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 6 of 11)

VX Company, the Netherlands: Fostering employability

  • Netherlands
VX Company is an IT company whose employees work all over the country with client companies. In this type of organisation, it is more difficult to achieve organisational learning and competence development. Therefore, the company has created a system to support the employability of their employees. The policy seems to be successful and the company was elected as best employer by an organisation called Great Place to Work.
  • Category

    Fostering employability

Marazzi, Italy: Increasing the labour market participation of underrepresented groups – women

  • Italy
In December 2004, the Italian company Marazzi Ceramiche S.p.A. and the sectoral trade union organisations signed a new company agreement for the plants located in Sassuolo and Fiorano. The agreement provides for more suitable shifts and working time for working mothers until their child reaches the age of three years. Furthermore, it provides a subsidy of 50 euros per month to help working mothers pay for day-care facilities for a maximum period of 18 months.
  • Category

    increasing labour market participation of underrepresented groups

E.ON Energy, Germany: Increasing the labour market participation of underrepresented groups – young people

  • Germany
E.ON Energie, one of the leading private energy service providers in Europe, is involved in various training promotion programmes. The aim is to improve job opportunities for young people on the labour market. Both top management and the works councils of the E.ON Energie Group are fully supportive of the programmes offered.
  • Category

    increasing labour market participation of underrepresented groups

Laboratoires Boiron, France: Towards a balanced flexibility

  • France
Laboratoires Boiron, a French group that produces and distributes homeopathic remedies, has implemented a policy for greater working flexibility. By means of several collective agreements, the organisation has sought to strike a balance between the interest of the company and the needs of the workers. Collective bargaining within the company has often anticipated the evolution of French legislation – for instance, in the area of working time reduction.
  • Category

    Towards a balanced flexibility

CNV Bedrijvenbond, the Netherlands: Business creation and entrepreneurship

  • Netherlands
  • Category

    Business creation and entrepreneurship

Falu Hospital, Sweden: Towards a balanced flexibility

  • Sweden
The dedicated strokes unit of Falu hospital has a flexible system for scheduling work. There is a local working hours agreement which gives much flexibility and an electronic system is used for planning work schedules. This system meets the needs of the organisation while allowing employees to exercise considerable influence over their own working schedule.
  • Category

    Towards a balanced flexibility

AXA, France: Fostering employability

  • France
Insurance company Axa France launched a general policy aimed at meeting economic challenges and improving efficiency. A main element of this policy is a collective agreement named CAP Métier. Implemented from 2003 to 2005, the measures introduced under this agreement facilitated occupational mobility within the company on a large scale. The programme allowed for the company to be restructured without the need for redundancies.
  • Category

    Fostering employability

Mars, Austria: Fostering employability

  • Austria
Mars Austria, a global player in the food industry, has implemented a comprehensive competence development and career-planning system based on a family-oriented corporate culture, above-average wages, internal labour markets and long-term employment. The model combines ambitious aims with binding commitments and evaluation and monitoring procedures and therefore provides a stable and convenient framework for occupational mobility and career development.
  • Category

    Fostering employability

Randstad, Germany: Towards a balanced flexibility

  • Germany
Randstad, Germany’s biggest provider of temporary agency workers, has implemented an innovative training programme for its unskilled workers in response to customer demands and demographic requirements. The policy has been customised to take participants’ needs into account and benefits from the support and knowledge offered by recognised German training bodies.
  • Category

    Towards a balanced flexibility

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