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 1 of 11)

Corus, the Netherlands: Increasing the labour market participation of underrepresented groups – young people

  • Netherlands
Corus is one of the last industrial companies with its own training school. The school focuses on the recruitment of young workers in order to compensate for the outflow of older personnel and to contribute to a decrease in unemployment among young people. Young people who finish the training satisfactorily receive a nationally-recognised diploma and can start to work in the company.
  • Category

    increasing labour market participation of underrepresented groups

Schneider Electric, France: Increasing the labour market participation of underrepresented groups – young people

  • France
Schneider Electric, an international group, has promoted apprenticeship in France for several years. The company has recruited and trained more than 6,500 apprentices since 1993. The aims of the policy are to train apprentices for employment and to provide support and follow-up. The apprenticeship policy is one element of a wider approach, aimed at fostering the social inclusion of young people. This policy is fully recognised at national level by the French government.
  • Category

    increasing labour market participation of underrepresented groups

De Zeeuwse Stromen, the Netherlands: Make work pay – make work attractive

  • Netherlands
De Zeeuwse Stromen, a hotel and conference centre, has initiated an employee bonus system. Employees work in autonomous teams and the owners function as coaches. This approach is based on profit sharing and has proved successful for both employees and the hotel.
  • Category

    Making work pay

Folksam, Sweden: Increasing the labour market participation of underrepresented groups – women

  • Sweden
  • Category

    increasing labour market participation of underrepresented groups

Siemens Vdo Automotive, Italy: Towards a balanced flexibility

  • Italy
On 27 January 2005, Siemens Vdo Automotive (part of the German electronics multinational) and its workplace trade unions signed an agreement concerning continuous-cycle production across three-eight hour shifts. The agreement was accompanied by a reduction in the total weekly working time, the recruitment of 16 employees on open-ended contracts, and a gross monthly pay rise.
  • Category

    Towards a balanced flexibility

Sick, Germany: Fostering employability

  • Germany
Since 1995, Sick AG, a medium-sized company producing sensors for industrial applications and process automation, has been developing a wide-ranging personnel and organisational development policy which accommodates company-specific needs while increasing the employability of its employees. The strategic development of the company as well as qualification and competence development is based on on tailored measures of human resource management and a wide range of targeted training schemes.
  • Category

    Fostering employability

IBM, the Netherlands: Increasing the labour market participation of underrepresented groups – women

  • Netherlands
IBM Nederland, part of a worldwide information technology (IT) corporation, aims to employ more women in the company. Various activities have been developed to increase the number of women starting a career in IT, to enlarge their career opportunities within IBM, to change the mindset of IBM employees towards their female colleagues and to strengthen the contacts between women in a network for women.
  • Category

    increasing labour market participation of underrepresented groups

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

  • United Kingdom
The energy company ScottishPower runs a number of schemes aimed at improving the employment opportunities of young people in the areas in which it operates. In particular, the Skillseeker programme helps 16 and 17 year olds with limited academic qualifications to move from school or unemployment to sustainable employment or further education. Over the 10 years of the initiative, ScottishPower and a number of its business partners have taken on many of those passing through the Skillseekers training.
  • Category

    integrating people at risk of exclusion into the labour market

Philips, Austria: Business creation and entrepreneurship

  • Austria
Philips has lent its support to a start-up initiative established by a small group of its employees. These employees were due to be made redundant as a result of a restructuring decision taken on a global level in 2004. Following intensive negotiations between management and the works council, sustainable support was secured for the successful establishment of the company, called ‘Stream Unlimited’. The high technology start-up is now consolidated and employs about 32 people.
  • Category

    Business creation and entrepreneurship

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