1 11/06/22 Flexicurity : Flexicurity : models and systems in models and systems in the EU the EU Flexicurity – verso i principci comuni della flexicurity Flexicurity – verso i principci comuni della flexicurity ISFOL - Convegno Venezia, 30 di Maggio 2008 ISFOL - Convegno Venezia, 30 di Maggio 2008 Greet Vermeylen, Greet Vermeylen, European Foundation for the Improvement of Living and Working European Foundation for the Improvement of Living and Working Conditions Conditions
Flexicurity : models and systems in the EU. Flexicurity – verso i principci comuni della flexicurity ISFOL - Convegno Venezia, 30 di Maggio 2008 Greet Vermeylen, European Foundation for the Improvement of Living and Working Conditions. - PowerPoint PPT Presentation
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119/04/23
Flexicurity : Flexicurity : models and systems in the EU models and systems in the EU
Flexicurity – verso i principci comuni della flexicurityFlexicurity – verso i principci comuni della flexicurity
ISFOL - Convegno Venezia, 30 di Maggio 2008ISFOL - Convegno Venezia, 30 di Maggio 2008
Greet Vermeylen, Greet Vermeylen,
European Foundation for the Improvement of Living and Working European Foundation for the Improvement of Living and Working ConditionsConditions
19/04/23 2
Background : some of the challenges of Background : some of the challenges of globalisation and demographic changeglobalisation and demographic change
Productivity and innovation : more flexibility needed by companies
Attract and keep a motivated workforce Ageing:
Employment careers will be longer : keep workforce fit and able to work for a longer period
Fertility rate : work-life balance for men and women
From a dynamic concept ...From a dynamic concept ...
Flexibility covers an ever-widening range of situations e.g. the High Performance workplace, employment contracts, flexible working time arrangements etc
A domination of the short-term : from mass-production to ‘flexible’ tailored production, ‘shorter contracts’, changes in working hours
Hence, heterogeneity over homogeneity
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… … to a workable conceptto a workable concept
Flexibility Quantitative Qualitative
External Employment status -Non permanent non full-time contracts-> numerical/ contractual flexibility
Production system-subcontracting, outsourcing, and self-employed workers-> productive/geographical flexibility
Internal Working hours and pay
- Changes on working time-Individualisation in pay ->Time/financial flexibility
Work organisation-teamwork, multiskilling, matrix organisation, etc ->Functional/ organisational flexibility
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Quantitative flexibility : Temporary employment / Quantitative flexibility : Temporary employment / part-time work - 2007 data (LFS)part-time work - 2007 data (LFS)
Temporary employment
< 10 % BE, BU, CZ, DK, EE, IE, LV, LT, LU, HU, MT, AUT, RO, SV, UK
10-20%
EU27 14%
D, EL, FR, IT, CY, NL, SI, FI, SE
>20% ES (31%), PL, PT
Part-time work
< 10 % BU, CZ, EE, EL, CY, LV, LT, HU, PL, RO, SI, SK
10-15%
EU27 18%
ES, FR, IT, IE, LU, MT, PT, FI
>15% BE, DE, DK, NL (47%), AT,SE, UK
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Qualitative flexibilityQualitative flexibility
External The existence of subcontracting chains
Contracting out strategic activities of high added value
Contracting out non strategic activities of low added
value Internal
Job enrichment, multi-skilling, working in teams ,
project groups
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Some challenges Some challenges
Different accents over the countries: choices embedded in labour market structure and systems
External flexibility : often only for part of the workforce
Particular contractual arrangements which offer flexibility
(FTC, TAW)
Risk of labour market segmentation Internal flexibility (working time or functional flexibility)
equiping workers to deal with changes (employment security) Important to make transitions possible
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FlexicurityFlexicurity
flexicurity : integral combination of flexibility-oriented and security-oriented policies
Combination of policy measures introduced simultaneously
Need to tackle flexibility and security together
Main idea: security does not come from ‘job security’ but from security in employment and during transitions
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Flexibility and social protectionFlexibility and social protection
For employers:
social protection systems might be regarded as a burden
(inappropriateness to new economic realities) For workers in flexible forms of employment:
social protection systems are not always adapted to their
situation (not necessarily sufficient security) These forms are often stimulated by states
- > growing need to overcome pbs of mismatch between flexibility and security / flexicurity
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Social protection / labour market system : Social protection / labour market system : how to adapt to need of flexibility / flexible how to adapt to need of flexibility / flexible
workers while keeping security workers while keeping security
Employment protection regulation (EPL) Active labour market policies (activation / ALMP) Transitions (unemployment benefits) Social protection systems:
Pension schemes (how to build up decent pension over different
pillars)
Parental leave / health care / guaranteed minimum income Taking into account also a life course perspective
All systems have to adapt, but each with their own particular accents
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Aims of social protection systemsAims of social protection systems
Decommodification Short term: temporary income to overcome ‘risks’, unemployment benefits, etc Long term: contuation of income in case of structural/ long term events (disability,
pensions not linked to activities)
Employability Ways to get back into employment: re-employment, IIary status, FTC, integration
schemes in companies Can already start before ‘getting fired’/throughout the career : development of
personal projects that are not necessarily immediately profitable in the ST on the labour market, skills development / capabilities
Training, development (learning opportunities in the job), work organisation etc
3rd one : redistribution ? In some countries
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Key to combine flexibility and security : Key to combine flexibility and security : trusttrust
In the future If people believe in the future, they will take up employment,
are more flexible and combine it with having a family etc
In changes Trust that changes are not catastrophic and that the means are
there to overcome and adapt (eg Danish flexicurity model)
In work People can plan over their life without too many
inconveniences and risks for their career/pensions Job/employment interruptions /transitions Support structure to combine working & non-working life
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Measures to be undertaken to make a Measures to be undertaken to make a framework for a society of trustframework for a society of trust
Social protection systems Maternity benefits, parental leave benefits (temporary) unemployment benefits, combined with ALMP Adapted to new realities (eg pension rights for ‘non-standard’
workers) Labour market measures
Flexible working time arrangements at request of employee