EurWORK European Observatory of Working Life

Attractive workplace for all

These 102 cases, dating from 2006-2007, are examples of 'win-win situations', showing that it is possible to combine quality of work and employment with economic performance. They deal with key dimensions of the Lisbon strategy such as employability, increasing the labour market participation of underrepresented groups and people at risk of exclusion, pay, flexibility, and business creation and entrepreneurship. The involvement of the social partners at company and sectoral level is a significant aspect of the development of these policies and their outcomes.

102 items found (page 2 of 11)

Philip Morris Holland, the Netherlands: Fostering employability

Attractive workplace for all
28 October 2009
  • Netherlands
Philip Morris Holland is a cigarette manufacturer in the Netherlands and is part of Philip Morris International. The company practises a proactive employability policy. Employees are encouraged to be aware of career possibilities inside as well as outside the company. While there is no hard data to attest to the benefits of the policy for the company, success can be measured by high job satisfaction and low staff turnover.
  • Category

    Fostering employability

Palfinger, Austria: Towards a balanced flexibility

Attractive workplace for all
28 October 2009
  • Austria
Palfinger, a multinational engine construction company, has introduced a system of flexitime in its shift-operated production. Workers have greater autonomy in the arrangement of their working time, work fewer hours and receive financial bonuses; at the same time, overtime has been reduced and the workforce is able to deal with a flexible work load successfully.
  • Category

    Towards a balanced flexibility

Saab VCC, Sweden: Business creation and entrepreneurship

Attractive workplace for all
28 October 2009
  • Sweden
Saab Venture Capital Council (VCC) is a unit within the Saab Corporation which is responsible for exploiting business ideas and innovations that fall outside the Saab core business concept. Saab VCC has its own staff and budget and is a profit centre in itself. The venture capital unit is placed close to the senior management and has a well-established position in the company. Since its launch in 2001, Saab VCC has made 11 exit transactions and generated a capital gain of €15 million.
  • Category

    Business creation and entrepreneurship

KCCS, Austria: Fostering employability

Attractive workplace for all
28 October 2009
  • Austria
Due to a lack of qualified staff and available apprentices for the job of chemical technician, the chemical production company KCCS has cooperated with two other chemical companies, Dynea Austria and Kemira, in a joint apprenticeship programme. Workers with an apprenticeship in a different profession can complete an apprenticeship on the job and the training costs are covered by the company.
  • Category

    Fostering employability

Deutsche Steinkohle, Germany: Integration into the labour market of people at risk of exclusion – people with disabilities

Attractive workplace for all
28 October 2009
  • Germany
Deutsche Steinkohle offers apprenticeships to deaf or hearing-impaired young people in a normal company setting. Instructors within the company have a good command of sign language, as the ability to communicate with the apprentices who have a hearing impairment is key to their successful integration into the workplace. Over the last years, more than 100 hearing-impaired or deaf young people mastered their skilled worker (craftsperson) qualification in technical professions which can be applied beyond mining occupations.
  • Category

    integrating people at risk of exclusion into the labour market

Bayer, Germany: Integration into the labour market of people at risk of exclusion – early school-leavers

Attractive workplace for all
28 October 2009
  • Germany
  • Category

    integrating people at risk of exclusion into the labour market

SPL, France: Fostering employability

Attractive workplace for all
28 October 2009
  • France
SPL, a SME producing pallets in the north of France, has introduced an initiative for some of its employees to allow them to start a process of work-experience certification (VAE, a scheme introduced into French law in 2002). The initiative was implemented with the support of the regional agency for the improvement of working conditions (ARACT). It is a good example of what a SME can do to allow workers to really benefit from VAE.
  • Category

    Fostering employability

HSBC, UK: Increasing the labour market participation of underrepresented groups – women

Attractive workplace for all
28 October 2009
  • United Kingdom
  • Category

    increasing labour market participation of underrepresented groups

Jenoptik, Germany: Business creation and entrepreneurship

Attractive workplace for all
28 October 2009
  • Germany
Jenoptik is the most successful remaining part of VEB Carl Zeiss Jena, the third largest cooperative of the former East Germany. The privatisation of the optics manufacturing group resulted in major organisational restructuring and decentralisation, including a substantial reduction of jobs. In this difficult context, Jenoptik attempted to establish a sectoral cluster in the central Jena region of Germany. An integral part of this effort was the take-over of DEWB, a venture capital company.
  • Category

    Business creation and entrepreneurship

Ferrari Auto, Italy: Towards a balanced flexibility

Attractive workplace for all
28 October 2009
  • Italy
In February 2005, the sectoral trade union organisations, together with the Italian automotive manufacturer Ferrari Auto, signed a company agreement. Among other initiatives, the agreement introduces greater flexibility in working time, makes part-time work more accessible and attractive, and increases performance-related pay.
  • Category

    Towards a balanced flexibility

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