1. Flexicurity Roles, risks and responsibilities of the social economy in the flexicurity model Eurodiaconia Seminar on Flexicurity in Härnösand, January 30-31, 2008

2. The European Commission Communication: Towards Common Principles of Flexicurity: More and better jobs through flexibility and security; 2007 ”Europe must create more and better jobs, to manage change and new social risks. It must reduce segmented labour markets and precarious jobs, and promote sustained integration and accumulation of skills... New forms of flexibility and security is needed.” ”Europe must create more and better jobs, to manage change and new social risks. It must reduce segmented labour markets and precarious jobs, and promote sustained integration and accumulation of skills... New forms of flexibility and security is needed.” 4 elements of Flexicurity: flexible and reliable contractual arrangements, comprehensive lifelong learning strategies, ALMP, modern social security systems 4 elements of Flexicurity: flexible and reliable contractual arrangements, comprehensive lifelong learning strategies, ALMP, modern social security systems Introduces the draft common principles Introduces the draft common principles Stresses that there are different pathways to Flexicurity and the cost-effectiveness of a Flexicurity strategy Stresses that there are different pathways to Flexicurity and the cost-effectiveness of a Flexicurity strategy Pathways: Identifies different country-specific realities and advices how to use the 4 elements as a pathway to Flexicurity with reference to the country’s challenges (i.e. Large skills and opportunity gaps, people on long-term benefits etc) Pathways: Identifies different country-specific realities and advices how to use the 4 elements as a pathway to Flexicurity with reference to the country’s challenges (i.e. Large skills and opportunity gaps, people on long-term benefits etc) Country examples Country examples

3. Parliament resolution, November 2007 Promoting stable employment relationships and sustainable labour market practices Promoting stable employment relationships and sustainable labour market practices Action for adaptable and reliable contractual arrangements and action against abusive labour market practices; especially in certain non-standard contracts Action for adaptable and reliable contractual arrangements and action against abusive labour market practices; especially in certain non-standard contracts Breaking down labour market segmentation by promoting employment security and improving job security; all workers shall have a core of rights regardless of their employment status Breaking down labour market segmentation by promoting employment security and improving job security; all workers shall have a core of rights regardless of their employment status Reconciling employment and family or private life, and promoting the concept of ”decent work” Reconciling employment and family or private life, and promoting the concept of ”decent work” Partnerships between government (at local, regaional and national level), social partners and civil society in manageing change Partnerships between government (at local, regaional and national level), social partners and civil society in manageing change Gender equality and promoting equal opportunities for all Gender equality and promoting equal opportunities for all Designing and implementing national pathways in close consultation with social partners, in accordance with national customs and practices Designing and implementing national pathways in close consultation with social partners, in accordance with national customs and practices Enhancing companies’ and workers’ adaptability by strenghtening transition security by better mobilising active labour market policies Enhancing companies’ and workers’ adaptability by strenghtening transition security by better mobilising active labour market policies A skilled and adaptable labour force, combining active labour market policies with invetsment in lifelong learning to enhance employability A skilled and adaptable labour force, combining active labour market policies with invetsment in lifelong learning to enhance employability A macro-economic framework for balanced and sustainable growth and more and better jobs A macro-economic framework for balanced and sustainable growth and more and better jobs

4. Council Conclusions, December 2007 (1) Flexicurity is a means to reinforce the implementation of the Lisbon Strategy, create more and better jobs, modernise labour markets, and promote good work through new forms of flexibility and security to increase adaptability, employment and social cohesion. (1) Flexicurity is a means to reinforce the implementation of the Lisbon Strategy, create more and better jobs, modernise labour markets, and promote good work through new forms of flexibility and security to increase adaptability, employment and social cohesion. (2) Flexicurity involves the deliberate combination of flexible and reliable contractual arrangements, comprehensive lifelong learning strategies, effective active labour market policies, and modern, adequate and sustainable social protection systems. (2) Flexicurity involves the deliberate combination of flexible and reliable contractual arrangements, comprehensive lifelong learning strategies, effective active labour market policies, and modern, adequate and sustainable social protection systems. (3) Flexicurity approaches are not about one single labour market or working life model, nor about a single policy strategy: they should be tailored to the specific circumstances of each Member State. Flexicurity implies a balance between rights and responsibilities of all concerned. Based on the common principles, each Member State should develop its own flexicurity arrangements. Progress should be effectively monitored. (3) Flexicurity approaches are not about one single labour market or working life model, nor about a single policy strategy: they should be tailored to the specific circumstances of each Member State. Flexicurity implies a balance between rights and responsibilities of all concerned. Based on the common principles, each Member State should develop its own flexicurity arrangements. Progress should be effectively monitored. (4) Flexicurity should promote more open, responsive and inclusive labour marketsovercoming segmentation. It concerns both those in work and those out of work. The inactive, the unemployed, those in undeclared work, in unstable employment, or at the margins of the labour market need to be provided with better opportunities, economic incentives and supportive measures for easier access to work or stepping-stones to assist progress into stable and legally secure employment. Support should be available to all those in employment to remain employable, progress and manage transitions both in work and between jobs. (4) Flexicurity should promote more open, responsive and inclusive labour marketsovercoming segmentation. It concerns both those in work and those out of work. The inactive, the unemployed, those in undeclared work, in unstable employment, or at the margins of the labour market need to be provided with better opportunities, economic incentives and supportive measures for easier access to work or stepping-stones to assist progress into stable and legally secure employment. Support should be available to all those in employment to remain employable, progress and manage transitions both in work and between jobs. (5) Internal (within the enterprise) as well as external flexicurity are equally important and should be promoted. Sufficient contractual flexibility must be accompanied by secure transitions from job to job. Upward mobility needs to be facilitated, as well as between unemployment or inactivity and work. High-quality and productive workplaces, good organisation of work, and continuous upgrading of skills are also essential. Social protection should provide incentives and support for job transitions and for access to new employment. (5) Internal (within the enterprise) as well as external flexicurity are equally important and should be promoted. Sufficient contractual flexibility must be accompanied by secure transitions from job to job. Upward mobility needs to be facilitated, as well as between unemployment or inactivity and work. High-quality and productive workplaces, good organisation of work, and continuous upgrading of skills are also essential. Social protection should provide incentives and support for job transitions and for access to new employment. (6) Flexicurity should support gender equality, by promoting equal access to quality employment for women and men and offering measures to reconcile work, family and private life. (6) Flexicurity should support gender equality, by promoting equal access to quality employment for women and men and offering measures to reconcile work, family and private life. (7) Flexicurity requires a climate of trust and broadly-based dialogue among all stakeholders, where all are prepared to take the responsibility for change with a view to socially balanced policies. While public authorities retain an overall responsibility, the involvement of social partners in the design and implementation of flexicurity policies through social dialogue and collective bargaining is of crucial importance. (7) Flexicurity requires a climate of trust and broadly-based dialogue among all stakeholders, where all are prepared to take the responsibility for change with a view to socially balanced policies. While public authorities retain an overall responsibility, the involvement of social partners in the design and implementation of flexicurity policies through social dialogue and collective bargaining is of crucial importance. (8) Flexicurity requires a cost effective allocation of resources and should remain fully compatible with sound and financially sustainable public budgets. It should also aim at a fair distribution of costs and benefits, especially between businesses, public authorities and individuals, with particular attention to the specific situation of SMEs. (8) Flexicurity requires a cost effective allocation of resources and should remain fully compatible with sound and financially sustainable public budgets. It should also aim at a fair distribution of costs and benefits, especially between businesses, public authorities and individuals, with particular attention to the specific situation of SMEs.

5. Next steps according to the Council Common principles part of the Lisbon strategy and the Integrated guidelines for jobs and growth; reporting on progress in the National Reform Programmes Common principles part of the Lisbon strategy and the Integrated guidelines for jobs and growth; reporting on progress in the National Reform Programmes Social Partners encouraged to refer to principles in common bargaining Social Partners encouraged to refer to principles in common bargaining Mutual learning between member states stressed Mutual learning between member states stressed Creation of ownership on national and European level emphasised Creation of ownership on national and European level emphasised Council and Commission to use indicators to measure progress by member states Council and Commission to use indicators to measure progress by member states

6. The Response of Eurodiaconia and other social NGOs

7. Eurodiaconia’s study Challenges to our social models Challenges to our social models Challenges and opportunities for Diaconia Challenges and opportunities for Diaconia

8. Eurodiaconia’s response Response to green paper on labour law consultation, Spring 2007 Response to green paper on labour law consultation, Spring 2007 Meeting with MEP Ole Christensen Meeting with MEP Ole Christensen Participation in Flexicurity conference, Fall 2007 Participation in Flexicurity conference, Fall 2007 Contribution to Social Platform documents Contribution to Social Platform documents Press release upon publication of Flexicurity Communication Press release upon publication of Flexicurity Communication Meeting with EMCO Meeting with EMCO Letter to EMCO Letter to EMCO Involvement of stakeholdersInvolvement of stakeholders Practical examplePractical example Seminar on Flexicurity in Sweden, January 2008 Seminar on Flexicurity in Sweden, January 2008 Planned statement: concerns, involvement, future steps Planned statement: concerns, involvement, future steps

9. Eurodiaconia response to Green Paper on Labour Law Addressing Addressing Integrated approach to modernisation of the labour marketIntegrated approach to modernisation of the labour market Assess connection between work and social securityAssess connection between work and social security Accesible labour market – using all resourcesAccesible labour market – using all resources Calling for Calling for Proper debate and clear definitionsProper debate and clear definitions Discuss labour market and inclusion togetherDiscuss labour market and inclusion together Involve all stakeholdersInvolve all stakeholders

10. Social Platform 10 principles on Flexicurity 10 principles on Flexicurity Responses to consultations Responses to consultations Meeting with EMCO Meeting with EMCO Troika meetings Troika meetings

11. The question is... Why involvement? What is our role and responsibility? Why involvement? What is our role and responsibility? Recognition of role to enable proper assistance to our users and of how services and the labour market interlink (which services and challenges?)Recognition of role to enable proper assistance to our users and of how services and the labour market interlink (which services and challenges?) Advocacy and work for inclusive societies in the general sense (value base)Advocacy and work for inclusive societies in the general sense (value base) Addressing (politically and practically) the issues or our users in particularAddressing (politically and practically) the issues or our users in particular

12. Diaconia Participation Participation Participation ladder (Sherry S. Arnstein)Participation ladder (Sherry S. Arnstein) Qu/A/Si – members of society have a right to participate fullyQu/A/Si – members of society have a right to participate fully Participation – contribution – inclusionParticipation – contribution – inclusion Rights-based approach?Rights-based approach? Inclusion? Inclusion? Bridge building?Bridge building? Insiders/outsidersInsiders/outsiders Lifelong learning Lifelong learning Pathways to employmentPathways to employment EmpowermentEmpowerment

13. Stepping stones OMC OMC Stakeholder involvement Stakeholder involvement Partnerships (Commission, NGOs) Partnerships (Commission, NGOs) Lobbying Lobbying Social Partners Social Partners Comprehension of capabilities and reach Comprehension of capabilities and reach

14. Questions from the Slovenian Presidency meeting of Ministers of Employment and Social Affairs, January 2007 (slightly modified) How can/should social protection systems and labour law be changed in response to the challenges to our social model and labour markets and in order to support effective entry into the labour market and transition between jobs? How do we ensure support of particularly vulnerable groups? What are the roles of the stakeholders? How can/should social protection systems and labour law be changed in response to the challenges to our social model and labour markets and in order to support effective entry into the labour market and transition between jobs? How do we ensure support of particularly vulnerable groups? What are the roles of the stakeholders? What specific measures could/should be used in order to establish trust among and guarantee support of young people, older workers and women (and other groups you identify) for the changes introduced? What should the role of stakeholders be? What specific measures could/should be used in order to establish trust among and guarantee support of young people, older workers and women (and other groups you identify) for the changes introduced? What should the role of stakeholders be? While establishing and implementing comprehensive flexicurity arrangements, in what way should the common principles of flexicurity be applied so as to take into account the specific situation of young people and older workers and in particular the gender dimension? While establishing and implementing comprehensive flexicurity arrangements, in what way should the common principles of flexicurity be applied so as to take into account the specific situation of young people and older workers and in particular the gender dimension? What combination of policy measures have proven to be/could be useful to ensure a gender mainstreaming approach? What have been the effects of such policy measures in the evolution of the labour market and social protection systems? What combination of policy measures have proven to be/could be useful to ensure a gender mainstreaming approach? What have been the effects of such policy measures in the evolution of the labour market and social protection systems?

15. Jobs and growth in the social and health services sector – some observations

16. Growth and gender ¾ of new jobs created in the EU since 2000 are occupied by women ¾ of new jobs created in the EU since 2000 are occupied by women Majority of professional and informal care by women Majority of professional and informal care by women Inequality in pay Inequality in pay Job and work Job and work Child care and support for single mothers? Child care and support for single mothers?

17. Growth and recruitment Mobility and migration Mobility and migration Grey markets Grey markets Salaries Salaries Skills (and transferability) Skills (and transferability) Faith-based Faith-based

18. Life Long Learning and social and health services

19. Key features of a coherent and comprehensive lifelong learning strategy Lifelong learning should be viewed as an overarching concept covering all systems (formal, non-formal) and levels (pre-school, primary, secondary, tertiary, adult, continuing) of education and training. Lifelong learning should be viewed as an overarching concept covering all systems (formal, non-formal) and levels (pre-school, primary, secondary, tertiary, adult, continuing) of education and training. A lifelong learning strategy should be an overall framework for education and training policies containing a strategic overview and a coherent set of priorities and the necessary allocation of resources for targeted policy measures. It should be evidence- based. A lifelong learning strategy should be an overall framework for education and training policies containing a strategic overview and a coherent set of priorities and the necessary allocation of resources for targeted policy measures. It should be evidence- based. A lifelong learning strategy should include flexible learning pathways and effective transition points between all systems and levels of education and training in order to avoid dead-ends. A lifelong learning strategy should include flexible learning pathways and effective transition points between all systems and levels of education and training in order to avoid dead-ends. Lifelong learning strategies should build on partnerships with all relevant stakeholders (including policy makers at national, regional and local levels, social partners, learners and representatives of civil society) and must include the necessary implementation and dissemination arrangements. Lifelong learning strategies should build on partnerships with all relevant stakeholders (including policy makers at national, regional and local levels, social partners, learners and representatives of civil society) and must include the necessary implementation and dissemination arrangements. Paul Tzimas, The EU Commission

20. European Parliament ”Stresses that the priority should be given to the creation of a flexible labour market by raising educational levels and expanding appreticeship opportunities, training and retraining programmes; implementing effective policies against discrimination and breaking down barriers to the integration into the labour force of women, migrants, older and younger workers...” (European Parliament resolution on Common Principles of Flexicurity, 29/11/07) ”Stresses that the priority should be given to the creation of a flexible labour market by raising educational levels and expanding appreticeship opportunities, training and retraining programmes; implementing effective policies against discrimination and breaking down barriers to the integration into the labour force of women, migrants, older and younger workers...” (European Parliament resolution on Common Principles of Flexicurity, 29/11/07)

21. Trouble shooting Commission’s headline: more and better jobs Commission’s headline: more and better jobs Connection between the European Social Model and Flexicurity? Connection between the European Social Model and Flexicurity?