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 7 of 11)

Vodafone Omnitel, Italy: Make work pay – make work attractive

Attractive workplace for all
28 October 2009
  • Italy
In July 2004, the Vodafone Group introduced a new share scheme, called Allshares. The Vodafone Group distributes shares free of charge to all full-time staff, including the approximately 10,000 employees who work for Vodafone Italia. In this way, Vodafone rewards its entire staff for their contribution to the Company's future and gives everyone, regardless of their role or status within the organisation, a chance to play a part in its success.
  • Category

    Making work pay

VX Company, the Netherlands: Fostering employability

Attractive workplace for all
28 October 2009
  • 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

Attractive workplace for all
28 October 2009
  • 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

Attractive workplace for all
28 October 2009
  • 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

Attractive workplace for all
28 October 2009
  • 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

Attractive workplace for all
28 October 2009
  • Netherlands
  • Category

    Business creation and entrepreneurship

Ford, UK: Business creation and entrepreneurship

Attractive workplace for all
28 October 2009
  • 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

Mars, Austria: Fostering employability

Attractive workplace for all
28 October 2009
  • 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

Attractive workplace for all
28 October 2009
  • 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

Ilva, Italy: Integration into the labour market of people at risk of exclusion – early school-leavers and long-term unemployed

Attractive workplace for all
28 October 2009
  • Italy
  • Category

    integrating people at risk of exclusion into the labour market

Pages

Displaying 61 - 70 of 102