Page 158 - ePaper
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Employment and Social Developments in Europe 2014
employment services or not, receive an Chart 21: Effects of greening on health and well-being of employees
offer of employment, an apprenticeship, a 100
traineeship or the chance to continue their
education or training within four months of 80
becoming unemployed or leaving formal
education — as has been stipulated in the 60
73
Youth Guarantee ( ). %
40
In support of this, there is a need to
strengthen the capacity of the public
employment services, reform education and 20
training systems, and strengthen partner - Better Same Worse Don't know/not applicable
ships to reach out to inactive young people 0 Health problems Risk exposure Work organisation
who are not registered with the employment (e.g. psychosocial, physical) (e.g. physical and psychological environment) (e.g. work intensity, multitasking)
services. In addition, the first experiences Source: Gaušas et al. (2012).
should offer quality learning content and Note: Survey with a total of 145 responses from companies (12 % of respondents), employer organisations
satisfactory working conditions — as will (21 %), trade unions (41 %), national, regional and local authorities (5 %), European and international
be promoted by the European Alliance for organisations (5.5 %), other EU and national-level stakeholders (10 %) and others (7 %).
74
Apprenticeships ( ). Furthermore, the Euro-
pean social partners’ Framework of Actions As labour market participation, employ - and create new jobs, while transforming
on Youth Employment is addressing several ment and retirement age are positively existing ones. In a knowledge economy,
of the challenges related to bringing more linked to education levels, an increasing higher resource productivity can augment
youth into employment. Also, as the single share of women receiving a higher educa- employment and allow wage increases
market becomes more open and integrated, tion is expected to result in better labour without reducing the profit rate on the
78
there will be an increasing need for a regu- market outcomes. Nevertheless, along reduced capital stock ( ). It is estimated
lar, low-cost and real-time flow of informa- with appropriate legislation and social poli - that reducing the total material require -
tion on jobs across the EU, for young (as well cies (e.g. European Commission, 2014c), ment of the EU economy by 24 % could
as all) workers, as is envisaged under the addressing discrimination in general also boost GDP by up to 3.3 %, while creating
75
European Jobs Network (EURES) ( ). calls for labour market policies that focus 2.8 million jobs ( ).
79
on the further strengthening of occupa -
Finally, persistent scarring effects affect- tional and geographical mobility at the There has been considerable job creation
ing the current cohort of young workers European level, through strengthening job in the environmental goods and services
will require attention to improve their job search facilities, improving the portability sector (EGSS) even during the economic
quality in coming years. of social security rights (such as pensions, crisis. Employment in the EU increased
medical care, unemployment benefits, from 3 to 4.2 million between 2002 and
4.3.3. Tackling persistent etc.), and the recognition of skills and 2011, including by 20 % during the reces-
gender discrimination education certificates. Increased labour sion years (Eurostat). This trend is expected
mobility decreases the bargaining power to continue as the EGSS sector supports
Women’s job quality continues to be of employers and as a consequence also the overall greening of the economy. Take
adversely affected by persistent forms of their scope to discriminate ( ). the example of recycling. Many everyday
77
discrimination. In addition to lower partici- goods are made out of materials that can
pation and employment rates and shorter 4.4. The jobs potential be recycled. Recycling has introduced new
careers, Section 3 shows significant gender of the green economy production processes to treat used materi-
differences in earnings in the EU: on aver- als and to make new products out of old
age women earn 16 % less than men per The greening of the economy can be ones. This can generate new jobs of differ -
hour of work. They also participate less in a source of employment growth, as by ent levels of skills. ILO and OECD (2012)
decision-making: women account for an increasing the efficiency of production in turn provide a review of studies point-
average of 18 % of the members of the processes, adopting innovative solutions to ing to a significant job-creation potential in
board of directors in the largest publicly- save resources and reduce pollution, devel - renewable energy sectors and associated
listed companies (far from the 40 % target oping new business models, or offering with energy-efficient buildings.
for 2020) and 3 % of CEOs ( ). more sustainable products and services,
76
companies can expand their markets Workers expect that further greening will
( ) For more details, see Council have a positive impact on job quality, espe -
73
Recommendation of 22 April 2013 on cially on their health (Gaušas et al., 2012)
establishing a Youth Guarantee, available ( ) In perfect competition and perfect information,
77
at http://eur-lex.europa.eu/legal-content/EN/ wage differences reflect differences in (Chart 21). Nevertheless, in a successful
ALL/;ELX_SESSIONID=lNQSTntdhQbGNl1z productivity and job quality, and lower job transition towards a greener economy, sev -
7P6hZ0YHvy8dS2lKN2wkn8lfRx9RnXTFL quality should give rise to a positive wage
mTL!-60128961?uri=CELEX:32013H0426(01) premium and discrimination cannot persist eral downward risks for job quality in all its
( ) More details available at http://ec.europa. (e.g. Becker, 1957; Rosen, 1986). However, dimensions may have to be considered, as
74
eu/education/policy/vocational-policy/ once perfect labour mobility does not hold and
alliance_en.htm employers have an inclination to discriminate highlighted below.
75
( ) For more details, see https://ec.europa.eu/ or stigmatise, then lower wages may be paid
to the victims of discrimination (e.g. Black,
eures/page/homepage?lang=en 1995). The stronger the barriers to all forms of ( ) http://www.unido.org/fileadmin/user_media_
78
76
( ) See for instance http://ec.europa.eu/justice/ job mobility, the more likely low job quality will upgrade/Media_center/2013/GREENBOOK.pdf
gender-equality/files/documents/140303_ be associated with low pay, as employers can ( ) http://ec.europa.eu/environment/enveco/studies_
79
factsheet_progress_en.pdf use their bargaining position. modelling/pdf/report_macroeconomic.pdf
156
employment services or not, receive an Chart 21: Effects of greening on health and well-being of employees
offer of employment, an apprenticeship, a 100
traineeship or the chance to continue their
education or training within four months of 80
becoming unemployed or leaving formal
education — as has been stipulated in the 60
73
Youth Guarantee ( ). %
40
In support of this, there is a need to
strengthen the capacity of the public
employment services, reform education and 20
training systems, and strengthen partner - Better Same Worse Don't know/not applicable
ships to reach out to inactive young people 0 Health problems Risk exposure Work organisation
who are not registered with the employment (e.g. psychosocial, physical) (e.g. physical and psychological environment) (e.g. work intensity, multitasking)
services. In addition, the first experiences Source: Gaušas et al. (2012).
should offer quality learning content and Note: Survey with a total of 145 responses from companies (12 % of respondents), employer organisations
satisfactory working conditions — as will (21 %), trade unions (41 %), national, regional and local authorities (5 %), European and international
be promoted by the European Alliance for organisations (5.5 %), other EU and national-level stakeholders (10 %) and others (7 %).
74
Apprenticeships ( ). Furthermore, the Euro-
pean social partners’ Framework of Actions As labour market participation, employ - and create new jobs, while transforming
on Youth Employment is addressing several ment and retirement age are positively existing ones. In a knowledge economy,
of the challenges related to bringing more linked to education levels, an increasing higher resource productivity can augment
youth into employment. Also, as the single share of women receiving a higher educa- employment and allow wage increases
market becomes more open and integrated, tion is expected to result in better labour without reducing the profit rate on the
78
there will be an increasing need for a regu- market outcomes. Nevertheless, along reduced capital stock ( ). It is estimated
lar, low-cost and real-time flow of informa- with appropriate legislation and social poli - that reducing the total material require -
tion on jobs across the EU, for young (as well cies (e.g. European Commission, 2014c), ment of the EU economy by 24 % could
as all) workers, as is envisaged under the addressing discrimination in general also boost GDP by up to 3.3 %, while creating
75
European Jobs Network (EURES) ( ). calls for labour market policies that focus 2.8 million jobs ( ).
79
on the further strengthening of occupa -
Finally, persistent scarring effects affect- tional and geographical mobility at the There has been considerable job creation
ing the current cohort of young workers European level, through strengthening job in the environmental goods and services
will require attention to improve their job search facilities, improving the portability sector (EGSS) even during the economic
quality in coming years. of social security rights (such as pensions, crisis. Employment in the EU increased
medical care, unemployment benefits, from 3 to 4.2 million between 2002 and
4.3.3. Tackling persistent etc.), and the recognition of skills and 2011, including by 20 % during the reces-
gender discrimination education certificates. Increased labour sion years (Eurostat). This trend is expected
mobility decreases the bargaining power to continue as the EGSS sector supports
Women’s job quality continues to be of employers and as a consequence also the overall greening of the economy. Take
adversely affected by persistent forms of their scope to discriminate ( ). the example of recycling. Many everyday
77
discrimination. In addition to lower partici- goods are made out of materials that can
pation and employment rates and shorter 4.4. The jobs potential be recycled. Recycling has introduced new
careers, Section 3 shows significant gender of the green economy production processes to treat used materi-
differences in earnings in the EU: on aver- als and to make new products out of old
age women earn 16 % less than men per The greening of the economy can be ones. This can generate new jobs of differ -
hour of work. They also participate less in a source of employment growth, as by ent levels of skills. ILO and OECD (2012)
decision-making: women account for an increasing the efficiency of production in turn provide a review of studies point-
average of 18 % of the members of the processes, adopting innovative solutions to ing to a significant job-creation potential in
board of directors in the largest publicly- save resources and reduce pollution, devel - renewable energy sectors and associated
listed companies (far from the 40 % target oping new business models, or offering with energy-efficient buildings.
for 2020) and 3 % of CEOs ( ). more sustainable products and services,
76
companies can expand their markets Workers expect that further greening will
( ) For more details, see Council have a positive impact on job quality, espe -
73
Recommendation of 22 April 2013 on cially on their health (Gaušas et al., 2012)
establishing a Youth Guarantee, available ( ) In perfect competition and perfect information,
77
at http://eur-lex.europa.eu/legal-content/EN/ wage differences reflect differences in (Chart 21). Nevertheless, in a successful
ALL/;ELX_SESSIONID=lNQSTntdhQbGNl1z productivity and job quality, and lower job transition towards a greener economy, sev -
7P6hZ0YHvy8dS2lKN2wkn8lfRx9RnXTFL quality should give rise to a positive wage
mTL!-60128961?uri=CELEX:32013H0426(01) premium and discrimination cannot persist eral downward risks for job quality in all its
( ) More details available at http://ec.europa. (e.g. Becker, 1957; Rosen, 1986). However, dimensions may have to be considered, as
74
eu/education/policy/vocational-policy/ once perfect labour mobility does not hold and
alliance_en.htm employers have an inclination to discriminate highlighted below.
75
( ) For more details, see https://ec.europa.eu/ or stigmatise, then lower wages may be paid
to the victims of discrimination (e.g. Black,
eures/page/homepage?lang=en 1995). The stronger the barriers to all forms of ( ) http://www.unido.org/fileadmin/user_media_
78
76
( ) See for instance http://ec.europa.eu/justice/ job mobility, the more likely low job quality will upgrade/Media_center/2013/GREENBOOK.pdf
gender-equality/files/documents/140303_ be associated with low pay, as employers can ( ) http://ec.europa.eu/environment/enveco/studies_
79
factsheet_progress_en.pdf use their bargaining position. modelling/pdf/report_macroeconomic.pdf
156
