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Quality in work indicators

In the spring of 2001, under the Belgian presidency, the « Employment » council, i.e. the Council of Ministers consisting of all the Labour Ministers of the European Union, has approved a list of 31 indicators on quality in work. The approved indicators are intended to measure the efforts done in the field of quality in work by the Member States within the framework of the implementation of the European Employment Strategy.

The indicators cover the ten dimensions of quality in work ( for more information see http://ec.europa.eu/employment_social/employment_analysis/quality_en.htm)

The ten dimensions of quality in work are the following:

  1. Intrinsic job quality
  2. Skills, lifelong learning, and career development
  3. Gender equality
  4. Health and safety at work
  5. Flexibility and security
  6. Inclusion and access to the labour market
  7. Work organisation and work-life balance
  8. Social dialogue and worker involvement
  9. Diversity and non-discrimination
  10. Overall work performance

Intrinsic job quality

Jobs ought to be intrinsically satisfying, compatible with a person's skills and abilities, and provide appropriate levels of income. Self-reported job satisfaction and labour market transitions by pay level and contract status have been chosen as indicators for this dimension.

Key indicator 

Q1 IEM04 - Transitions by pay level (XLS, 39 Ko)
IEM05 - Transitions by pay level - Administrative data (XLS, 37 Ko) 

Context indicators 

Q2 IEM02 - Transitions by type of contract - Permanent and temporary (XLS, 46 Ko) 
Q3 Job satisfaction (no data available)

Skills, lifelong learning, and career development

People ought to be able to develop their potential abilities to the full through appropriate support for life-long learning. Among the indicators for this dimension are participation rates in education and training, and the share of the workforce using computers for work purposes.

Key indicator 

Q4 IEF10 - Percentage of the population participating in training during the reference month (XLS, 33 Ko) 

Context indicators 

Q5 IEF11 - Percentage of the population participating in training during the reference month by age (XLS, 38 Ko)
IEF13 - Percentage of workers participating in training during the reference month (XLS, 33 Ko)
IEF14 - Percentage of workers participating in training during the reference month by age (XLS, 37 Ko)
IEF16 - Percentage of the unemployed participating in training during the reference month (XLS, 33 Ko) 
Q6
Q7
IEF25 - Training in enterprises (XLS, 36 Ko) 

Gender equality

Labour markets should offer equal opportunity for men and women in respect of equivalent value jobs, and in terms of life-time careers. The gender pay gap, employment and unemployment rate gaps by gender, and the gender segregation in occupations and sectors have been chosen as indicators for this dimension.

Key indicator 

Q8 IEE20 - Difference between men's and women's average gross hourly earnings (XLS, 28 Ko) 

Context indicators 

Q9 IEE21 - Difference between men's and women's average gross hourly earnings by age group (XLS, 32 Ko) 
Q10 IEE05 - Employment gender gap (XLS, 35 Ko) 
Q11 IEE13 - Unemployment gender gap (XLS, 33 Ko) 
Q12
Q13
IEE19 - Segregation index in occupations and sectors (XLS, 36 Ko) 

Health and safety at work

It has to be ensured that working conditions are safe, healthy and supportive in both physical and psychological terms of sustainable participation and employment. Possible measures of the exposure to risks and stress at the working place include accidents at work and related costs, and rates of occupational diseases.

Key indicator 

Q14 IEJ01 - Industrial accidents (XLS, 39 Ko)
IEJ03 - Trend of industrial accidents (XLS, 31 Ko) 

Flexibility and security

An appropriate balance between flexibility and security is called for to encourage positive attitudes to change at the workplace and in the labour market. This requires appropriate support for those who lose their jobs or are seeking an alternative, as well as encouragement for the full use of abilities and flexible career choices through appropriate support for occupational and geographical mobility. Indicators for this dimension are the shares of employees voluntarily and involuntary in part-time work and fixed-term contracts, respectively.

Key indicator 

Q15 IED06 - Involuntary part time as percentage of total part time (XLS, 29 Ko)
IED07 - Involuntary part time as percentage of total employees (XLS, 35 Ko) 

Inclusion and access to the labour market

Access to and inclusion in labour markets should be increased, including for those entering the labour market for the first time or after a period of unemployment or inactivity, and allow them to stay in the labour market. Among the indicators for this dimension are labour market transitions by main activity status and transitions of unemployed people into employment and training.

Key indicator 

Q16 IEM01 - Transitions by employment status - Administrative data (XLS, 44 Ko) 

Context indicators 

Q17 Transitions of unemployed via training (no data available– after some years of use the indicator appeared to be of little help)
Q18 IEB01 - Employment rate (XLS, 38 Ko) 
Q19 IEB08 - Employment rate by age group (XLS, 42 Ko) 
Q20 IEC05 - Long-term unemployment (XLS, 36 Ko) 
Q21 IEF06 - Early leavers from education and training (XLS, 34 Ko) 
Q22 IEQ07 - Unemployment rate of youth population (XLS, 37 Ko) 

Work organisation and work-life balance

Working arrangements, especially those concerning working time, together with support services should allow an appropriate balance between working life and life outside work. Indicators for this dimension include employment rate gaps by gender and presence of children, childcare provision and the share of employees leaving their job for family responsibilities or for education purposes.

Key indicator 

Q23 IEK01 - Employment impact of parenthood (XLS, 30 Ko) 

Context indicators 

Q24 IEK03 - Childcare (XLS, 36 Ko) 
Q25 IED20 - Career breaks and time credit (XLS, 35 Ko) 

Social dialogue and worker involvement

All workers should be informed about and involved in the development of their companies and their working life. Possible indicators for this dimension measure employee representation and worker involvement, the share of employees covered by collective agreements, the evolution of working days lost due to industrial disputes, and trade union density.

No indicators defined.

Diversity and non-discrimination

All workers should be treated equally without discrimination in terms of age, disability, ethnic origin, religion or sexual orientation. For this dimension, employment rate gaps by age, ethnic origin and disability have been suggested as indicators.

Context indicators 

Q26 IEB08 - Employment rate by age group (XLS, 42 Ko) 
Q27 IEE10 - Employment rate gap by nationality (XLS, 37 Ko) 
Q28 Employment rate gap between the disabled and those who are not (no data available)

Overall work performance

High levels of labour productivity and high living standards across all regions of the Community should be aimed at. Indicators for this dimension include growth in labour productivity and the share of high-skilled in the working age population.

Key indicator 

Q29 IEG04 - Growth in labour productivity (XLS, 28 Ko) 

Context indicators 

Q30 IEG03 - Labour productivity (XLS, 29 Ko) 
Q31 IEF01 - Educational attainment level of adults (XLS, 50 Ko) 


 

FPS Employment, Labour and Social Dialogue