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)

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

Ford, UK: Business creation and entrepreneurship

  • United Kingdom
In 2000, the Ford Motor Company announced its decision to end vehicle assembly at its main UK production site in Dagenham in east London. As a result, the company wished to make a concerted effort to help compensate for the loss of employment at the site and its resulting impact on the local economy. In conjunction with local colleges, Ford established and developed the Centre for Engineering and Manufacturing Excellence, along with a business incubation centre.
  • Category

    Business creation and entrepreneurship

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

Philips Research, the Netherlands: Business creation and entrepreneurship

  • Netherlands
  • Category

    Business creation and entrepreneurship

Sivut