1. Temporary Agency Work across the world David Arkless Senior Vice-President, Global Corporate Affairs, Manpower Inc

2. Ciett at a glance Founded in 1967
The only international body representing the interests of agency work businesses, with a specific organisation for Europe: Eurociett
Recognised as such by international organisations (e.g. ILO, European Union, OECD), key stakeholders (e.g. IOE, BusinessEurope, ITUC) and national governments
Is the only association representing agency work at large (brings together 38 national federations) and in its diversity (uniting seven of the largest multinational staffing companies as well as hundreds of thousands of SMEs)
Ciett Members comprised of private companies operating in the following HR activities: temporary agency work, recruitment, interim management, executive search, outplacement, training
Ciett Members gather 120,000 branches and employ almost 9 million agency workers on a daily average (FTE)

3. Ciett governing bodies
Decision making bodies
General Assembly
(44 members)
Board
(15 members)
Executive bodies
Executive Committee
President
Vice-President
Immediate Past President
Treasurer
Secretariat
Committees
Corporate Members
Federation Members
Research & Economic Affairs

4. Ciett vision
The Agency Work industry provides more freedom of choice in the labour market (broadened choice through triangular work relationship)
Protecting and advancing the interests of workers: job opportunities, skills enhancement, mobility, new career paths
Enhancing the competitiveness of companies:
efficiency, flexibility, talent enhancement
job creation, increase public revenue and save public spending, talent redistribution
Contributing to growth of economies:

5. Ciett’s long term objectives
To improve the image of the industry and strengthen its representation
To promote quality standards within the staffing industry
To create the most suitable legal environment for the industry to operate in
To facilitate contacts between members and sharing best practices
To seek greater recognition for the contribution that private employment agencies make to labour markets, especially in relation to 3 key aspects:
Job creation
Higher participation and diversity in the labour market
Economic growth and tax revenues

6. Ciett Code of Conduct
Services provided by PrEAs represent a modern answer to reconcile the requirement of labour market flexibility and the need of work security
Being aware of such a social responsibility, the PrEA industry has adopted, for many years, national codes of conduct at country level.
Because of the growing importance of PrEAs at the international level and the need for strengthening self-regulation principles to enhance the quality standards of the industry, Ciett has established a global Code of Conduct, which provides General Agreed Principles on private employment agency practices, shared by all its Members
This Code of Conduct is in line with ILO C181 and other international regulatory instruments (e.g. EU Directives, ILO core Conventions)

7. Ciett Code of Conduct (2)
10 general agreed principles on private employment agencies’ practices, shared by all Ciett members:
Respect for Ethical and Professional Conduct
Respect for Laws
Respect for Transparency of Terms of Engagement
Respect for free-of-charge provision of services to jobseekers
Respect for Safety at Work
Respect for Diversity
Respect for the Worker’s Rights
Respect for Confidentiality
Respect for Professional Knowledge
and Quality of Service
Respect for Fair Competition

8. Ciett main past achievements
Legal recognition of the AW industry
Legal recognition of the industry in France (1972), Belgium (1987), Denmark (1990), Finland (1993), Sweden (1993), Spain (1994), Italy (1998), Greece (1999), new EU member States (2000 onwards)
U-turn position of the ILO: From strict prohibition (Convention n° ) to formal recognition in 1997 (Convention n°181)
Definition of an international relevant regulatory standard for the AW industry
Convention 181 provides the right balance between freedom to provide AW services and the need to define some agency workers’ working conditions
Better visibility & understanding of the AW sector
By initiating strategic reports on the PrEAs’ contribution to the labour market (McKinsey study in 2000, Bain report in 2007)
By strengthening Ciett representation: 10 new members have joined since 2005
By developing robust statistics and case studies to fight misconceptions about the reality of our industry
By ensuring speaking opportunities in key events

9. Number of agency workers is strongly linked to economic growth
Note: *number of TAW workers in FTE; GDP real
Sources: PrEA national federations, EIU, Analyst reports
The use of agency work closely mirrors the behaviour of the economy. As it can be seen for the 4 countries analysed (Belgium, Denmark, Netherlands and the USA), there is a strong correlation between the level of GDP and the level of use of agency work. In years of growth, the demand and supply for workers increases, and diminishes when the economy and demand is weak.

10. TAW supplies companies with skills and workforce flexibility
Reasons for hiring Agency Workers (% of total agency workers)
Percentage of Agency Workers
Source: CIETT - “Orchestrating the evolution of Private Employment Agencies“

11. A very tightly regulated market
Based on a triangular relationship between a PrEA, a worker and a user company
No confusion to be made with fixed-term contracts, subcontracting or self employment
A well-regulated industry at international, European and national levels
International level:
Legal framework provided by ILO Convention n°181 and Recommendation n°188 on PrEAs
Self-regulation provided by Ciett’s Code of Conduct
EU Level
Posting of Workers Directive, Health & Safety Directive, Personal data protection Directive, Information on employment contract Directive
Eurociett’s Code of Conduct (self regulation)
National level
Industry mainly regulated by national labour law
Legal framework strengthened by collective labour agreements in many EU countries
PrEA trade organisations’ national Codes of Conduct

12. TAW: A triangular work relationship
Temporary
agency worker
User company
work agency
Employment contract
Works under the supervision of user company
Commercial contract

13. ILO Convention 181 (adopted in 1997)
Purpose
To allow the operation of private employment agencies as well as the protection of the workers using their services (replace C96)
Recognises
Importance of flexibility in the functioning of labour markets
Role of private employment agencies in a well-functioning labour market
Competent authorithy to regulate fee-charging employment activity
Provides the legal framework and regulatory conditions for fee-charging employment agencies
Recognises the workers’ rights in terms of (inter alia):
No fees to be charged to jobseekers
Non discrimination, protection of personal data, freedom of association, collective bargaining
Minimum wages, working time and other working conditions
Statutory social security benefits
Promote cooperation between the public employment service and private employment agencies.

14. Ciett & UNI Global Union Global Social Dialogue
Joint action plan to promote further ratification of Convention 181
Objective: To organise a 2-day workshop within the ILO office in order to:
To promote Convention 181 within ILO members (trade unions, employers and governments)
To develop a better understanding of the reality of the PrEA industry
To identify misconceptions and barriers about ratification of C181
Initiative supported by the ILO Governing body in March 08 - Workshop to be organised in October 2009
A complementary initiative could take place by the end of 2008:
The ILO Skills and Employment Dept is willing to organise a “technical assistance” training session in Turin by end of 2008 to promote further ratification of C181
Objective: to provide technical assistance in terms of content and process to countries (e.g. China, Lebanon, Philippines, Russia, Zambia, Nigeria) willing to ratify C181
Talks with Ciett Corporate Members with the view to reach an International Framework Agreement (IFA)
Objective: To gain a better recognition of the PrEAs’ contribution to better functioning labour markets

15. Workforce Development
Workforce Development, key in Manpower’s CSR strategy
Manpower co-operates with governments, NGOs and businesses in areas such as:
Youth unemployment
People with disabilities
Long-term unemployed
Disenfranchised areas.
Lack of skills
Ageing populations

16. Manpower’s governmental partnerships
Manpower Argentina
Juntos por los Jóvenes (Together for the Youth) program.
- Co-operation with the Dirección Nacional de la Juventud (DiNaJu), the Social Development Ministry, and NGO “Fundación SES”.
- To help prepare the economically disadvantaged youth for work.
Manpower France
Manpower Placement - designed to help the long-term unemployed, back to work.
- In co-operation with government agencies, assisted 3,300 people secure employment (67% of total).

17. Manpower Mexico Caminemos Juntos (Walking Together)
- Partnership with Mexico’s Secretary of Labor, NOGs and businesses and educational institutions.
- Brings job opportunities to people with disabilities
- Unique agreement means businesses incur no charge.
Recognitions by President of Mexico and Labor Ministry
- Manpower named as an Inclusive Firm for hiring people with disabilities
- Recognized by President Vicente Fox and CONEVyT (Mexican Council for Education and Labor), for supporting programs to provide training and employment to disadvantaged groups.

18. Manpower Sweden and Manpower U.K.
A a co-operative agreement between Manpower and the Swedish Electricians Union.
- To address critical shortage of qualified electricians
- Worked to Increase interest amongst disadvantaged groups
- By the end of 2006, 900 long-term unemployed back in training.
Manpower UK and Working Links.
- Unique public/private partnership between government and businesses.
- Assists disenfranchised groups back into the workforce by refining skills and sourcing sustainable work.
- To date, tens of thousands of people back into employment.

19. Manpower in the U.S. Partnership with the Dept of Labor
- Partnership to assist redundant, low-skilled, disadvantaged groups
- In addition, piloting DOL’s Ticket-to-Work program, creating opportunities for people with disabilities.
- Service provider for DOL’s OneStop Career Centers
Employer of the Year 2004
- In recognition of its dedication to assisting people with disabilities
- Recognised by Association of Persons in Supported Employment (APSE) and the National Disability Council.

20. Conclusion
Discrepancies are huge within the TAW market worldwide in terms of:
Market development (emerging markets vs more mature markets)
Level and typology of regulation (law and/or collective labour agreements)
Market characteristics (profile of agency workers, use by sectors)
However, the TAW industry faces similar issues across the world:
Misconceptions about the role the industry plays in the labour market, leading to image problems
A level of regulation that is not yet appropriate in several countries:
Lack of minimum regulation in some emerging markets
Remaining obstacles in developed markets (e.g. sectoral bans, restrictions to range of services provided)
TAW should be seen as a sector on its own
Not to be confused with other forms of flexible employment (outsourcing, subcontracting)
Because TW agencies remain the employer, they should have the freedom to contract and to negotiate
Sectoral social dialogue to be promoted at national and international levels 20 20