
revealed by WR5), remote working in partnership with the employers’
(with, for instance, the 2020 jointCOUNTRY FICHE ITALY
27
association, Federalimentare, and its learning (WR6, WR1), distance
member organisations. collective bargaining (WR12, WR17)
and the provision of union services
Impact of digitisation on the internal through new tools such as apps (WR1,
organisation of trade unions. All WR3). As far as membership is
respondents claim that digitalisation has concerned, digitalisation has not
changed the way they communicate with apparently changed membership rate or
their members. Generally, social composition: a process of increase in the
networks have been integrated with more number of white collars (compared to
traditional means of communication blue collars) started several years ago
(WR1). By and large, the restrictions (WR5). WR2 and WR5 believe that
imposed by the pandemic led to an digitalisation has led to changes in
increase in remote work even for trade workers’ needs and demands (e.g.
unions. Digitalisation has also changed training), in the face of which trade union
traditional tools for members’ enrolment offer was not adequate. Finally, WR9
(WR4). As revealed by WR1, for believes that in order to become more
instance, FIM-CISL is working on the efficient in performing its work, the trade
application of blockchain technology to union movement should exploit new
the registration of trade union members. technologies to extract more data and
Other trends are the increase in distance information.REFERENCES
Accornero A., Dal fordismo al post-fordismo: il lavoro e i lavori, in, Quaderni Rassegna
Sindacale, n. 1, 2001
ADAPT, I Rapporto sulla contrattazione collettiva in Italia (2012-2014), ADAPT
University Press, 2015
ADAPT, II Rapporto sulla contrattazione collettiva in Italia (2015), ADAPT University
Press, 2016
ADAPT, III Rapporto sulla contrattazione collettiva in Italia (2016), ADAPT University
Press, 2017
ADAPT, IV Rapporto sulla contrattazione collettiva in Italia (2017), ADAPT University
Press, 2018
ADAPT, V Rapporto sulla contrattazione collettiva in Italia (2018), ADAPT University
Press, 2019
ADAPT, VI Rapporto sulla contrattazione collettiva in Italia (2019), ADAPT University
Press, 2020
Armaroli I., Integrating direct employee voice within the framework of worker
representation: The role of an Italian trade union in organising disintermediation,
in Economic and Industrial Democracy, 2020, 1/27
Armaroli I., Roesel L., Non solo Fondo Nuove Competenze: la formazione dei lavoratori
nella contrattazione a partire dal caso SKF, in, Bollettino ADAPT 23 novembre
2020, n. 43
Bavaro V., Sulla prassi e le tendenze delle relazioni industriali decentrate in Italia (a
proposito di una indagine territoriale), in, Diritto delle relazioni Industriali, n.2,
2017
Bellardi L., Sul metodo e sui contenuti del negoziato per la revisione della struttura
contrattuale, in, WP C.S.D.L.E. “Massimo D’Antona”.IT, 2008
Biagi M. et al., Libro Bianco sul Mercato del Lavoro in Italia. Proposte per una società
attiva e per un lavoro di qualità, Ministero del Lavoro e delle Politiche Sociali, 200,
(a)
Biagi M., Tiraboschi M., La partecipazione finanziaria dei lavoratori in Italia:
considerazioni de iure condito e prospettive de iure condendo, in, Bollettino Adapt»
n. 3, 2001, (b)
Bisello M. et al., New tasks in old jobs: Drivers of change and implications for job quality,
Eurofound, 2018
Bodie M.T. et al., The Law and Policy of People Analytics, 88 U. COLO. L. REV. 962,
2017You can also read
