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)

Erste Bank, Austria: Increasing the labour market participation of underrepresented groups – women

  • Austria
Erste Bank AG, which is Austria’s second largest bank, employs 4,850 people, 54% of whom are women and 53% over 41 years of age. The company has launched various measures to improve the compatibility of work and family life in the past, which are in addition to its productive ageing programme. These measures include support in childcare and family matters, re-entry programmes for employees on parental leave, working time on trust, sabbaticals and voluntary financial contributions.
  • Category

    increasing labour market participation of underrepresented groups

Stasto Stocker, Austria: Make work pay – make work attractive

  • Austria
Stasto Stocker KG, an Austrian family-owned wholesale and service company in the automation process sector (pneumatic, hydraulic, industrial fittings) has put in place a profit-sharing scheme called ‘Mit-Unternehme.’ The aim of the scheme is to combine sustainable economic performance with long-term commitment of employees to the company on the basis of transparency, high-trust relationship and participation.
  • Category

    Making work pay

FNAC, France: Fostering employability

  • France
In the context of the VAE (certification of acquired experience, introduced into French law in 2002), FNAC (a company selling cultural merchandise, audio visual and office equipment in medium and large retail outlets) has set up a support scheme for employees in their efforts to obtain diplomas. The scheme has a high success rate and is therefore considered an effective initiative. Devised at the company headquarters, the application of the scheme occurs within the FNAC shops.
  • Category

    Fostering employability

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

Whirlpool, Italy: Business creation and entrepreneurship

  • Italy
In 2005, the Whirlpool production plant in the southern Italian city of Naples signed a programme agreement with local and regional authorities. The agreement aimed to create a large household appliance business cluster consisting of a consortium of suppliers and universities which would be coordinated by Whirlpool. The project, named ‘Genesis’, sought to increase the production plant’s competitiveness by investing in product and process innovation and by focusing on quality.
  • Category

    Business creation and entrepreneurship

Adecco, Italy: Integration into the labour market of people at risk of exclusion – long-term unemployed

  • Italy
In 2001, the temporary work agency Adecco established the Adecco Foundation for equal opportunities. This Foundation has introduced programmes aimed at developing integration paths for long-term unemployed people in an effort to get them back into employment. Beginning with an assessment of the reasons for labour market exclusion, the company identifies, together with the worker, the most suitable training opportunities and professional path to upgrade their skills.
  • Category

    integrating people at risk of exclusion into the labour market

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