Wolontariat pracowniczy w Siemensie

Pomagamy nie tylko od święta

W okresie świątecznym, mimo dodatkowych obowiązków i generalnego zabiegania, wielu z nas stara się znaleźć czas dla innych. Doceniając to, co mamy, chcemy dzielić się z potrzebującymi, aby każdy mógł poczuć atmosferę Świąt Bożego Narodzenia. Również w Siemensie organizowane są zbiórki, kiermasze i inne akcje pomocowe, które wspierają różne organizacje pożytku publicznego. Pomagamy nie tylko od  święta, dlatego wielu naszych pracowników prowadzi w ciągu roku projekty wolontariackie, które mogą korzystać z dofinansowania firmy. W świątecznym wywiadzie opowiadają o tym Izabela Dyakowska oraz Agata Regulska.

Nina Vincenz-Krajewska: Czy pracownicy Siemensa chętnie pomagają?

Izabela Dyakowska: Pracownicy Siemensa bardzo chętnie korzystają z możliwości wolontariatu pracowniczego. Jest wśród nas kilkadziesiąt osób, które stale pomagają i realizują co roku projekty wolontariackie dotowane przez firmę.  Jedni są liderami zarządzającymi projektami wolontariackimi, inni – członkami zespołów, które współpracują z wybranymi organizacjami pozarządowymi. To fantastyczne, że jeden projekt może przerodzić się w stałą współpracę i skupiać coraz więcej pracowników, w tym także stażystów, rodziny czy znajomych naszych pracowników, a także sojuszników i beneficjentów danej organizacji.
Zanim do tego dojdzie, inspirujemy i wspieramy pracowników w napisaniu i dopracowaniu projektu, bo – zwłaszcza za pierwszym razem – jest to nie lada wyzwanie. Głównie dlatego, że są to projekty autorskie, podejmowane z inicjatywy danego pracownika czy grupy inicjatywnej. Staramy się stworzyć im taką przestrzeń, aby podejmowali wyzwania, przekraczali swoją strefę komfortu, brali odpowiedzialność za inicjatywę i skupiali wokół tej idei koleżanki i kolegów, ale także potrzebne zasoby. To swoisty trening pracy zespołowej w praktyce.
Jako firma corocznie wspieramy finansowo wybrane projekty kwotami od 5 do 8 tys. zł, w zależności od liczby zaangażowanych osób i komórek organizacyjnych, a także faktycznego zapotrzebowania wynikającego z planowanych działań. Zależy nam, by zaangażowali sie pracownicy z różnych działów, co wspiera integrację w firmie oraz przepływ różnych kompetencji. Podnosząc jakość naszej komunikacji, pozwala zbliżyć się do siebie i czerpać radość ze wspólnych sukcesów oraz działań na rzecz innych.

Agata Regulska: W tym roku było więcej zgłoszeń do Programu Wolontariatu Pracowniczego niż pula dostępnych środków, ale przy wsparciu zarządu udało się dofinansować wszystkie. Pokazuje to, że pracownikom naprawdę zależy na pomaganiu.

ID: Program jest realizowany od 2010 roku, a liczba wniosków jest różna – od 10 do 40 w rekordowym roku. Zwykle realizujemy kilkanaście projektów rocznie, skupiających od 50 do 80 pracowników, którzy dodatkowo angażują w działania osoby ze swojego otoczenia – rodziny, przyjaciół. To ludzie wrażliwi na sytuację tych, którzy mają mniejsze szanse i możliwości. Znajdują też czas i często pomysł na pomoc adekwatną do potrzeb uczestników. To pracownicy szczególnie odpowiedzialni, bo każdy projekt trzeba doprowadzić do realizacji, a następnie rozliczyć – z efektów, ale też nakładów finansowych. Jest też chwila i miejsce na celebrację sukcesów podczas spotkań podsumowująco-integracyjnych oraz podczas Dnia Wolontariausza w naszej organizacji. Wtedy wspólnie cieszymy się z dobrze wykonanej pracy społecznej, z okazji do pomagania, która niesie ze sobą wiele różnych doświadczeń i wyzwań.

NV-K: Jakie rodzaje akcji są prowadzone w firmie?

AR: Wśród kilkunastu projektów realizowanych co roku dużymi i stałymi grupami odbiorców są ludzie z niepełnosprawnościami oraz dzieci. Pojawiają się też inicjatywy związane z pomocą zwierzętom. Pomoc nie wiąże się jedynie z zakupieniem jakichś przedmiotów, ale przede wszystkim z pracą – nasi pracownicy często jeżdżą w miejsca, gdzie jest potrzebne wsparcie, np. sprzątają w schroniskach dla zwierząt, budują miejskie ogrody, organizują wolny czas dzieciom, młodzieży, remontują, animują wydarzenia sportowe, artystyczne.

ID: Coraz częściej pomagamy poprzez wykorzystanie swoich kompetencji – organizujemy warsztaty, szkolenia, doradzamy, dzielimy się swoją wiedzą i umiejętnościami, poszukujemy innowacyjnych rozwiązań problemów. Realizowaliśmy np. projekty dla kobiet wykluczonych społecznie, podczas których pomagaliśmy podnosić ich kompetencje zawodowe, aby mogły odważniej wejść na rynek pracy. W powiecie legionowskim realizowaliśmy projekt dla społeczności lokalnej, wykorzystując nowatorską metodę Design Thinking włączającą mieszkańców w definiowanie problemów, możliwości i wyzwań. Pomagaliśmy w ten sposób Centrum Integracji Społecznej poszukiwać nowych rozwiązań na lokalne wykluczenie zawodowe. Dzięki temu zainspirowaliśmy do nowych projektów, w tym do lokalnego konkursu „Odpowiedzialni społecznie”, który promuje pracodawców uczestniczących w programach wsparcia na rzecz wykluczonych zawodowo.
Projekty wolontariackie pracowników Siemensa odwzorowują kluczowe problemy społeczne, w których rozwiązywanie warto się angażować. Inspirujemy do pomagania w obszarach ważnych, do mądrego pomagania opartego na współpracy, na włączaniu ludzi w proces poszukiwania najlepszych rozwiązań, a nie w rozwiązywaniu problemów za nich. Naszym celem jest sytuacja, w której potrzebujący – z naszą pomocą – sami  dochodzą do satysfakcjonujących rozwiązań. Nie chodzi tylko o sfinansowanie czegoś, tylko przede wszystkim o zainwestowanie swojego czasu, kompetencji i energii zespołów w naszą wspólną przyszłość –  choćby dla najmniejszej organizacji wspierającej potrzebujących w codziennych zmaganiach. Dlatego tak ważna jest dla nas jakość projektów wolontariackich, dobra atmosfera, inicjatywa i kreatywność ludzi, a nie sama liczba takich przedsięwzięć. Pielęgnujemy przestrzeń wolontariatu pracowniczego, aby chciało nam się chcieć, bez przymusu perfekcyjnego wykonania kolejnego zadania.
Warto być otwartym na otoczenie, na innych ludzi. Warto wchodzić w buty użytkownika, by poznawać inne perspektywy, by mieć szersze horyzonty i większą paletę możliwych rozwiązań, by być bliżej życia. Tak buduje się kapitał społeczny organizacji i społeczności, których chce się być częścią.

AR: Każdy może się zaangażować w coś, co go rzeczywiście interesuje. Wolontariusze nie są stawiani przed oczekiwaniem włączenia się w konkretną akcję, która byłaby dla nich niekomfortowa lub wręcz mogła zniechęcić do dalszej pomocy. Każdy decyduje o sobie i dopasowuje do siebie zakres, formę i rodzaj pomocy. To daje poczucie siły i sprawczości. Nie chodzi o liczbę projektów, ale o to, aby każdy znalazł coś dla siebie i mógł realizować swoją potrzebę pomocy innym.

NV-K: Jak z perspektywy osoby pracującej w dziale HR i prowadzącej rozmowy kwalifikacyjne oceniasz CV, w których są ujęte działania wolontariackie?

AR: Mogę odpowiedzieć z dwóch perspektyw – osoby, która bierze udział w procesie rekrutacji nowych pracowników, ale też jako wolontariusz Siemensa. Z perspektywy wolontariusza wiem, że jest to duże wyzwanie, aby zarządzać takim projektem, bo często nasze wyobrażenia nie mają odbicia w rzeczywistości. Jest to niezwykle doświadczenie, ponieważ pokazuje, czy jesteśmy odpowiedzialni i jak reagujemy na niespodziewane sytuacje. Daje szansę rozwoju, integracji z innymi, poczucie sprawstwa.
Jeśli więc widzę w CV, że osoba starająca się o pracę u nas brała udział w akcjach wolontariackich, traktuję to jako niewątpliwy atut. To pokazuje też, jakie wartości są dla niej istotne, a nam (jako pracodawcy) daje możliwość zaproponowania takiej osobie udziału w Programie Wolontariatu Pracowniczego.

NV-K: Izo, a jaka jest Twoja rola w koordynacji Programu Wolontariatu Pracowniczego Siemensa?

ID: Staram się, aby było mnie jak najmniej. Chcę inspirować, wspierać, kiedy jest potrzeba; nie chcę ingerować w działania pracowników. Nie kieruję działaniami poszczególnych grup wolontariackich, ale – jeśli tego oczekują lub potrzebują – daję przestrzeń do omówienia najlepszych, sprawdzonych rozwiązań i rekomenduję liderów z doświadczeniem w określonym projekcie. Wspieram pracowników w momentach kryzysowych (jeśli się takie pojawiają) motywuję do podejmowania wyzwań, rozwijania inicjatyw. Czasem trochę dystansuję ich do danego projektu, aby mogli się nim cieszyć i nie traktowali niepowodzeń jak porażek, tylko jako ważną lekcję na przyszłość. Dzielę się także swoim doświadczeniem w zakresie realizacji podobnych projektów, dbam, aby wszystko przebiegało zgodnie z planem, w sposób komfortowy dla wszystkich, bezpiecznie, z poszanowaniem także naszych wewnętrznych ustaleń i wizerunku firmy.

AR: Wspólnie dbamy o nakreślenie ram Programu Wolontariatu Pracowniczego, który jest realizowany każdego roku. Jest sporo wewnętrznych procedur, jak i kwestii prawnych, które musimy brać pod uwagę. 

NV-K: A dlaczego właściwie wolontariat znalazł się w Waszym życiu?

ID: Jestem po studiach resocjalizacji i politologii społecznej. To było dla mnie naturalne, że będę pracowała z ludźmi, a profilaktyka społeczna i rozwój będą dla mnie kluczowe zawodowo. Z czasem okazało się, że kompetencje społeczne, pomaganie oparte na współpracy, społeczne zaangażowanie to fantastyczna przestrzeń rozwoju, integracji, wymiany, że ma to znaczący wpływ na jakość naszej komunikacji i współpracy zespołów w organizacjach, a to przekłada się na efekty biznesowe.
W Siemensie jestem od 2010 roku, kiedy zaczęłam koordynować Program Wolontariatu Pracowniczego w tej firmie. Od tego czasu bardzo dużo się nauczyłam, ale też uwierzyłam z biznes. W to, że takie działania można podejmować nie tylko ze względów wizerunkowych, ale jako inicjatywy oddolne pracowników, wynikające z ich chęci pomocy, potrzeb społecznych,  z ich dojrzałości i chęci dalszego rozwoju jako ludzi, jako członków zespołów i całych organizacji. Teraz uważam, że działania wolontariackie są wpisane w DNA Siemensa w Polsce, w  kulturę organizacyjna i filozofię pracy. Ciągle jest niewiele takich firm na polskim rynku. Siemens stanowi tutaj przykład niezwykle dojrzałej i świadomej organizacji, która umożliwia pracownikom korzystanie z takiej przestrzeni w sposób etyczny, dobrowolny, bez nacisku na wyniki i efekty ilościowe. Wolontariat pracowniczy w społecznie odpowiedzialnej organizacji to nie sponsoring. Środki przeznaczone na wolontariat finansują realizację zaplanowanych przez wolontariuszy działań; nie ma tutaj mowy o obrendowaniu takiego wydarzenia logo firmy. W Siemensie jest to transparentne, więc daje poczucie komfortu, pomaga budować zaufanie i zaangażowanie w pomaganie. I to jest piękne, bo w procesie długofalowym przynosi znacznie lepsze rezultaty i stanowi powód do dumy.

AR: Zgadzam się z Izą. Myślę, że jest to przejaw odpowiedzialności, którą Siemens pokazuje na zewnątrz. Mówię tutaj m.in. o odpowiedzialności za środowisko, za społeczność lokalną, w której funkcjonujemy, o kwestii odpowiedzialnego biznesu. To jest ze sobą spójne.
Jeśli chodzi natomiast o początki mojego wolontariatu, to byłam już tym zainteresowana podczas swojej rozmowy kwalifikacyjnej w Siemensie, ale wtedy firma nie realizowała jeszcze takiego programu. Nie znaczy to, że wolontariatu nie było u nas, bo pracownicy pomagali prywatnie. Dopiero po 2 latach temat się oficjalnie pojawił, dzięki przychylności kierownictwa naszej firmy. Dzięki takiemu wsparciu pracownicy, którzy pomagali do tej pory, ale też nowi, otrzymali wsparcie firmy, aby mogli to robić w większej skali. Potrzebowaliśmy jednak osoby, która ma doświadczenie w koordynacji tego typu akcji. I tak poznałam Izę.
Pierwszym krokiem było stworzenie Akademii Wolontariatu, w której na początku uczestniczyło niewiele osób, może z 10 pracowników. Zrobili oni jednak coś wyjątkowego, bo spisali misję naszego wolontariatu, tzn. jaką społecznością chcieliby być. Jest ona aktualna do teraz.


Izabela Dyakowska
Koordynatorka Programu Wolontariatu Pracowniczego w Siemensie.
Z wykształcenia politolog społeczny, animator edukacji emocjonalnej i społecznej, trener biznesu. Z zamiłowania ekspertka wolontariatu i społecznego zaangażowania ludzi, organizacji, pracodawców, z 20-letnim doświadczeniem pracy na styku sektora pozarządowego i biznesu. Autorka bloga o wolontariacie pracowniczym & CSR, prezeska Instytutu Wolontariatu Pracowniczego. Pasjonatka pozytywnej edukacji w działaniu, ekonomii współpracy. Mama dwójki dzieci, z którymi eksploruje świat – również w sytuacjach pomagania.

Agata Regulska
Absolwentka kierunku Zarządzanie Zasobami Ludzkimi Akademii Koźmińskiego i Uniwersytetu w Birmingham. Od 2008 roku w zespole HR Siemensa. Początkowo jako stażystka, a następnie konsultantka  kilku obszarów HR. Obecnie zajmuje stanowisko związane z kreowaniem wizerunku pracodawcy i poszukiwaniem cennych kandydatów na rynku pracy. Zajmuje się stażami i praktykami w firmie, różnorodnością w naborze kandydatów, kontaktem z uczelniami oraz wolontariatem. Pasjonatka historii sztuki i architektury, miłośniczka reportaży i entuzjastka wypraw rowerowych i nart biegowych.


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