Workplace barriers and enablers of longer working lives
|
|
- Augustus Brown
- 6 years ago
- Views:
Transcription
1 Workplace barriers and enablers of longer working lives Robert Anderson EUROFOUND EC/OECD Workshop on delivering longer working lives and higher retirement ages Brussels, November /11/2014 1
2 Eurofound research on age management in companies : Age barriers in employment : Employment initiatives for an ageing workforce 2006: Database of good practice 200 company case studies Guide to good practice in age management 2011: Income from work after retirement 2012: Policies for older workers in the recession 2013: Role of Social Partners in Age Management 19/11/2014 2
3 Changes in employment rates between 2007 and 2012, by age group, EU28 (% points) Eurofound (2014) Work preferences after 50 3 rd EQLS policy brief 19/11/2014 3
4 European Working Conditions Survey: Do you think you will be able to do your current job when you are 60 years old? 19/11/2014 4
5 Source: Eurofound, 5 th European Working Conditions Survey 2010 Doing your current job at age 60 EU average: 58.7 % Netherlands: 75.4 % Slovenia: 25.6 % Portugal: 40.2 % 5
6 Source: Eurofound, 5 th European Working Conditions Survey 2010 Key factors related to perceived work sustainability Largest effect: Exposure to ergonomic risks: posture and movement related risks (standing, carrying heavy loads, repetitive arm movements etc.) Experience of discrimination, violence, abuse, bullying or harassment both associated with lower levels of perceived job sustainability Relatively large effect: Work life balance is positively associated with sustainability of work Career prospects are positively associated Also important: not having monotonous tasks; cognitive dimensions of work; autonomy (protective role); work intensity (deterrent role) 6
7 How companies can respond: Measures to create an age-friendly workplace Health promotion Work design and organisation Work ability Training and skills developments HR management and corporate culture Ilmarinen and Tempel (2002) 19/11/2014 7
8 Good practice in age management Job recruitment avoiding age discrimination Training, development and lifelong learning Career development Flexible working practice; reconciliation issues; work organisation; working time arrangements Health protection and promotion; workplace design Redeployment internal mobility Employment exit and transition to retirement Towards more comprehensive measures But: Contradictions, Ambivalences, Ambiguities Eurofound (2006) Good practice in age management 19/11/2014 8
9 Age Management Developments in measures mid-90s to mid-00s Most common measures are in training and development followed by flexible working Increase over time in the diversity and complexity of approaches to age management Tendency for measures to promote health and well-being to be reported more, and specific measures for recruitment less Targeting to skilled manual workers still prominent but more attention to professional and managerial staff and more attention to all age groups Little specific attention to low-skilled, or to gender issues 19/11/2014 9
10 Company age management in 2011 pays increasing attention to: Promoting 'employability' (skills), including specifically for older workers Intergenerational knowledge transfer, involvement in training younger workers Flexible working arrangements, with more partial retirement schemes Eurofound (2012) Employment trends and policies for older workers in the recession 19/11/
11 Work-life balance: Reconciliation of caring and working in an ageing workforce In nearly all countries more than half of carers under 65 combine care with employment 9%-16% of employees are providing regular care, especially older (female) workers Generally lack of action in the workplace to support working carers benefits, information, services, flexible working times, work organisation and leave entitlements Enabling access to employment of excluded carers 19/11/
12 What some companies do Practical measures Flexibility in working hours; part-time work, longer care leave Minimising financial disadvantages Payment during emergency leave; minimising income loss associated with working time reduction; paid leave or topping up of social benefit payments Care related support Information; counselling; care brokerage; practical daily life support Other measures Awareness raising; promotion of positive attitudes; addressing carers health and wellbeing Eurofound (2011) Company initiatives for workers with care responsibilities 19/11/
13 What some trade unions do Raise awareness and promote good practice (Austria, Germany, Netherlands) Promote research on working carers (Netherlands, ETUC) Develop collective agreements that include reference to work and care (Austria, Germany, Netherlands, Slovenia) Support legislation e.g. Family Care Leave for carers (Denmark, Germany, Finland, Belgium, Sweden, France) Eurofound (forthcoming) Demographic change and policies for the reconciliation of work and family life 19/11/
14 Policy frameworks for arduous work Arduous work is sometimes defined in the national labour legislation but not in all countries: Types of work (shift work) and working conditions (physically difficult positions) or energy consumption (in Kj), environment of work (cold, heat, pressure), danger for other people (pilots, drivers); Under the condition of duration and late career; In a few countries specific occupational groups are included in a special regime with exceptions for pensionable age; Usually: police, army, miners, mariners, nurses.
15 Rethinking arduous work: Retraining AT, Fackkräftestipendium (qualified workers grant): Workers in arduous jobs can get formal education in order to switch to an occupation which is under-serviced. DE, WeGebAU programme, authorities give priority to training initiatives to allow workers change occupations. This initiative is however not limited or focussed on arduous workers but all marginalized groups. UK, Sector Skills Councils (SSCs), helps accreditation of prior learning; takes into account both organised prior-learning and learning gained through unstructured experiences.
16 Mentoring programs ES, contrato de relevo : A partial retirement scheme is linked to the hiring of a new employee, to support intergenerational knowledge transfer; FR, The contrat de generation (le generations contract, since March 2013) aims to combine job-creation for young people (16-25) while keeping older workers 57+ in employment with the main goal of skill and knowledge transfer. Eurofound (forthcoming) Mid-career review and internal mobility
17 In conclusion There is momentum for age management in some countries and organisations but commitment is not adequate to the scale of demographic change. Not enough to reform retirement and pension policies need investment in workability and employability of an ageing workforce. Potential of collective bargaining and social dialogue still to be realised. Age management demands new models of working, learning and caring over the life course with specific attention to gender. 19/11/
18 Thank you 19/11/
Work-Life Balance and Flexible Working Arrangements in the European Union
Cornell University ILR School DigitalCommons@ILR International Publications Key Workplace Documents 2017 Work-Life Balance and Flexible Working Arrangements in the European Union Eurofound Follow this
More informationWork life balance as a factor of gender equality which perspective? Some findings from the European Working Conditions Survey
Work life balance as a factor of gender equality which perspective? Some findings from the European Working Conditions Survey Agnès Parent-Thirion Senior programme manager working conditions Eurofound
More informationThe inegalitarian syndrome and the exhaustion of labour
The inegalitarian syndrome and the exhaustion of labour Discussant : Agnès Parent-Thirion, Eurofound ETUI conference Content of my presentation From a micro level perspective Job quality and job at risks
More informationWhat are we here for?
Age Diversity at the Workplace: A Comparative Study on the Influence of National Institutions on Employers' Age Management Practices in Germany, Japan and the UK Michael Muller-Camen, Matt Flynn, and Heike
More informationWORKING GROUP II COMBINING LEARNING AT SCHOOL AND AT WORK. Issues paper
WORKING GROUP II COMBINING LEARNING AT SCHOOL AND AT WORK Issues paper MAKING TRANSITIONS WORK Final Conference on the Transition from Initial Education to Working Life 21-23 May in Budapest, Hungary Introduction
More informationA.I.S.E. s 11 th INFORMATION DAY: Cleanliness and Hygiene : Benefits of the Professional Cleaning sector
A.I.S.E. s 11 th INFORMATION DAY: Cleanliness and Hygiene : Benefits of the Professional Cleaning sector - Hygiene in offices and public places Presented by Andreas Lill, Director General Brussels, 2 December
More informationEUROFOUND 2012 achievements, strategic objectives & 2013 programme
EUROFOUND 2012 achievements, -2016 strategic objectives & programme January 2012 Highlights 2012 marked the closing of Eurofound s programme 2009-2012 Europe at work: Better life and opportunities for
More informationThe Ageing Workforce: What s Next?
The Ageing Workforce: What s Next? Mrs Roslyn Ten General Manager Tripartite Alliance for Fair & Progressive Employment Practices Current Workforce Landscape Workforce aged 50 and older in 2014 - Retirement
More informationESF Ex-Post evaluation
ESF 2007-2013 Ex-Post evaluation Fields marked with * are mandatory. Open public consultation Questionnaire Please consult the background document as it provides useful information on the European Social
More informationEUROPEAN SOCIAL DIALOGUE: ACHIEVEMENTS AND CHALLENGES AHEAD
INTEGRATED PROGRAMME OF THE EU SOCIAL DIALOGUE 2009 2011 JOINT STUDY OF THE EUROPEAN SOCIAL PARTNERS: EUROPEAN SOCIAL DIALOGUE: ACHIEVEMENTS AND CHALLENGES AHEAD RESULTS OF THE STOCK-TAKING SURVEY AMONGST
More informationFinnish working life is the third best in Europe Interim evaluation of the Working Life 2020 project
Finnish working life is the third best in Europe Interim evaluation of the Working Life 2020 project Ramstad, Elise (Tekes) & Mähönen, Erno (MEE) 14 June 2017 1 Introduction Finland has set the goal of
More informationHealthy Workplaces for All Ages Promoting a sustainable working life
Healthy Workplaces for All Ages Promoting a sustainable working life Safety and health at work is everyone s concern. It s good for you. It s good for business. Introduction to the campaign Coordinated
More informationFarm structures. This document does not necessarily represent the official views of the European Commission
Farm structures Content 1. EU farms - characteristics and trends... 3 Physical farm size... 4 Economic farm size... 8 Declining farm numbers... 11 Organisational structure... 13 Land ownership... 14 Farm
More informationWELLBEING STRATEGY. Looking after our people. Recruiting our people. Leading our people. Diversity in our people
WELLBEING STRATEGY Recruiting our people Leading our people Looking after our people Diversity in our people Our commitment to you Andy Marsh Chief Constable Avon & Somerset Constabulary We can provide
More informationWholesale sector: Working conditions and job quality
European Foundation for the Improvement of Living and Working Conditions sector: Working conditions and job quality Work plays a significant role in people s lives, in the functioning of companies and
More informationThe European Working Conditions Surveys series (the EWCS) Agnès Parent-Thirion, on behalf of the European Working Conditions Survey team
The European Working Conditions Surveys series (the EWCS) Agnès Parent-Thirion, on behalf of the European Working Conditions Survey team European Working Conditions survey series 6 th edition 1991, 1995,
More informationSustainable workplaces of the future
Sustainable workplaces of the future European Research Challenges for Occupational Safety and Health Partnership for European Research in Occupational Safety and Health (PEROSH) PEROSH Partnership for
More informationCambridge Econometrics E3ME Macro-econometric Model
New Developments for French Occupational Outlooks Cambridge Econometrics E3ME Macro-econometric Model Quantitative and qualitative methods used for employment projections Rachel Beaven, Director International
More informationThis note, for discussion, is written in response to the Apprenticeship Review.
1 This note, for discussion, is written in response to the Apprenticeship Review. New Apprenticeship System Apprenticeship is a system of enabling people, recruited through employer collaboration, to acquire
More informationBanking sector: Working conditions and job quality
European Foundation for the Improvement of Living and Working Conditions sector: Working conditions and job quality Work plays a significant role in people s lives, in the functioning of companies and
More informationFlexible Work Arrangements Literature Review. Report to the National Advisory Council on the Employment of Women (NACEW)
Flexible Work Arrangements Literature Review Report to the National Advisory Council on the Employment of Women (NACEW) TABLE OF CONTENTS Executive Summary... 3 Introduction... 6 Purpose...6 Scope...6
More informationPart-time work in Europe
Part-time work in Europe European Company Survey 2009 European Company Survey 2009 Part-time work in Europe Author: Eszter Sandor Research Institute: Eurofound Research manager: Greet Vermeylen Research
More informationRMIT Diversity and Inclusion. Gender equality ACTION PLAN
Gender equality ACTION PLAN Introduction RMIT is a dynamic institution, known for its innovation, creativity and relevance to contemporary society. The University s mission is to create transformative
More informationEDUCATION POLICY ANALYSIS (Phillip McKenzie, 3 November 2003)
EDUCATION POLICY ANALYSIS 2003 (Phillip McKenzie, 3 November 2003) Purpose of the Series Improving the quality of education is a key policy objective in OECD countries. Major education reforms are underway
More informationEnvironmental Attitudes
Environmental Attitudes A comparison of, Europe and the United States over time Heather Pyman & Jon Pammett, Carleton University Survey Centre European countries 1993 Germany, Great Britain, Norway, Czech
More informationThe Finance Sector Union Claim for a New Enterprise Agreement at NAB. Agree
The Finance Sector Union Claim for a New Enterprise ment at NAB Underpinning Principles Staff at NAB continue to deliver outstanding results at work through their professional approach, their commitment
More informationFamily-related working time schemes (flexible work legislation), 2010 / 2011 a)
Austria Reduced working hours Working parents of children born after 1 July 2004 have a right to redcue working hours until the childs s seventh birthday, upon which the worker is entitled to increase
More informationSession III. In between jobs: supporting transitions. Session Scope. Main issues for discussion
Session III. In between jobs: supporting transitions. Session Scope Technology and globalisation are substantially transforming work: new professional categories are being created; some jobs are changing
More informationPerformance-Related Pay Polices for Government Employees, 2005
Denmark PRP established for the first time in 1997. PRP policy revised in 1997. In 2002, most of the unions entered the new pay system. PRP applies to all staff in Denmark. For some personnel groups, it
More informationEthical Sourcing Policy
Ethical Sourcing Ethical Sourcing Policy Myer Holdings Limited ACN 119 085 602 Myer Holdings Limited PO Box 869J Melbourne VIC 3001 Australia Telephone +61 3 8667 6000 www.myer.com.au Ethical Sourcing
More informationRisk Management Issues for the Future
Risk Management Issues for the Future AMICE Congress 2010 Mutuality Today: Sustainable Values Genoa, Italy 25.05.2010 - - Discover the trouble: the future is just around the corner Gothaer s approach AMICE
More informationNETWORKING CULTURE LTD CORPORATE SOCIAL RESPONSIBILITY POLICY
Networking Culture Ltd seeks to be a good corporate citizen in everything that it does. The principles encompassed in this policy cover all areas of the company s operations and have been developed and
More informationEquality, diversity and inclusion policy
Equality, diversity and inclusion policy Valid from 26 September 2013 Aims Action to promote equality, diversity and inclusion is an integral part of DCH s strategy and business objectives. We can only
More informationDiversity and Inclusion Policy
Diversity and Inclusion Policy Policy Level: Effective from: Document Owner: L1 Date of listing on the ASX Kylie Bishop Date Approved: 9 October 2014 Approved by: Review Date: 9 October 2015 Version No.:
More informationAirbus in the UK Gender Pay Gap Report 2017
001 Airbus in the UK Gender Pay Gap Report 2017 At Airbus we believe that empowering women, promoting equal opportunity and ending all forms of discrimination is not only a human right, but is key to the
More informationFVPLS VICTORIA WORK PROFILE or 22.8hrs per week. $70,000-$80,000 + attractive salary packaging
FVPLS VICTORIA WORK PROFILE TITLE OF WORK PROFILE: Human Resource Officer REPORTS TO: Manager Operations LOCATION OF POSITION Head Office (Abbotsford) HOURS PART-TIME 15.2 or 22.8hrs per week SALARY RANGE
More informationQuality of employment on Eurostat's webpage
Quality of employment on Eurostat's webpage Expert group meeting on Measuring Quality of Employment 4-6 October 2017, Geneva christian.wingerter@ec.europa.eu Principals of the new data offer Availability:
More informationEU project CHANGE Demographic change in employment
EU project CHANGE 2015-2017 Demographic change in employment Trade Union initiatives for innovations in employment for securing skilled workforce with coherent strategies of HR development and age management
More informationThe Equality Act s provisions cover all aspects of school life such as the treatment of:
Equality Policy Introduction This policy sets out The Sheffield Park Academy approach to promoting equality, as defined within the Equality Act (2010). We understand equality to mean treating everyone
More informationHealthy Workplaces Campaigns
Healthy Workplaces Campaigns 2014-19 Edwin Schmitt, EU-Consulting, TÜV Rheinland Safety and health at work is everyone s concern. It s good for you. It s good for business. What you are going to hear?
More informationEMPLOYMENT FLEXIBILITY INDEX 2018 EU and OECD countries
EMPLOYMENT FLEXIBILITY INDEX 2018 EU and OECD countries Lithuanian Free Market Institute, 2017 The index was prepared by the Lithuanian Free Market Institute in cooperation with the Institute of Market
More informationCEEP OPINION ON GENDER EQUALITY PROGRESSING TO 2020
Brussels, 25 May 2016 Opinion.05 CEEP OPINION ON GENDER EQUALITY PROGRESSING TO 2020 Executive summary CEEP and its members are committed to promoting gender equality both in their role as employers and
More informationHamp Academy. Equal Opportunities Policy. Version 2.0. Policy Created Date: 1 st September Andy Berry on behalf of the Sponsor.
Hamp Academy Equal Opportunities Policy Version 2.0 Written By: Policy Created Date: Peter Elliott 1 st September 2012 Signature Andy Berry on behalf of the Sponsor Signature Chief Executive Officer Bridgwater
More informationOrganisational and Workforce Change Procedure PROCEDURE DOCUMENT
Organisational and Workforce Change Procedure PROCEDURE DOCUMENT CATEGORY: CLASSIFICATION: PURPOSE Controlled Document Number: Version Number: 9 Controlled Document Sponsor: Controlled Document Lead: Procedure
More informationUniversity of Eastern Finland Gender Equality and Equal Opportunities Programme UEF // University of Eastern Finland
University of Eastern Finland Gender Equality and Equal Opportunities Programme 2017-2018 UEF // University of Eastern Finland Contents 1. Introduction 4 1.1. Organisation of and resources for gender
More informationSector Review Organizational Health & Wellness Trends in MANUFACTURING Insights from the WarrenShepell Research Group
Sector Review Organizational Health & Wellness Trends in MANUFACTURING Insights from the WarrenShepell Research Group Organizational Health & Wellness Trends in Manufacturing 1 THE INDUSTRY Primary and
More informationIPMA-CANADA INTERNATIONAL CERTIFICATION PROGRAM IPMA-CP (IN TRAINING) IPMA-CP IPMA-ACP IPMA-EX IPMA-CE
IPMA- Canada INTERNATIONAL PROGRAM IPMA-CP (IN TRAINING) IPMA-CP IPMA-ACP IPMA-EX IPMA-CE INTERNATIONAL PROGRAM is a national human resource management association whose mission is to promote excellence
More informationSectoral Profile - Industry
Sectoral Profile - Industry Energy consumption Energy consumption trends in EU There is a regular decrease in energy consumption since 2003, although there was growth in industrial activity from 2003 to
More informationCutting Red Tape The Member State point of view. Presentation by Hilde Van de Velde Bruges March 2010
Cutting Red Tape The Member State point of view Presentation by Hilde Van de Velde Bruges March 2010 The Action Programme created a momentum for reducing administrative burdens and inspired MS to launch
More informationRE-INTEGRATE Employer Consultation NORWAY. Return to Work An Integrated e-learning Environment A Leonardo project: 2007 to 2009
RE-INTEGRATE Employer Consultation NORWAY Return to Work An Integrated e-learning Environment A Leonardo project: 2007 to 2009 Aim of the Consultation To gather your views (as managers, HR personnel and
More informationCombatting the demographic challenge in the insurance sector A selection of initiatives in Europe
Combatting the demographic challenge in the insurance sector A selection of initiatives in Europe A joint project by the European social partners in the insurance sector Insurance Europe is the European
More informationSICKNESS ABSENCE POLICY & PROCEDURE
Sickness Absence Management Policy Version 2.0 Last Amended: March 2017 SICKNESS ABSENCE POLICY & PROCEDURE Contents 1. Sickness Absence Management Policy..2 2. Equal Opportunities. 2 3. Scope 2 3.1 Exclusions.
More informationGENDER, EMPLOYMENT AND WORKING TIME PREFERENCES IN EUROPE
GENDER, EMPLOYMENT AND WORKING TIME PREFERENCES IN EUROPE In 1998 the European Foundation for the Improvement of Living and Working Conditions carried out a major survey on Employment Options of the Future
More informationSTRESS AT WORK European automonous framework agreement Presentation-Implementation
STRESS AT WORK European automonous framework agreement Presentation-Implementation Rednal, November 21st, 22nd 2009 UK National Work stress network Annual conference Isabelle Schömann Senior Research Officer,
More informationFuture of Work. Vocational Education and Training. Policy ACTU CONGRESS 2003
Future of Work Vocational Education and Training Policy ACTU CONGRESS 2003 Policy Framework 1. After over a decade of change to Australia s vocational education and training system, unions have identified
More information+ The Ageing of Business + The Business of Ageing
The Ageing of Business + The Business of Ageing Geoff Pearman New Zealand & Australia PARTNERS in CHANGE Where I plan to go Proposition The Presentation Despite all the research, reports and descriptive
More informationChapter 9 Attracting and Retaining the Best Employees
Chapter 9 Attracting and Retaining the Best Employees 1 Describe the major components of human resources management. 2 Identify the steps in human resources planning. 3 Describe cultural diversity and
More informationSupplier Code of Conduct
Supplier Code of Conduct The VR 46 RACING APPAREL S.R.L (hereafter referred to as VR 46) Ethical Code of Conduct below sets out the minimum standards that VR 46 requires from all suppliers who manufacture
More informationWomen in green economy
Women in green economy A snapshot Lisa Rustico University of Modena and Reggio Emilia Adapt Research fellow Karlsruhe, 27 th May 2010 This Presentation has been issued within the WiRES project. WiRES (Women
More informationGoverning Body Geneva, November 2001 PFA. Review of contracts policy. Introduction. Purpose and objectives of the review ELEVENTH ITEM ON THE AGENDA
INTERNATIONAL LABOUR OFFICE GB.282/PFA/11 282nd Session Governing Body Geneva, November 2001 Programme, Financial and Administrative Committee PFA ELEVENTH ITEM ON THE AGENDA Review of contracts policy
More informationCOLLECTIVE BARGAINING INFORMATION BULLETIN 2007/4
COLLECTIVE BARGAINING INFORMATION BULLETIN 2007/4 THE EUROPEAN STRATEGY FOR FLEXICURITY: HOW THE OECD INDICATOR ON EMPLOYMENT PROTECTION LEGISLATION WILL UNDERMINE SOCIAL EUROPE AND TRANSITIONAL SECURITY
More informationInclusive Growth in Scotland. Gary Gillespie, Chief Economist Scottish Government 12 th February 2016
Inclusive Growth in Scotland Gary Gillespie, Chief Economist Scottish Government 12 th February 2016 Structure Background Scottish context What do we mean by inclusive growth in Scotland? What is the Scottish
More information9647/17 AS/mk 1 DG B 1C
Council of the European Union Brussels, 2 June 2017 (OR. en) 9647/17 NOTE From: To: Working Party on Social Questions SOC 435 EMPL 339 EDUC 267 ECOFIN 458 Permanent Representatives Committee/Council No.
More informationinitial aim: to bring metall unions and companies together to face the challenges of the post-second world war period
EMU stands for The EMU was founded in 1954 as IMU in Zürich and changed its name to EMU in 1993 initial aim: to bring metall unions and companies together to face the challenges of the post-second world
More informationWorking together to meet global energy challenges
Working together to meet global energy challenges Staff on loan From around the world From IEA and OECD member countries: Australia Austria Belgium Canada Chile Czech Republic Denmark Estonia Finland France
More informationHRM. Unit 1. Dr. Vinita Pimpale. Dr. Vinita Pimpale R.A.Podar College of Commerce & Economics
HRM Unit 1 1 What Is Human Resource Management? Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people
More information-The Next Leap - From Labour Market Programmes to Active Labour Market Policy SUMMARY REPORT. On behalf of UĦM
Front Cover -The Next Leap - From Labour Market Programmes to Active Labour Market Policy SUMMARY REPORT On behalf of UĦM Research by Economists Clyde Caruana & Mark Theuma Introduction The Great Recession
More informationDiversity Policy. Version Control. Revision 1.0. DMS Number Scope of Application
Version Control Revision 1.0 DMS Number 25637 Scope of Application Document owner Approver All Workers of Pacific Brands Limited and all subsidiary companies globally Group General Manager HR Board Published
More informationECONOMICALLY ACTIVE POPULATION: EMPLOYMENT, UNEMPLOYMENT, UNDEREMPLOYMENT
UNECE/ILO/EUROSTAT and Statistics Canada Meeting on Measuring Quality of Employment (Geneva, 31 October 2 November 2011) ECONOMICALLY ACTIVE POPULATION: EMPLOYMENT, UNEMPLOYMENT, UNDEREMPLOYMENT Linkages
More informationEQUITAS ACADEMIES TRUST
Equitas Academies Trust EQUITAS ACADEMIES TRUST REDUNDANCY POLICY Review Date: July 2017 To be Reviewed: July 2018 Agreed: F & GP Board Policy Lead: Zoe Donnelly 1 REDUNDANCY POLICY 1. INTRODUCTION This
More information1 Scottish Government (March 2015) Maximising Economic Opportunities for Women in Scotland 2 Ibid.
CLOSE YOUR PAY GAP BRIEFING FIVE WOMEN S JOBS, MEN S JOBS? JOB SEGREGATION, AND WHAT IT MEANS FOR THE GENDER PAY GAP Introduction Men and women participate in the labour market in different ways. Men work
More informationEQUAL OPPORTUNITIES POLICY
EQUAL OPPORTUNITIES POLICY POLICY STATEMENT The Scottish Federation of Housing Associations (SFHA) wishes to be seen as an exemplar in pursuing equality, to encourage high standards of practice among its
More informationEquality and Diversity Policy
Equality and Diversity Policy Author HR Manager Date September 2016 Person Responsible Vice Principal Finance and Resources Approval/ review bodies Equal Opportunities and Diversity Committee/SLT /Corporate
More informationMetal industry: Working conditions and job quality
European Foundation for the Improvement of Living and Working Conditions : Working conditions and job quality Work plays a significant role in people s lives, in the functioning of companies and in society
More informationForFarmers Responsible Sourcing Supplier Code of Conduct
ForFarmers Responsible Sourcing Supplier Code of Conduct Issue 1 Issued 25.04.2017 1 Contents 1. Introduction... 3 2. Scope... 4 3. Our Commitment... 4 3.1 Continuous Improvement... 4 3.2 Supporting our
More informationIRISH LABOUR COSTS IN EUROPEAN COMPARISON
IRISH LABOUR COSTS IN EUROPEAN COMPARISON MICHAEL TAFT RESEARCH OFFICER, UNITE THE UNION EUROPEAN LABOUR FORCE SURVEY Labour Costs in Market (Business) Economy: 2011 ( ) Denmark Sweden Belgium 39.61 39.28
More informationSpeaker: Luca Ferrazzi Construction Methods Dept. Manager Saipem S.p.a
"ADDRESSING THE ISSUE OF AN AGING CONSTRUCTION MANAGEMENT AND SUPERVISION WORKFORCE: A STRATEGIC MODEL FOR OWNER, EPC AND GENERAL CONTRACTORS" Speaker: Luca Ferrazzi Construction Methods Dept. Manager
More informationCLOSE THE GAP WORKING PAPER GENDER PAY GAP STATISTICS. March Introduction. What is the gender pay gap? Annual Survey of Hours and Earnings
CLOSE THE GAP 17 WORKING PAPER GENDER PAY GAP STATISTICS March 2017 This paper is an updated version of Working Paper 16 Statistics published in 2016. It provides the latest gender pay gap statistics for
More informationShort Programme in Human Resource Management (HHR105)
Short Programme in Human Resource Management (HHR105) About the Short Programme This short programme in Human Resource Management has a dual possibility as an academic programme. A student can either do
More informationAttitudes towards radioactive waste in Switzerland Report
Federal Department of the Environment, Transport, Energy and Communications DETEC Swiss Federal Office of Energy SFOE Disposal of Radioactive Waste Section Author: tns-opinion August 2008 Attitudes towards
More informationHR LESSON 7 RECORD KEEPING OF PERSONAL DATA. In this lesson you will learn vocabulary related to the topic of record keeping of personal data.
SZKOLENIA JĘZYKOWE DLA FIRM HR LESSON 7 RECORD KEEPING OF PERSONAL DATA In this lesson you will learn vocabulary related to the topic of record keeping of personal data. 1. REVISION from the lesson 6.
More informationChapter 9: Labor Section 1
Chapter 9: Labor Section 1 Key Terms labor force: all nonmilitary people who are employed or unemployed outsourcing: the practice of contracting with another company to do a specific job that would otherwise
More informationCSR Policy. Corporate Social Responsibility. Adder Technology Limited. Date: 07 June Revision History: V.1.0
Select Document Type. CSR Policy Corporate Social Responsibility Adder Technology Limited Date: 07 June 2017 Revision History: V.1.0 Registered Address: Adder Technology Limited Saxon Way, Bar Hill, Cambridge
More informationExperiences with part-time work in the Netherlands
Experiences with part-time work in the Netherlands 40 years 40-hour-week in Austria. And now? Vienna, 21 oktober 2015 Presentation Janneke Plantenga 21-10-2015 Since the 1980 s the Netherlands have wittnessed
More informationContents 1. Context 2. Drivers For Change 3. Defining The Future Workforce 4. Current Workforce 5. Workforce Action Plan
WORKFORCE PLAN 2013-2017 16 Contents 1. Context 2. Drivers For Change 3. Defining The Future Workforce 4. Current Workforce 5. Workforce Action Plan 6. Plan Implementation, Monitoring and Review Page 2
More informationJoint Action on Health Workforce Planning and Forecasting UPDATE REPORT Working Group on European Health Workforce Brussels, November 24, 2014
Joint Action on Health Workforce Planning and Forecasting UPDATE REPORT Working Group on European Health Workforce Brussels, November 24, 2014 Michel Van Hoegaerden, Programme Manager WP1 Interim report
More informationThe Job Quality Index from PIAAC Singapore and International Comparisons
The Job Quality Index from PIAAC Singapore and International Comparisons Fourth PIAAC International Conference 22 nd of November 2017 Johnny Sung Simon Freebody Jazreel Tan Our Presentation 1 Why Skills
More informationRB s Policy on Human Rights and Responsible Business* - Detailed Requirements
1 of 6 A No Child Labour. Limitation of Work by Young Workers Definition of a child: any person less than 15 years of age; except: a) where local law stipulates a higher age for work or mandatory schooling,
More informationInnovations in grazing
Innovations in grazing EGF Working Group Grazing, Lublin, Poland 3 June 2012, Agnes van den Pol-van Dasselaar Innovations in grazing Grazing in Europe 2011 Advantages and disadvantages Reasons for less
More informationEuropean Social Fund. Investing in people. European Commission
European Social Fund Investing in people European Commission This leaflet is available in all EU official languages. Neither the European Commission nor any person acting on behalf of the Commission is
More informationCore projects and scientific studies as background for the NREAPs. 9th Inter-Parliamentary Meeting on Renewable Energy and Energy Efficiency
Core projects and scientific studies as background for the NREAPs 9th Inter-Parliamentary Meeting on Renewable Energy and Energy Efficiency Brussels, 18.11.2009 Mario Ragwitz Fraunhofer Institute Systems
More informationEmployment Equity in the Public Service of Canada
Employment Equity in the Public Service of Canada 2015 2016 ANNUAL REPORT Her Majesty the Queen in Right of Canada, represented by the President of the Treasury Board, 2017 Catalogue No. BT1-28E-PDF ISSN
More information.eu brand awareness. Domain names have a high awareness. About 81% of the European Internet population has heard of domain names.
.eu brand awareness Domain names have a high awareness. About 81% of the European Internet population has heard of domain names. More than half of the European Internet population knows of the existence
More informationCouncil of the European Union Brussels, 5 March 2018 (OR. en)
Council of the European Union Brussels, 5 March 2018 (OR. en) Interinstitutional File: 2017/0244 (NLE) 6779/18 NOTE SOC 117 EMPL 87 ECOFIN 203 EDUC 87 JEUN 24 From: Permanent Representatives Committee
More informationPURCHASING CODE OF CONDUCT The KaDeWe Group GmbH
PURCHASING CODE OF CONDUCT The KaDeWe Group GmbH (Version 1.1) At The KaDeWe Group GmbH we are commited to: A standard of excellence in every aspect of our business Ethical and responsible conduct in all
More informationTransit Operator Recruitment Information Guide
P a g e 1 Transit Operator Recruitment Information Guide Moving Londoners - progressively, reliably, and affordably Why You Should Sit in Our Driver s Seat... Transit Operators play an important role in
More informationSkills Needs in Greening Economies Research findings
Skills Needs in Greening Economies Research findings Prepared by Joel Marsden for the: Joint Conference of the EU Social Partners, 10-11 October 2013 1 Project aims and purpose Framework of Actions for
More informationHuman Resources Management
Human Resources Management COURSE AUTHOR Dr. Monica Belcourt, School of Human Resource Management, York University COURSE INSTRUCTOR Vita Lobo COURSE DESCRIPTION Welcome to the exciting world of managing
More informationDual VET Vocational Education and Training in Germany
Dual VET Vocational Education and Training in Germany Content I. Overview II. How Dual VET works III. Benefits and current challenges IV. Conditions: why Dual VET works in Germany V. The bottom line: 5
More informationTHE EUROPEAN SOCIAL FUND INVESTING IN PEOPLE. What it is and what it does. Social Europe
THE EUROPEAN SOCIAL FUND INVESTING IN PEOPLE What it is and what it does Social Europe Neither the European Commission nor any person acting on behalf of the Commission may be held responsible for the
More information