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 10 of 11)

Sätra Brunn, Sweden: Towards a balanced flexibility

Attractive workplace for all
28 October 2009
  • Sweden
In the service sector, personnel costs form a large proportion of total costs, so matching staff numbers to customer demand is vital. At Sätra Brunn, a health spa in Sweden, the management and the local union have reached an agreement including a high degree of flexibility and increasing the influence that employees can exert over their work schedules.
  • Category

    Towards a balanced flexibility

Adecco, France: Integration into the labour market of people at risk of exclusion – people with disabilities

Attractive workplace for all
28 October 2009
  • France
  • Category

    integrating people at risk of exclusion into the labour market

Green Hills Biotechnology, Austria: Business creation and entrepreneurship

Attractive workplace for all
28 October 2009
  • Austria
  • Category

    Business creation and entrepreneurship

Henkel, Germany: Increasing the labour market participation of underrepresented groups – women

Attractive workplace for all
28 October 2009
  • Germany
In recent years, Henkel has promoted progressive family policies. In 2005, Henkel’s support for balancing family and employment commitments was acknowledged by the ministry for family, senior citizens, women and youth. Henkel’s family policy is marked by an awareness that its ability to remain competitive will depend increasingly on its capacity to offer its workforce exemplary employment terms and conditions.
  • Category

    increasing labour market participation of underrepresented groups

Spectra Collection, Sweden: Integration into the labour market of people at risk of exclusion – long-term unemployed

Attractive workplace for all
28 October 2009
  • Sweden
Spectra Collection AB, a wood manufacturing company, initiated a training programme which was aimed at providing long-term unemployed persons with the training needed to become wood industry workers. The training course included eight weeks of theoretical training and 32 weeks of on-the-job training in companies. Five participants of the programme did their practical training at Spectra Collection, and four of these were subsequently hired by the company after completing the training programme.
  • Category

    integrating people at risk of exclusion into the labour market

City of Stockholm, Sweden: Integration into the labour market of people at risk of exclusion – early school-leavers

Attractive workplace for all
28 October 2009
  • Sweden
  • Category

    integrating people at risk of exclusion into the labour market

Opel Hoppmann, Germany: Make work pay – make work attractive

Attractive workplace for all
28 October 2009
  • Germany
Opel Hoppman, a car sales and repair company, implemented a profit-sharing scheme in 1961. Employees receive 50% of the company’s profits. Financial participation is complemented by the influence on economic decisions by the workforce and its representatives and extended general participation rights beyond the Works Constitution Act. Direct participation at the workplace is practised in work teams.
  • Category

    Making work pay

Volvo Cars Engine, Sweden: Fostering employability

Attractive workplace for all
05 December 2007
  • Sweden
  • Category

    Fostering employability

Salinen Austria, Austria: Make work pay – make work attractive

Attractive workplace for all
21 October 2007
  • Austria
Austria’s leading salt producer Salinen Austria AG, which has about 340 employees, was state-owned until 1997. In the course of privatisation, the successful bidder offered a financial participation model for the employees. This model was in the form of a private foundation, which would hold 10% of the company’s shares. While the first dividend was put into a social fund, all dividends since have been equally disbursed to every employee.
  • Category

    Making work pay

BAI, Sweden: Business creation and entrepreneurship

Attractive workplace for all
21 October 2007
  • Sweden
The Business Arena Imaging (BAI) project combines the development of non-core business ideas in large corporations with providing assistance to highly qualified unemployed persons in finding a job. The project has developed methods aimed at identifying unexploited business ideas and at recruiting suitable persons, while bringing business ideas to a test market stage.
  • Category

    Business creation and entrepreneurship

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