promoting inclusion and diversity lifting participation in the labor market annemarie muntz director...

promoting inclusion and diversity

lifting participation in the labor market

Annemarie MuntzDirector Group Public Affairs Randstad Holding nv

1st annual global employers’summit Bahrain 2015

7 October, 2015

promoting inclusion and diversity2

our role: leading in a changing world of work

October 7, 2015, Bahrein


triangular relationships and penetration rates



agency work offers decent workLMU study in 12 EU member states



ILO convention 181 sets clear standards for agency work regulation


• based on those, Ciett has put together 20 principles that serve as guidelines for regulating private employment agencies. The principles are based on four pillars:• balance between freedom to provide services and protection

of agency workers

• allow for free movement of workers

• establish a level-playing field that prevents unfair competition from rogue operators

• be in line with the ILO core conventions, Declaration of fundamental principles and rights at work and Convention No. 181 and Recommendation No. 188


agency workers enhances participation and diversity


Source: BCG-Ciett, Adapting to Change


agency work contributes to an inclusive labor market


In The Netherlands, 38% of agency

workers belong to target groupIn Germany,

17% of agency workers were of

a foreign nationality

In Belgium, 9% of agency workers were of a foreign

nationality

In Belgium, 5% of agency workers were physically

handicapped

In France, 25% of agency workers

are younger than 25 years

In France, 10% of agency workers are

50+ years old

Top 3 countries with most female agency workers:

1. Finland: 66%

2. USA: 58%

3. Hungary: 57%


how do we contribute?



create the workforce for the future

Ease migration

Extend the talent pool

Increase employability

Develop a talent

framework

Introduce a dynamic

labor market

Checklist governments

Create a decent flexible labor market with variation in contracts

Modernize social security arrangements

Project talent supply and demand

Understand what talent wants Invest in education Target the young, blue collar and/or

migration background

Discover women and older employees

Adapt retirement policies Increase day-care opportunities to

allow on- and off-ramping of parents

Create life-long cross-sectoral learning institutions

Build PPPs with private sector

Facilitate free flow of remittance Mutual skill recognition Ease skilled migration policies

Source: WEF Global Talent Risk Report 2014



Thank you!



average agency worker gender balance



good access to social security and vocational training



employment and recruitment agencies help job creation

• job creation: 62% of agency workers work in jobs that would otherwise not exist


Our role: leading in a changing world of work


UK

AU

SE

JP

US

EE

LV

GR

PL

SK

HU

ITPT

SI

BE

ESCZ

FI

DK

IE

GE

FR

AT

NL

CNNZ

less restrictive regulation on agency work helps to reduce the size of undeclared work

LU

undeclared economy as % of GDP

strictness of regulationon TWA employment(0=least restrictions, 6=most restrictions)

5% 10%

15%

20%

25%

30%

0%0

0,5

1

1,5

2

2,5market type

market drivensocial dialogue

legislation drivenemerging market

size of countries

source: randstad flexibility@work 201414 October 7, 2015, Bahrein


appropriate regulation as driver for the employment industry

• Ciett and its members call for appropriate regulation on agency work. Properly regulated agency work is an embodiment of decent work. It is the decent form of flexibility for workers and companies, as opposed to undeclared work or bogus self-employment.

• many countries have outdated labour laws that restrict our industry without any justification. Restrictions include: • sectoral bans

• too-short maximum length of assignment

• quota on maximum number of agency workers (company/industry-wide)

• restrictive reasons for use of agency work



ILO convention 181 sets clear standards for agency work regulation


• based on those, Ciett has put together 20 principles that serve as guidelines for regulating private employment agencies. The principles are based on four pillars:• balance between freedom to provide services and protection

of agency workers

• allow for free movement of workers

• establish a level-playing field that prevents unfair competition from rogue operators

• be in line with the ILO core conventions, Declaration of fundamental principles and rights at work and Convention No. 181 and Recommendation No. 188

promoting inclusion and diversity17 October 7, 2015, Bahrein

Finl

and

Hunga

ry

Brazil

New Z

eala

nd

Greec

e

Czech

Rep

ublic

Sout

h Afri

ca

Pola

nd

Austra

liaIta

ly

Japa

n

Denm

ark

Belgi

um

Germ

any

Fran

ce

Austri

aIn

dia

0%

10%

20%

30%

40%

50%

60%

70%

% of women in agency work


key facts Randstad:one of the leading HR services providers in the worldprofessionals recruitment

global client solutions

inhouse services

msp & rpo solutions

staffing



a look into the future: job destruction and job creation

19 October 7, 2015, Bahrein


what global talent wants

20

Lifelong learning

opportunities

Virtual mobility

Positive country brand

High level of freedom of

mindInspiring working

environment

Diversity

Accessible talent borders

The ‘Perfect employer Inc.’

Skill recognition institutions

Source: WEF Global Talent Risk Report 2014October 7, 2015, Bahrein

promoting inclusion and diversity lifting participation in the labor market annemarie muntz director...

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