Región - Actualidad

LA MATERNIDAD EN LA MINERÍA

Hector Naveas 2554 Views 209 Comments

POR SINDICATO DE SUPERVISORES
COMPAÑÍA MINERA CANDELARIA.-

Conforme los datos de INE publicados el 2019, los nacimientos en Chile descendieron un 5,4% entre el 2016 y el 2017, describiendo una tendencia a la baja, es decir, nuestro país se vuelve cada vez más viejo y las nuevas generaciones evitan tener hijos.

A partir de esta fuente, aparece una serie de interrogantes sobre las causas de estas decisiones por las cuales optan las nuevas generaciones, quizás incida el alto costo de la vida, los intereses profesionales sobre los familiares o diversos intereses, poca o nula flexibilidad de las empresas con sus trabajadoras en lo que concierne al cuidado de los hijos.

En un país que lleva 30 años en vías de desarrollo, con una cultura machista muy arraigada especialmente en el estrato socio económico ABC1, como también, falta de apoyo social, carencia de respeto y valoración real por la maternidad.

Chile posee un eslogan de un país en “vías de desarrollo” al parecer hay usos indeterminados de “eslogan”. Un eslogan es una frase para ser recordada con facilidad, lo podemos ver a menudo en los comerciales en televisión o escuchar en radio, pero también hay otros tipos de slogans que son muy particulares y que debe al menos indicarnos que es necesario pensar o reflexionar un momento, como por ejemplo, aquellos eslóganes que emplean las empresas u organizaciones, tales como “clase mundial”. Es en este punto que hay que tomar una pausa y reflexionar ¿qué significa ser una empresa o compañía de clase mundial?.

Quizás se refiere a como los países desarrollados por medio de sus industrias y prácticas empresariales en países en “vías de desarrollo” se remiten al cumplimiento de las regulaciones estatales donde éstas operan, sumados a algunas escasas iniciativas empresariales comprometidas con la seguridad, medio ambiente, comunidades y laborales.

Hacemos la siguiente reflexión: ¿cómo será ser madre trabajadora en un país desarrollado?. ¿Será igual que en Chile, nuestro país?. Es posible ser acosada o castigada por la decisión de tener un hijo más, donde dicho castigo recae sobre la madre, pero por sobre todo en el niño o niña.

El periodo de la vida más importante de un bebé es hasta los tres años, donde se configura su salud mental, el apego sano es fundamental.

Claramente en Chile, es necesario que ambos padres logren el sustento económico para sus familias, donde las madres muchas veces se sienten incluso culpables de tener que volver al trabajo porque estos empleos no generan las condiciones necesarias para dar seguridad, tanto al bebé como a la madre para su cuidado. El apego seguro es central en el desarrollo de un niño sano que desarrolla confianza en el entorno, en los otros y en la sociedad.

En la estructura organizacional arcaicas o militares, suelen ser similares a una pirámide, donde los gerentes se encuentran en la parte superior de la empresa y bajo ellos, una serie de jefes, hasta llegar a la parte operativa y supervisión, que contradictoriamente son quienes hacen cumplir las metas de la empresa. La palabra Gerente viene del latín “gerere” que significa llevar a cabo o gestionar. Es horroroso y escandaloso que existan prácticas donde se castigue la maternidad y a los hijos, como por ejemplo, disminuyéndole la remuneración a la madre, al obstruir los derechos maternales, de burocratizar los convenios con salas cunas y todo ello, dentro del ámbito de la supuesta gestión. ¿Será que en la formación de los profesionales debería haber un ramo de desarrollo humano?, ¿será que se reproducen carencias infantiles y dejan libres acciones despiadadas cuando pueden hacerlo?, ¿sólo la responsabilidad recae en el Estado con sus regulaciones, siendo que quienes ejecutan las acciones, piensan y deciden de manera autónoma?. Una empresa que maltrata la maternidad es una empresa que vive en la época de la revolución industrial con una fachada de una compañía moderna que apoya a sus trabajadoras.

Por último, ¿sabe si la empresa adoptó el catálogo minero o la norma 3262 de equidad de género?.

Pues si no nace una práctica organizacional sana desde la más profunda empatía humana, ya existe la regulación desde el 2012.

Desde el acontecido estallido social de octubre de 2019, quedaron al descubierto importantes decisiones directivas que estaban en el tapete y que a nadie le importaba hasta ese momento. Luksic difunde su decisión que en sus empresas nadie tendría una remuneración inferior a $500.000.

La pregunta es porqué esperar un estallido social para adoptar una decisión que a todas luces era evidente, el sueldo mínimo no garantiza una vida digna. Es decir, demostró que con voluntad y con un mínimo de empatía si se pueden mejorar las condiciones laborales y de vida de las y los trabajadores y que el argumento de los costos, es un discurso repetido y ficticio.

Luego fue seguido por el Rector de la Universidad de Santiago. Esta misma lógica de pensamiento que fuerza la decisión de Luksic habla de la cultura empresarial chilena o de algunos directivos extranjeros que ven en esta cultura la oportunidad para satisfacer lo que en sus países de origen no lo permiten, reproduciendo el mismo tipo de gestión precaria en distintos sectores, industrias y niveles organizacionales.

En minería se contratan mujeres para cumplir con la dotación que exige la ley, en ningún caso, las decisiones de contratación de mujeres se fundan en la búsqueda por mejorar y equiparar las condiciones laborales de ellas y con ello dignificar de manera sistemática sus aportes y a lo menos, gestar una iniciativa social por reparar las décadas de maltrato en materia laboral.

La minería chilena que es reconocida mundialmente por sus estándares de seguridad y desarrollo ingenieril, contradictoriamente es totalmente opuesto en el trato, igualdad, respeto y desarrollo profesional por la mujer minera trabajadora. Es tiempo de voluntades, es tiempo de hacer efectivo las declaraciones y las intenciones de equidad de género, es tiempo de crecer en igualdad.

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