Eurofound publishes its work in a range of publication formats to match audience needs and the nature of the output. These include flagship reports on a particular area of activity, research reports summarising the findings of a research project and policy briefs presenting policy pointers from
research projects or facts and figures relevant to policy debates. Also included are blog articles, regular articleson working life in Europe, presentations, working papers providing background material to ongoing or already concluded research, and reports arising from ad hoc requests by policymakers. Other corporate publications include annual reports, brochures and promotional publications. Web databases and online resources such as data visualisation applications are available in Data and resources.
Despite progress during the last generation, gender gaps in the labour market are closing only gradually, if at all. At EU level the gap remains at over 17% and has not declined in recent years. Variations in national gender pay gaps around this average figure do not reveal any obvious pattern in terms of economic growth or development; the grouping of countries with the lowest gender pay gaps (<10%) – Belgium, Italy, Malta, Poland and Slovenia – includes both ‘old’ and new Member States with very different rates of employment growth and economic growth. This short report - based on recent Eurofound publications – will try to draw out the implications of recent employment growth for gender equality in the European Union.
European Works Councils (EWCs) are highly significant in terms of European industrial relations. They represent the first genuinely European institution of worker interest representation at enterprise level. They reflect the growing recognition of the need to respond to the ‘Europeanisation’ of business emerging from the Single European Market with the Europeanisation of worker representation, by supplementing existing national channels of information and consultation.
There are increasingly alarming predictions about the employment impact of the most severe crisis in the developed world economies since the great depression of the 1930s. The ILO predicted in January 2009 that global unemployment could increase by up to 50 million in a worst case scenario. Already, most of the developed world has succumbed to recession. Forecasts for future growth have been repeatedly revised downwards and it is unlikely that the EU economy will begin to recover before late 2009 at the earliest.
This report summarises recent Eurofound research and data on working time and work–life balance issues. Its specific objective is to present findings relevant to the ongoing political debate in relation to the proposed revisions of the Working Time Directive (2003/88/EU). The report includes findings from the European Working Conditions Surveys (1991–2005) and the Establishment Survey on Working Time (2004–5) as well as from the European Industrial Relations Observatory.
This brief report summarises reflections on the very broad theme of women and employment from a group of researchers in the European Foundation for the Improvement of Living and Working Conditions (‘Eurofound’) with an interest in gender and labour market issues. Its occasion is a request received from the French Presidency of the EU for a contribution from Eurofound to a conference on professional equality for men and women to be held in Lille on 13–14 November 2008.
Gender mainstreaming is an integral part of the research conducted by the European Foundation for the Improvement of Living and Working Conditions. When labour market participation, working conditions and the resulting labour market outcomes are analysed, the difference in the situation of women and men is evident. This report highlights the main issues concerning women’s situation in the labour market and indicate where the principal barriers to women’s labour market participation lie.
At European level, the debate on flexicurity is currently high on the employment and social policy agenda. Member States are reflecting on the best way to adapt their systems to the ‘new reality’ of maintaining the balance between the need for flexibility in the labour market to allow companies to adapt their production methods and their workforce as a result of pressure from globalisation and technological progress while providing the necessary security for workers at the same time. This background paper was prepared for a hearing on the Commission’s Green Paper ‘Modernising labour law to meet the challenges of the 21st century’ held by the European Parliament Committee on Employment and Social Affairs on 21 March 2007.
This background paper, prepared for the European Parliament’s public hearing on ‘The Integration of economic migrant workers’ looks at the integration of migrants from countries outside the European Union as a two-way process. There is a need to balance the rights and obligations of both migrants and the receiving society. The receiving society should promote equal opportunities and non-discrimination for migrants in all key life domains, such as employment, education and housing. In return, incoming migrants should respect the fundamental values of the European Union and acquire a basic knowledge of the host society’s language, history and institutions.
This background paper has been drafted to coincide with the hearing of the European Parliament’s Committee on Women’s Rights and Gender Equality (November 21st 2007, Brussels) on Women and Violence at work in the European Union. The European Foundation for the Improvement of Living and Working Conditions has a track record of research on workplace bullying, violence and discrimination going back to the 1990s. These negative aspects of the work experience have in particular been charted in successive waves of the European Working Conditions Survey [EWCS] from 1990/1-2005.
There is evidence to support the case that innovative working time and work–life balance policies can lead to a variety of positive impacts at company level, including enhanced employee performance, reduced absenteeism levels, better recruitment and retention potential as well as greater overall time efficiency. This background paper was written for the joint Foundation/European Parliament seminar on this theme, held in Brussels, 17 October 2006.