Social and Solidarity Economy

We interview two people from two of the organisations participating in the #ESSBN2030 Employment Group. In this interview, as well as acknowledging the value of the work that their companies do every day to improve employment in the field of ESSS and to retain talent in the field, we want to show the process of growth and development involved in the #ESSBCN 2030 city projects.

Participation and shared governance, cooperation, and inter-cooperation are essential aspects of the social and solidarity economy. How can we create more synergies between worker cooperatives like Tandem Go and other businesses and organisations in the SSE to promote quality employment?

Marta Dalmau (MD): Our aim is to improve quality employment, and we do so by using a specific tool: flexible pay. Therefore the most direct way to create these synergies is by providing a solution that improves salary conditions. At the same time we’ve always sought to collaborate with organisations and working groups that share this goal. From the outset we’ve focused on inter-cooperation, collaborating with working groups such as the ESSBCN2030 Strategy Employment Working Group.

What does the social and solidarity flexible pay model entail, in which specific areas is it applied, and how does it improve workers lives?

MD: It represents an improvement in the salary conditions available to workers through their organisation that allows them to save 30% on their expenses. Through payroll, they can access a range of services that are exempt from income tax (use of public transport, taking a training course, enrolling a child in nursery school, or healthcare).

And what do companies gain from this model?

MD: It’s an easy and cost-effective way to increase the workers’ purchasing power. Implementation is very straightforward, and we provide support to ensure the plan’s a success. It generates a return for them, with a multiplier effect of 7, meaning that for every euro the organisation spends on Tandem Go, their team members gain 7.

For some time now there have been discussions about a competency-based curriculum. How might this help organisations that want to be part of the social and solidarity economy? What sets Intermedia apart from traditional employment platforms?

Daniel Núñez (DN): The level of competencies helps you look beyond what’s on the CV, and is very important in the social and solidarity economy (SSE). It’s closely tied to values. It helps position the person in a specific role in the organisation. The key value of Intermedia Job, Intermedia’s digital platform, lies in its ability to digitalise the competency-based model. It aims to make selection processes more inclusive, reduce inequalities within them, and at the same time minimise the impact of the digital divide.

Does it contribute to the social and labour market integration of vulnerable groups? And to what extent does it help mitigate the major issues in the sector, such as unemployment, job insecurity, youth unemployment, and workplace discrimination?

DN: By focusing on competencies, the likelihood of success for an individual entering the workforce is higher than with a selection process based solely on the CV. It’s a selection process that ensures a better fit. Social and labour market integration, especially for the most vulnerable groups, is our core mission, and this presents us with a challenge.

Why is the presence of organisations at the Employment Fair so important?

DN: First and foremost, it’s important for the visibility of the SSE sector, one that’s still largely unknown. It’s rarely spoken about; we need to engage more with training centres and universities to explain what we do and the values we contribute. The Fair provides us with a platform to showcase all this, and to understand what people need, given that it’s people who are the focus of our efforts. It also allows us to gain knowledge and insights from other organisations and companies, as well as to learn about the needs of individuals first hand. This aligns with Intermedia’s commitment to placing people at the centre of its processes to increase employability.

MD: It’s an opportunity to position the SSE in the labour market, raise awareness, and connect with individuals who are looking for work. For the SSE to be considered an additional option rather than something separate. It accounts for 11% of GDP, making it a significant part of the economy.

What will you do and how will you do it? What initiatives do you have planned? Will there be any significant developments compared to previous editions?

MD: As the Employment Working Group, we’ve identified the main challenges, one of which is finding ways to increase the visibility of the SSE within the job market. We’ll present in two areas: the Connecta’t space, where various profiles will be presented and participants will have the opportunity to conduct brief interviews, and a round table where some members of the group will be talking about our initiatives.

DN: In addition to the Intermedia stand, we’ll be holding a workshop on how to create a cover letter using artificial intelligence.

How does being part of the ESSBCN2030 Strategy Employment Working Group help your organisations to generate stable employment and promote good, fair labour relations?

DN: As organisations, it gives us the opportunity to work together. This is crucial at a time when we’re facing significant social challenges. How is it possible that the poverty rate isn’t significantly decreasing in Barcelona, even though jobs are being created? Our impact as individual organisations is much smaller than if we work together. This cooperation within the SSE is very evident in the Employment Group within the Strategy.

What specific goals do you expect to achieve in the short and long term?

DN: The Working Group’s first goal is to develop a unified website platform within the next few months, and to launch a communication and marketing campaign to promote it. In the SSE sector, we face the challenge of attracting cross-cutting profiles in areas such as finance, communication, and technology. Ultimately, the goal is to make an impact as a sector, rather than as individual organisations like Intermedia or Tandem Go.

Does the Working Group provide opportunities to improve labour market integration for specific groups such as migrants, racialised people, the young, the over 45s, and the differently abled?

DN: If we’re stronger as organisations, the projects will have much more substance, and will include the full range of groups currently at risk of social exclusion. People who are in an irregular administrative situation present a problem for us. This is a group that has substantial talent and potential, but these people are unable to work legally. In this regard, the work of the Strategy’s Employment Group can also be very important in the future for finding joint paths and solutions.

What role do networks, alliances, and shared initiatives with other organisations in the SSE play?

MD: Inter-cooperation is in our DNA. It enables us to address complex challenges that as cooperatives we find more difficult to tackle.

The Employment Working Group is part of a broader strategy to position the SSE as a reality in the city. What advantages do you gain in this context as member organisations?

MD: It’s a city-wide project that impacts all of us. It’s extremely beneficial for organisations and for the social economy as a whole to have the opportunity to participate in the implementation of this strategy, which will be rolled out over the coming years. The benefits we gain from participation are very tangible. In the Employment Working Group, we’re now seeing the results of the work done over the past few years: an analysis of employment, participation in new spaces like the Employment Fair, a unified job search portal, etc. Objectives that affect all of us collectively.

DN: This is a crucial moment for the sector, and being part of the process allows you to engage and advocate for these proposals, and the changes that are needed within the sector itself. It’s not just about being told; it’s about actively participating. It’s a tool that provides valuable information on how we need to work, and the direction we should take.

What would you say to other organisations to encourage them to join?

MD: I’d tell them to go ahead and do it so that they can be active agents within the Strategy, as the return we receive as entities is significantly greater than our level of commitment.

DN: We face many significant challenges in the employment sector, and we need that multiplier effect. There is room for many more organisations in the ESSBCN2030 Strategy Employment Working Group.