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Pomagamy nie tylko od święta

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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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    Khi đánh giá một cổng game B52, chính sách thưởng và ưu đãi luôn được chú ý. B52 Club không chỉ mang đến những chính sách thưởng hấp dẫn mà còn cam kết đối xử công bằng và minh bạch đối với người chơi. Điều này giúp thu hút và giữ chân người chơi trên thương trường game đánh bài trực tuyến.

    Hướng Dẫn Tải và Cài Đặt
    Để tham gia vào B52 Club, người chơi có thể tải file APK cho hệ điều hành Android hoặc iOS theo hướng dẫn chi tiết trên trang web. Quy trình đơn giản và thuận tiện giúp người chơi nhanh chóng trải nghiệm trò chơi.

    Với những ưu điểm vượt trội như vậy, B52 Club không chỉ là nơi giải trí tuyệt vời mà còn là điểm đến lý tưởng cho những người yêu thích thách thức và may mắn.

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