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)

Société Générale, France: Increasing the labour market participation of underrepresented groups – women

  • France
Société Générale, a worldwide bank, recently concluded a collective agreement on equality between men and women. This agreement sets out important measures dealing with the whole topic, especially quantitative measures. Regular follow-up is planned, implemented by both management and the trade unions
  • Category

    increasing labour market participation of underrepresented groups

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

  • Germany
Eurogate introduced a policy to integrate long-term unemployed people into the workforce. After intensive selection procedures, successful applicants are trained as gantry crane or van carrier operators. Participants then receive a fixed-term employment contract for two years followed by a permanent contract. In the last six years, the company created 1,350 new jobs, allocating 600 of these to long-term unemployed people. Since 2001, Eurogate only recruits long-term unemployed people for blue-collar jobs.
  • Sectors

  • Category

    integrating people at risk of exclusion into the labour market

SODESI, France: Business creation and entrepreneurship

  • France
A subsidiary of Air France, SODESI is a small company that provides personal support to employees willing to start their own business. Air France is SODESI’s main client. Founded in 1996, the company has implemented several tools and partnerships in order to foster occupational mobility and, in particular, entrepreneurship.
  • Category

    Business creation and entrepreneurship

DI.CO. Service, Italy: Business creation and entrepreneurship

  • Italy
  • Category

    Business creation and entrepreneurship

UK Steel Enterprise, UK: Business creation and entrepreneurship

  • United Kingdom
UK Steel Enterprise, a subsidiary of the Corus Group, provides finance, property, and advice and assistance to a wide range of small and start-up businesses in areas of the UK that are or were dominated by iron and steel industries. The company has been providing these services since 1975, but also intervenes to help address the challenges facing local communities in which Corus has implemented specific restructuring measures.
  • Category

    Business creation and entrepreneurship

Ferrari Auto, Italy: Towards a balanced flexibility

  • 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

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

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