Page 176 - ePaper
P. 176
Employment and Social Developments in Europe 2014
• Estonia, Greece, Hungary, Poland, • Youth and the unskilled face the worst other hand, is associated with weaker
Portugal, the Slovak Republic, Spain outcomes with respect to job qual- outcomes in terms of earnings and
and Turkey do relatively badly in two ity. By contrast, high-skilled workers labour market security, however, the
or all of the three main dimensions of perform well in all dimensions. For risk of job strain tends to be lower
job quality. In addition, none of these women, the picture is mixed. While among workers on part-time contracts
countries perform very well along at men tend to enjoy higher earnings, compared to the full-time workers.
least one of these dimensions. women tend to enjoy a better qual-
ity working environment. The degree ILO Decent Work Agenda
Looking at job quality outcomes across of labour market security is similar
socio-economic groups provides new between men and women. The ILO Declaration on Social Justice for
insights into labour market inequalities a Fair Globalization, adopted in 2008,
by shedding further light on the nature • Temporary work is strongly associ- endorses the Agenda for Decent Work,
and depth of the disadvantages faced by ated with poor job quality in all three which includes four equally important
some population groups. dimensions. Part-time work, on the strategic objectives: creating jobs, guar-
anteeing rights at work, extending social
protection and promoting social dia-
Chart A1.2: Labour market insecurity ( ) logue, with gender equality as a cross-
1
(Share of previous earnings, 2010) cutting objective.
20 The same year, the ILO adopted
18 a comprehensive framework of Decent
16 Work Indicators to monitor progress.
14 The framework contains no country
12 rankings and no composite index, and
% 10 covers all four dimensions of Decent
8 Work. The information is derived
6 from various sources: household and
4 establishment surveys, administrative
2 records, qualitative legal framework
0 information, among others.
LU NL AT FI FR DE CZ DK SI SE PT BE UK IT IE HU PL SK EE EL ES
The framework is based on both statisti -
Source: OECD, Employment Outlook 2014. cal indicators and qualitative informa-
Note: Labour market insecurity: unemployment risk times one minus unemployment insurance which may
be interpreted as the expected earnings loss associated with unemployment as a share of previous earnings. tion on the rights at work and the legal
framework( 107 ) to take cognisance of
1
( ) Labour market insecurity is defined as uninsured labour market risk. More specifically, it is the contextual environment in which the
calculated as the ratio of the probability of becoming unemployed over the probability of finding progress occurs. Progress of countries
employment, times one minus the effective rate of risk-absorption through the tax and benefits
system. The latter can be viewed as the rate at which the tax and benefits system is able to is recorded in the Decent Work Country
‘replace’ workers’ earnings when they lose their job. See Section 2.2 in Chapter 3 of Employment Profiles. The ILO Manual on Decent Work
Outlook 2014 for details.
Indicators: concepts and definitions was
launched in 2012 ( ).
108
Chart A1.3: Job strain ( ) (percentage of employees in strained jobs) ( ) The statistical indicators cover the
1
107
broader economic and social context as
well as 10 thematic areas (employment
70 opportunities, adequate earnings, working
time, combining work and family life,
60 child and forced labour, stability and
security of work, equal opportunities, safe
work environment, social security, social
50 dialogue). The legal framework indicators
are divided into 21 groups, some of which
40 are labour administration, minimum wage,
% unemployment insurance, leave (paid
30 annual leave, maternity and parental leave),
child and forced labour, termination of
20 employment, employment injury benefits,
pension, incapacity due to sickness/
invalidity, freedom of association, collective
10 bargaining, tripartite consultation. More
information is available at http://www.ilo.
0 org/integration/themes/mdw/lang--en/index.
SE IE FI DK UK NL BE EE LU AT DE IT CZ FR SK PT HU SI ES PL EL htm, which gives access also to the specific
Decent Work Factsheets and Country Profiles
as well as the Manual on Decent Work
Source: OECD, Employment Outlook 2014. Indicators, see next footnote.
( ) The link to the manual is: http://www.ilo.
108
1
( ) Job strain is produced by the interaction of high job demands and limited job resources. org/wcmsp5/groups/public/---dgreports/-
Job demands require sustained physical, cognitive and emotional effort. Resources include --integration/documents/publication/
work autonomy, appropriate feedback, opportunities to learn and support from colleagues wcms_229374.pdf. It presents a description
and managers. In the OECD Employment Outlook 2014, job strain is characterised by a set of the statistical indicators and legal
of combinations of job demands and resources that are most likely to have detrimental effects framework indicators related to the
on workers’ health (see Section 2.3 for exact definition of such combinations). 10 substantive elements of decent work.
174
• Estonia, Greece, Hungary, Poland, • Youth and the unskilled face the worst other hand, is associated with weaker
Portugal, the Slovak Republic, Spain outcomes with respect to job qual- outcomes in terms of earnings and
and Turkey do relatively badly in two ity. By contrast, high-skilled workers labour market security, however, the
or all of the three main dimensions of perform well in all dimensions. For risk of job strain tends to be lower
job quality. In addition, none of these women, the picture is mixed. While among workers on part-time contracts
countries perform very well along at men tend to enjoy higher earnings, compared to the full-time workers.
least one of these dimensions. women tend to enjoy a better qual-
ity working environment. The degree ILO Decent Work Agenda
Looking at job quality outcomes across of labour market security is similar
socio-economic groups provides new between men and women. The ILO Declaration on Social Justice for
insights into labour market inequalities a Fair Globalization, adopted in 2008,
by shedding further light on the nature • Temporary work is strongly associ- endorses the Agenda for Decent Work,
and depth of the disadvantages faced by ated with poor job quality in all three which includes four equally important
some population groups. dimensions. Part-time work, on the strategic objectives: creating jobs, guar-
anteeing rights at work, extending social
protection and promoting social dia-
Chart A1.2: Labour market insecurity ( ) logue, with gender equality as a cross-
1
(Share of previous earnings, 2010) cutting objective.
20 The same year, the ILO adopted
18 a comprehensive framework of Decent
16 Work Indicators to monitor progress.
14 The framework contains no country
12 rankings and no composite index, and
% 10 covers all four dimensions of Decent
8 Work. The information is derived
6 from various sources: household and
4 establishment surveys, administrative
2 records, qualitative legal framework
0 information, among others.
LU NL AT FI FR DE CZ DK SI SE PT BE UK IT IE HU PL SK EE EL ES
The framework is based on both statisti -
Source: OECD, Employment Outlook 2014. cal indicators and qualitative informa-
Note: Labour market insecurity: unemployment risk times one minus unemployment insurance which may
be interpreted as the expected earnings loss associated with unemployment as a share of previous earnings. tion on the rights at work and the legal
framework( 107 ) to take cognisance of
1
( ) Labour market insecurity is defined as uninsured labour market risk. More specifically, it is the contextual environment in which the
calculated as the ratio of the probability of becoming unemployed over the probability of finding progress occurs. Progress of countries
employment, times one minus the effective rate of risk-absorption through the tax and benefits
system. The latter can be viewed as the rate at which the tax and benefits system is able to is recorded in the Decent Work Country
‘replace’ workers’ earnings when they lose their job. See Section 2.2 in Chapter 3 of Employment Profiles. The ILO Manual on Decent Work
Outlook 2014 for details.
Indicators: concepts and definitions was
launched in 2012 ( ).
108
Chart A1.3: Job strain ( ) (percentage of employees in strained jobs) ( ) The statistical indicators cover the
1
107
broader economic and social context as
well as 10 thematic areas (employment
70 opportunities, adequate earnings, working
time, combining work and family life,
60 child and forced labour, stability and
security of work, equal opportunities, safe
work environment, social security, social
50 dialogue). The legal framework indicators
are divided into 21 groups, some of which
40 are labour administration, minimum wage,
% unemployment insurance, leave (paid
30 annual leave, maternity and parental leave),
child and forced labour, termination of
20 employment, employment injury benefits,
pension, incapacity due to sickness/
invalidity, freedom of association, collective
10 bargaining, tripartite consultation. More
information is available at http://www.ilo.
0 org/integration/themes/mdw/lang--en/index.
SE IE FI DK UK NL BE EE LU AT DE IT CZ FR SK PT HU SI ES PL EL htm, which gives access also to the specific
Decent Work Factsheets and Country Profiles
as well as the Manual on Decent Work
Source: OECD, Employment Outlook 2014. Indicators, see next footnote.
( ) The link to the manual is: http://www.ilo.
108
1
( ) Job strain is produced by the interaction of high job demands and limited job resources. org/wcmsp5/groups/public/---dgreports/-
Job demands require sustained physical, cognitive and emotional effort. Resources include --integration/documents/publication/
work autonomy, appropriate feedback, opportunities to learn and support from colleagues wcms_229374.pdf. It presents a description
and managers. In the OECD Employment Outlook 2014, job strain is characterised by a set of the statistical indicators and legal
of combinations of job demands and resources that are most likely to have detrimental effects framework indicators related to the
on workers’ health (see Section 2.3 for exact definition of such combinations). 10 substantive elements of decent work.
174
