Transcript wp.2.e

Quality in work
Dimensions and indicators in
the EES
Lisbon and Nice Councils: key priority for EES
Stockholm Summit (March 2001): list of criteria
for quality in work
COM(2001)313: "Employment and social
policies: a framework for investing in quality"
EMCO indicators list: Laeken (Nov 2001)
COM(2003)728:" Improving quality in work: a
review of recent progress"
Central issue in employment and
social policies
Quality in work: guiding principle of Social
policy agenda
One of the three overarching objectives in
the Employment Guidelines 2003-2005
The 10 dimensions and main
indicators agreed in 2001
1. Intrinsic job quality
Ind.: Transitions between non-employment and within
2. Skills, lifelong learning and career
Ind.: % of working age population participating in education and
3. Gender equality
Ind: Ratio of women's hourly earnings index to men's for paid
employees at work 15+ hours
The 10 dimensions : continued
4. Health and safety at work
Ind: Evolution of the incident rate (number of accidents at work
per 100.000 persons in employment
5. Flexibility and security
Ind: % of employes working part-time and those with fixed-term
6. Inclusion and access to the labour market
Ind.: Transitions between employment, unemployment and
The 10 dimensions : continued
7.Work organisation and work-life balance
Ind.: Absolute difference in employment rates without the presence
of any children and with the presence of a child aged 0-6, by
8. Social dialogue and worker involvement
(no agreed indicator so far)
The 10 dimensions:continued
9. Diversity and non-discrimination
Only context indicators: employment and/or unemployments gaps
of 55-64 old, immigrants, disabled people
10. Overal work performance
Ind.: Growth in labour productivity, measured as chage in the
levels of GDP per capita of the employed population and per
hour worked (in %)
Employment growth ↔ quality in work.
Sustainable employment growth needs:
• better balance between flexibility and security;
• real opportunities for upwards mobility for low quality jobs;
• improved upwards quality dynamics for more employment;
• stability and employability.
Productivity ↔ quality in work.
Higher productivity comes from:
• better work organisation;
• improved working conditions;
• better quality investment in human capital;
• more efficient and effective training.
Major differences between Member States:
→ Some perform well under most quality indicators:
Denmark, the Netherlands, Sweden and Austria.
→ Some others display consistently less favorable performance:
Italy, Greece, Spain and Portugal.
→ The rest are mixed:
Belgium, France, Germany, Finland, Luxemburg, UK and
Best quality performers (DK, NL, SE, AT) :
highest employment rates;
high share of permanent contracts;
high collective agreement coverage;
above average GDP per hour worked.
Less favourable performers (IT, EL, ES, PT) :
lowest self registered job satisfaction;
high share of fixed term contracts;
low participation of adults in education/training;
least good gender unemployment gaps.
average (EL and ES) above average (PT) older workers
employment rates;
good performance unemployed to employed (PT);
reasonable accident statistics (EL).
Overall assessment.
Progress, if uneven, is evident in :
- education and skills
- employment gender gaps
- transitions from unemployment to employment
- flexibility and share of part-time contracts
Overall assestment
There is scope for considerable improvement in :
employment rate for older workers
gender pay gaps
reducing segmentation in the labour market
better work-life balance
integration of immigrants and disabled people
health and safety at work
Overall assestment
More determined policy action is needed:
- in reinforcing prevention and activation policies
- in reducing
unemployment and poverty
Social partners must have strong
involvement and commitment