istat: francesca della ratta, elisa marzilli and federica pintaldi a validation study of the quality...
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ISTAT: Francesca Della Ratta, Elisa Marzilli and Federica Pintaldi
A Validation Study of theQuality of Employment Indicators:
work in progress
A Validation Study of theQuality of Employment Indicators:
work in progress
2nd Meeting of the Task Force on the Measurement of Quality of Employment
(28-29 May 2009 Geneva Switzerland)
Social changes and fast evolution of labour market conditions involve mainly developing countries but reflect also on advanced economies
Quality of employment assumes great relevance
Monitoring and measuring its aspects is becoming even more relevant
Up to now different qualitative aspects of work have generally been measured separately
Social changes and fast evolution of labour market conditions involve mainly developing countries but reflect also on advanced economies
Quality of employment assumes great relevance
Monitoring and measuring its aspects is becoming even more relevant
Up to now different qualitative aspects of work have generally been measured separately
Quality of Employment: a conceptual
framework
Nevertheless, there are several attempts to wrap them up in a general conceptual framework
This project supports the Task Force
An empirical approach for studying the validity of the indicators
The difficulty to measure the indicators in practice
Completeness/redundancy of the indicators selected
The core of study is the linkages and degrees of correlation among the indicators
This project supports the Task Force
An empirical approach for studying the validity of the indicators
The difficulty to measure the indicators in practice
Completeness/redundancy of the indicators selected
The core of study is the linkages and degrees of correlation among the indicators
Quality of Employment: validation study
We will show the work in progress of the validation study in order to refine the list of indicators to measure the Quality of
Employment
1. Comparison the framework Quality of Employment with the framework Decent Work in order to highlight similarities and differences
2. Review availability of the indicators from several electronic database: Eurostat, ILO, UNECE, World Bank
3. Proceeding to the operational definition of the indicators in one o more variables
4. Summary statistics and the relation among indicators to first selection of them
5. Examination the performance of several indicators using: principal Components Analysis (PCA) for quantitative variables and Multiple Correspondence Analysis (MCA) for legislative indicators
6. Relation among quantitative and qualitative variables
1. Comparison the framework Quality of Employment with the framework Decent Work in order to highlight similarities and differences
2. Review availability of the indicators from several electronic database: Eurostat, ILO, UNECE, World Bank
3. Proceeding to the operational definition of the indicators in one o more variables
4. Summary statistics and the relation among indicators to first selection of them
5. Examination the performance of several indicators using: principal Components Analysis (PCA) for quantitative variables and Multiple Correspondence Analysis (MCA) for legislative indicators
6. Relation among quantitative and qualitative variables
Validation study: the steps
6. Skills development and life-long learning 1. Employment opportunities
7. Intrinsic nature of work 11. Economic and social context for decent work
Quality of Employment Decent Work1. Safety and ethics of employment
a) Employment safetyb) Child labour and forced labourc) Fair treatment in employment
8. Safe work environment 5. Work that should be abolished 7. Equal opportunity and treatment in
employment
2. Income and benefits from employmenta) Income from employmentb) Benefits from employment
2. Adequate earnings and productive work
3. Working hours and balancing work and non-working life
a) Working hoursb) Working time arrangementsc) Balancing work and non-working life
3. Decent hours 4. Combining work. family and personal life
4. Stability and security of work. and social protection
a) Stability and security of workb) Social protection
6. Stability and security of work 9. Social security
5. Social dialogue and workplace relationshipsa) Social dialogueb) Workplace relationships
10. Social dialogue, workers’ and employers’ representation
Quality of Employment Decent Work1. Safety and ethics of employment
a) Employment safetyb) Child labour and forced labourc) Fair treatment in employment
8. Safe work environment 5. Work that should be abolished 7. Equal opportunity and treatment in
employment
QE and DW Fatal occupational injury rate (Workplace fatalities per 100.000 employees) Non-fatal occupational injury rate (Workplace accidents per 100.000 employees) Occupational injury insurance coverage Labour inspection (inspectors per 100.000 employees) Children working: average weekly hours by age and sex Occupational segregation by sex/ citizenship
QE Children not in school by employment status Share of employees working in "hazardous" conditions Workplace expenditure on safety improvements as a share of total workplace labour costs Employed women as a share of total employment Gender pay gap
DW Occupational safety and health insurance Child labour (incl. public policies to combat it) Forced labour (incl. public policies to combat it) Female share of employment in ISCO-88 groups 11 and 12 Anti-discrimination law based on sex of worker, race, ethnicity, religion or national origin
Quality of Employment Decent Work2. Income and benefits from employment
a) Income from employmentb) Benefits from employment 2. Adequate earnings and productive work
QE and DW Low pay (share of employed with below ½ of median hourly earnings)
QE Share of employees entitled to paid annual leave Average length of paid annual leave Share of employees paid at minimum wage Share of employees paid at below minimum wage
DW Working poor Statutory minimum wage
Quality of Employment Decent Work3. Working hours and balancing work and non-working life
a) Working hoursb) Working time arrangementsc) Balancing work and non-working life
3. Decent hours 4. Combining work. family and personal life
QE and DW Share of employed persons working 49 hrs and more per week Average annual (actual) hours worked per person Time-related underemployment rate
QE % of employed people who usually work at night/evening % of employed people who usually work on weekend or bank holiday Share of employed persons working less than 30 hrs per week involuntarily Ratio of employment rate for women with children under compulsory school age to the employment rate of all women aged 20-49 Share of women receiving maternity/family leave benefits Share of men receiving paternity/family leave benefits
DW Maximum hours of work Paid annual leave
Quality of Employment Decent Work4. Stability and security of work and social protection
a) Stability and security of workb) Social protection
6. Stability and security of work 9. Social security
QE and DW Percentage of employees with temporary jobs Percentage of employees with job tenure of less than one year Public social security expenditure as share of GDP
QE Share of employees covered by unemployment insurance Share of economically active population contributing to a pension fund
DW Share of population aged 65 and above benefiting from a pension Stability and security of work (developmental work to be done by the Office) Employment protection legislation Pension (public / private) Incapacity for work due to sickness / sick leave Incapacity for work due to invalidity
Quality of Employment Decent Work5. Social dialogue and workplace relationships
a) Social dialogueb) Workplace relationships
10. Social dialogue. workers’ and employers’ representation
QE and DW Share of employees covered by collective wage bargaining Union density rate
QE Rate of days not worked due to strikes and lockouts (per 1000 employees) Share of employees not covered by strike law
DW Enterprises belonging to employer organization Indicator for Fundamental Principles and Rights at Work Freedom of association and right to organize Collective bargaining right Tripartite consultations
Quality of Employment Decent Work6. Skills development and life-long learning
QE Share of employed persons in high skilled occupations Share of employees who received job training within the last 12 months Share of employed who have more education than is normally required in their occupation
Quality of Employment Decent Work7. Intrinsic nature of work
No indicators proposed
Quality of Employment Decent Work
1. Employment opportunities
DW Employment-to-population ratio 15-64 years Unemployment rate Youth not in education and not in employment 15-24 years Informal employment Government commitment to full employment Unemployment insurance
Quality of Employment Decent Work 11. Economic and social context for decent
work
DW Children not in school (% by age) % of working-age population who are HIV positive Labour productivity (GDP per employed person) Income inequality (percentile ratio P90/P10) Inflation rate Employment by branch of economic activity Education of adult population Labour share in GDP
Quality of employment: selection of Countries
COUNTRIES
Austria Lithuania
Belgium Netherlands
Bulgaria Norway
Czech Republic Poland
Denmark Portugal
Finland Romania
France Slovakia
Germany Slovenia
Greece Spain
Hungary Sweden
Ireland Switzerland
Italy United Kingdom
Latvia
We selected 25 Countries that are members of UNECE through several criteria
• Eurostat data-base: at first we selected a group of 32 countries that belong to the European area
• Availability of indicators: only European countries for which the indicators were available
• Comparability of indicators: only countries which adopted the same methodology and standard to collect the data
• Consistency of employed population: we excluded countries with a number of employed population smaller than 500,000
• Variability: we selected both EU Member States and not-EU Member States
Quality of employment: variables selected
Selection of quantitative variables
for Principal Component Analysis
Selection of quantitative variables
for Principal Component Analysis
Variable Note
Standardised incidence rate of accidents at work (rate per 100 000 workers). More than 3 days lost (4 days absence or more)
Not available for BG. CY. CZ. EE. HU. LT. LV. MT. PL. RO. SI.
SK
Non fatal accident (ILO)Not available for DK. GR and
NL. Comparability?
Fatal accident (rate per 100.000 workers)Which denominator?
Fatal accident (rate per 100.000 employees)
Number of working days lost (1000) Which is better? Meaning? Not available for AT. BG. CZ. EE.
GR. HR. IS. LU. PT. SIWorking days lost per 1000 workers
Quality of employment: quantitative variables
Indicator Note
% ISCO1
Which is better?% ISCO2
% ISCO3
% ISCO1_3
Overeducation on isced5_6Which denominator?
Overeducation on total employment
% of the adult population aged 25 to 64 participating in education and training
Only employed people?
Quality of employment: variables collected
Variable Note
Share of employed women ok
Ratio of employment rate for women to the employment rate of men aged 25-49
Redundant? High correlation with share of employed
women
Ratio of employment rate for women with children under compulsory school age to the employment rate of all women aged 20-49 / women without children aged 20-49
Which denominator? Not available for CH. DK. IE.
IS. NO. SE
Occupational segregation by sex Interpretation?
Gender pay gap_1
Structure of Earnings Survey. Not available for AT. BE. CZ. DE. ES. FR. GR. HR.
IS. IT. LU. MT. NO. PT. TR
Gender pay gap_2 National sources: comparability?
% ISCO1 women /ISCO1 Relevant? ILO: Female in ISCO-88 groups 11 and 12% ISCO1 women /% women employment
Quality of employment: variables collected
Quality of employment: variables collected
Variable Note
Average annual hours worked per person (NA)Which is better?
Average weekly hours actual worked (LFS)
% working on SaturdayA combination?
% working on Sunday
% working at evening PT not available. Relevant?
% working at night ok
% involuntary part-time_1 (total employees) Which denominator? IE not available% involuntary part-time_2 (total employment)
% temporary employees (total employees)Which denominator?
% temporary employees (total employment)
%temporary employees with contract <12 months Not available for UK and EE
Variable Note
Paid annual vacation
The paid annual vacation (in working days) for an employee with 20 years of service (Doing
Business)
Minimum annual leave (in working days) ILO (GR not available)
Minimum wageILO. Not available for DK. HR.
NO. Comparability?
Length of maternity leave (in weeks)ILO. A combination?
Amount of maternity leave benefits
Maximum weekly hours limits ILO (GR not available)
Public social security expenditure as % GDP Not available for CH
Quality of employment: variables collected
Variable Mean SD Minimum Maximum
Fatal accident (rate per 100.000 workers) 3.2 1.8 0.7 7.6
% ISCO1_3 37.6 6.6 21.3 47.3
Overeducation on total employment 4.8 2.8 0.9 11.4
Share of employed women 45.2 2.6 38.8 49.3
Occupational segregation by sex 0.36 0.04 0.24 0.43
Average annual hours worked per person 1,754 183 1,419 2,069
Average weekly hours actual worked 38 2 32 41
% working on Saturday 25.4 7.2 11.4 39.0
% working on Sunday 13.8 3.2 7.0 20.2
% working at evening 17.6 6.3 7.3 31.4
% working at night 6.7 3 3.1 17.2
% involuntary part-time2 (total employment) 2.9 1.7 0.3 6.0
Length of maternity leave (in weeks) 21 11 14 68
Paid annual vacation 23 3 20 30
Minimum annual leave (in working days) 22 3 20 30
Public social security expenditure as % GDP 16 4 8.4 22.2
% temporary employees (total employment) 10.0 6.1 1.1 26.1
%temporary employees with contract <12 months 61.0 19.5 23.9 91.9
% of population aged 25 to 64 participating in education and training 11.2 9.1 1.3 32.4
Quality of employment: variables selected to PCA
Principal Components Analysis: eigenvalue
The first factorial plane accounts for a large part of total variability (43%)
Two main dimensions underlying the variables: the first principal component explains about 28% of variabilityThe second about 15%
0.79
0.71
0.69
0.62
0.57
0.43
0.37
-0.62
-0.77
-0.88
% of the adult population aged 25 to 64participating in education and training
% ISCO1_3
Public social security expenditure as % GDP
Minimum annual leave (in working days)
% involuntary part-time_2 (total employment)
% working at evening
Length of maternity leave (in weeks)
…..
Fatal accident (rate per 100,000 workers)
% temporary employees with contract <12months
Average annual hours worked per person
Average weekly hours actual worked
Principal Components Analysis: first component
The first component can be related to the social protection and skill development
On one hand: high share of the adult population aged 25 to 64 participating in education and training, employment people in skilled occupations, and countries with high public social security expenditure.
On the other hand: high number of fatal accident, high share of temporary employees with contract less of 12 months, and higher average annual hours worked per person
Other variables didn’t use in PCA with an unexpected relation: gender pay gap (0.45) non fatal accident (0.36) % involuntary part-time on total part-time (-0.41)
Principal Components Analysis: second component
0.83
0.73
0.73
0.58
-0.27
-0.36
-0.44
-0.40
% working onSaturday
% working onSunday
% working atevening
% working atnight
…
Paid annualvacation
Length ofmaternity leave
(in weeks)
Occupationalsegregation by
sex
Share ofemployed
women
The second component can be related to the working time arrangement
On one hand: high percentage of employment people who work on Saturday, on Sunday, at evening and at night
On the other hand: high share of employed women, a longer length of maternity leave, higher occupational segregation by sex
The relation among the indicators related to working time
arrangement suggests to use a combination of them
Austria
Belgium
Bulgaria
Sw itzerland
Czech Republic
Germany
Denmark
Spain Finland
France
Greece
Hungary
Ireland
Italy
Lithuania
Latvia
Netherlands
Norw ay
Poland
Portugal
Romania
Sw eden
Slovenia
Slovakia
UK
Principal Components Analysis: factorial plane
So
cial pro
tection
and
skill develo
pm
ent (+
)Atypical working hours (+)
Atypical working hours (-)
So
cial pro
tection
and
skill develo
pm
ent (-)
Quality of employment: legislative indicators
Selection of qualitative variables about legislative indicators
for Multiple Correspondence analysis
Selection of qualitative variables about legislative indicators
for Multiple Correspondence analysis
Quality of employment: legislative indicators
Working conditions laws are deeply connected to the quality of employment. Therefore, in addition to the quantitative indicators, we
considered also some qualitative indicators related to labour market legislation and social protection
Most of indicators come from the proposal of the Task Force on the Measurement of Quality of Employment and from the ILO Decent
work.
We looked at database of Condition of Work and Employment Laws of ILO that contains comprehensive legal information from countries
http://www.ilo.org/public/english/protection/condtrav/database/index.htm
Other indicators are collected from Doing Business of World Bank. Referring to the dimension Employing Workers we considered only
simple indicators (no composite index)
Working conditions laws are deeply connected to the quality of employment. Therefore, in addition to the quantitative indicators, we
considered also some qualitative indicators related to labour market legislation and social protection
Most of indicators come from the proposal of the Task Force on the Measurement of Quality of Employment and from the ILO Decent
work.
We looked at database of Condition of Work and Employment Laws of ILO that contains comprehensive legal information from countries
http://www.ilo.org/public/english/protection/condtrav/database/index.htm
Other indicators are collected from Doing Business of World Bank. Referring to the dimension Employing Workers we considered only
simple indicators (no composite index)
Qualitative indicators: from ILO
Indicators definition
Monthly minimum wages is the lowest monthly wage that employers may legally pay to employees
or workers
Minimum wage fixing mechanism the mechanism by which minimum wage rate are set. Generally the
Government plays a central role in setting minimum wage rates. These could be set in consultation with a specialized body
Minimum wage fixing levels it is possible to identify 5 levels at which the minimum wage can be set: a)
sector/occupation; b) national; c) national by sector/occupation; d) regional; e) regional by sector/occupation
Normal weekly hours limits the hours that can be worked each week before overtime payments
become due
Maximum weekly hours limits maximum limit on weekly working hours
Overtime limits most labour laws place an upper limit on overtime hours. These laws limit
overtime differently
Minimum annual leave working time laws generally provide for minimum holidays period to allow
workers to take longer periods of rest
Length of maternity leave the period in which mothers are allowed to take time off work in order to
follow the birth of a child
Amount of maternity leave benefits the level of benefits available during the maternity leave. Two elements are
considered: a) the proportion of the worker's earning to be paid; b) the period over which they are to be paid
Source of maternity leave benefits the system for founding maternity leave is classified in three forms: a)
employer-founded; b) social insurance; c) mixed systems
Qualitative indicators: from World Bank
Indicators Doing Business
Are fixed-term contracts prohibited for permanent tasks?
What is the maximum duration of fixed-term contracts (including renewals)?
Can the workweek extend to 50 hours (including overtime) for 2 months per year to respond to a seasonal increase in production?
What is the maximum number of working days per week?
Are there restrictions on night work?
Are there restrictions on "weekly holiday" work?
What is the paid annual vacation (in working days) for an employee with 20 years of service?
Is the termination of workers due to redundancy legally authorized?
Must the employer notify a third party before terminating one redundant worker?
Does the employer need the approval of a third party to terminate one redundant worker?
Must the employer notify a third party before terminating a group of 25 redundant workers?
Does the employer need the approval of a third party to terminate a group of 25 redundant workers?
Is there a retraining or reassignment obligation before an employer can make a worker redundant?
Are there priority rules applying to redundancies?
Are there priority rules applying to re-employment?
Qualitative indicators: minimum wage
Monthly minimum wages
32.0
16.0
52.0
100-499 $ 500-1000 $ over than 1000 $
Minimum wage-fixing levels
60.0
8.012.0
20.0
National National bysector and/oroccupation
Regional bysector and/oroccupation
By sector and/oroccupation
Minimum wage-fixing mechanism
12.0 12.0
32.0
44.0
Government consulting social
partners
Governmentfollow ing
specialized bodyrecommendation
Specialized body Collectivebargaining
Minimum wage has different mechanisms
and levels among countries
Qualitative indicators: working hours
Normal weekly hours limits
16.712.5
66.7
4.2
No universalnational limit
35-39 hours 40 hours 48 hours
Maximum weekly hours
4.2
20.8
66.7
8.3
40 hours 41-47 hours 48 hours 49-59 hours
Overtime limits
4.2
20.816.7
41.7
16.7
No universalnational limit
Overtime limitsincluded inmaximum
weekly hourslimits
Overtime limits<=150 hours per
year
151hours peryear<Overtime
limits<300 hoursper year
Overtime limits>300 hours per
year
The most countries maximum 48 weekly hours but overtime
limits a lot variability
Other indicator 5 days 6 days TotalMaximum number of working days
per week16.0 84.0 100.0
Qualitative indicators: annual leave and fixed-term contract
Minimum annual leave
20.8
4.2
75.0
20-23 days 24-25 days more than 25 days
Paid annual vacation for an employee with 20 years of service
48.0
40.0
12.0
18-22 days 24-26 days 28-30 days
ILO
DB
Maximum duration of f ixed-term contracts
28,0 28,0
12,0
32,0
12-24 mounths 25-60 mounths over 60 mounths no limit
In the most countries there is a maximum
duration of fixed-term contracts
Qualitative indicators: maternity leave
Length of maternity leave
4.0
44.0
52.0
14 w eeks 15 to 17 w eeks 18 w eeks or more
Length of maternity leave
4.0
40.0
56.0
Less than tw o-thirds payfor a minimum of 14 w eeks
At least tw o-thirds butless than 100% for 14
w eeks
Full pay for 14 w eeks ormore
Source of maternity leave benefits
88.0
12.0
Social insurance or other public funds Mixed system
The most countries have more then 14 weeks but
differently paid
Qualitative indicators: other variables
Indicators Yes No Total
Are fixed-term contracts prohibited for permanent tasks? 48.0 52.0 100.0
Possibility to extend to 50 hours to respond to a seasonal increase in production 88.0 12.0 100.0
Restrictions on night work 84.0 16.0 100.0
Restrictions on weekly holiday work 92.0 8.0 100.0
Legally authorized termination of workers due to redundancy 100.0 0.0 100.0
Must the employer notify a third party before terminating a group of 25 redundant workers? 100.0 0.0 100.0
Does the employer need the approval of a third party to terminate one redundant worker? 4.0 96.0 100.0
Does the employer need the approval of a third party to terminate a group of 25 redundant workers?
16.0 84.0 100.0
Is there a retraining or reassignment obligation before an employer can make a worker redundant?
60.0 40.0 100.0
Are there priority rules applying to redundancies? 60.0 40.0 100.0
Are there priority rules applying to re-employment? 48.0 52.0 100.0
Must the employer notify a third party before terminating one redundant worker? 40.0 60.0 100.0
No or less variability among the 25 countries selected
ILO
Monthly minimum wages (less than 1000 $ /over than 1000 $)
Minimum wage-fixing mechanism (Government consulting social partners o collective bargaining / Government without consulting social partners)
Minimum wage-fixing levels (national fixing-wage / other fixing-wage)
Minimum annual leave (10-23 days / more than 23 days)
Length of maternity leave (18 weeks or more /14 to 17 weeks)
DB
Are fixed-term contracts prohibited for permanent tasks? (yes / no)
Maximum duration of fixed-term contracts (12-24 months / 25-60 months / over 60 months)
Paid annual vacation for an employee with 20 years of service (18-22 days / 24-30 days)
Is there a retraining or reassignment obligation before an employer can make a worker redundant? (yes / no)
Are there priority rules applying to redundancies? (yes / no)
Are there priority rules applying to re-employment? (yes / no)
Must the employer notify a third party before terminating one redundant worker? (yes / no)
Multiple correspondence analysis: variables
We analysed the more relevant legislative variables collectedIn same cases we reduced the number of modalities
Multiple correspondence analysis: main results
The first and the second factors explain the 45% of the general variance
The first factor can be related to the labour protection legislation, especially concerning rules in case of redundancies and limit resorting fixed-term contracts
The second factor can be related to the industrial relations system, especially concerning the social dialogue
The first and the second factors explain the 45% of the general variance
The first factor can be related to the labour protection legislation, especially concerning rules in case of redundancies and limit resorting fixed-term contracts
The second factor can be related to the industrial relations system, especially concerning the social dialogue
variables modalities valour-test
DB Is there a retraining or reassignment obligation before an employer can make a worker redundant?
No reassignment obligation -4.18
DB Are there priority rules applying to redundancies? No priority for redundancies -3.98
DB Are fixed-term contracts prohibited for permanent tasks?
No limit fixed-term -3.61
DB Are there priority rules applying to re-employment? No priority for re-employment -3.14
ILO Minimum wage-fixing levels Other fixing-wage -2.15
CENTRAL ZONE
DB Are fixed-term contracts prohibited for permanent tasks?
Fixed-term prohibited for permanent tasks
3.61
DB Is there a retraining or reassignment obligation before an employer can make a worker redundant?
Reassignment obligation 4.18
DB Are there priority rules applying to redundancies? Priority for redundancies 3.98
DB Are there priority rules applying to re-employment? Priority for re-employment 3.14
HIGH
LOW
MAC first factor: labour protection legislation
Variable item valour-test
ILO Minimum annual leave More than 23 days -3.93
ILO Minimum wage-fixing levels Other fixing-wage -3.75
ILO Minimum wage-fixing mechanism Government consulting social partners or collective bargaining
-3.61
ILO Monthly minimum wages Over than 1000 $ -3.16
DB Are there priority rules applying to re-employment? Priority for re-employment -2.48
DB Maximum duration of fixed-term contracts 12-24 months -1.69
CENTRAL ZONE
ILO Minimum wage-fixing mechanism Government without consulting social partners
3.61
ILO Minimum wage-fixing levels National fixing-wage 3.75
ILO Monthly minimum wages Less than 1000 $ 3.16
ILO Minimum annual leave 10-23 days 3.93
DB Maximum duration of fixed-term contracts 25-60 months 2.05
DB Are there priority rules applying to re-employment? No priority for re-employment 2.48
HIGH
LOW
MAC second factor: industrial relations systems
Multiple correspondence analysis: factor plane
Lab
ou
r pro
tection
legislatio
n (+
)
Industrial relations systems (-)
Industrial relations systems (+)
Lab
ou
r pro
tection
legislatio
n (-)
To analyse connections between quantitative and qualitative variables we considered jointly first factors obtained with PCA and MCA
The projection of the countries to this factor plan highlights the importance to consider both type of indicators
Quantitative indicators can be better interpreted considering the labour market legislation
To analyse connections between quantitative and qualitative variables we considered jointly first factors obtained with PCA and MCA
The projection of the countries to this factor plan highlights the importance to consider both type of indicators
Quantitative indicators can be better interpreted considering the labour market legislation
Quality of employment: quantitative and qualitative data
United Kingdom
Switzerland
Sweden
Spain
Slovenia
Slovakia
Romania
Portugal
Poland
Norway
Netherlands
Lithuania
Latvia
Italy
Ireland
Hungary
Greece
Germany
France
Finland
DenmarkCzech Republic
Bulgaria
Belgium
Austria
PC
A - S
ocial p
rotectio
n an
d skill d
evelop
men
t (+)
MCA - Labour protection legislation (+)
MCA - Labour protection legislation (-)
PC
A - S
ocial p
rotectio
n an
d skill d
evelop
men
t (-)
+ +
+ -
- +
- -
Factorial plan: first component of PCA and MCA
The maps help to give a quick and easy look to data
Through colours and symbols, maps highlight relationships between labour market legislation indicators and quantitative indicators
For instance, share of employed women can be better interpreted considering the length of maternity leave
The maps help to give a quick and easy look to data
Through colours and symbols, maps highlight relationships between labour market legislation indicators and quantitative indicators
For instance, share of employed women can be better interpreted considering the length of maternity leave
Quality of employment: quantitative and qualitative data
MAPS
1. Safety and ethics of employment Occupational segregation by citizenship Female share of employment in ISCO-88 groups 11 and 12
2. Income and benefits from employment Low pay (share of employed with below ½ of median hourly earnings)
3. Working hours and balancing work and non-working lifeShare of employed persons working 49 hrs and more per weekTime-related underemployment rate% of employed people who usually work at night/evening% of employed people who usually work on weekend or bank holidayShare of women receiving maternity/family leave benefits (LFS ad hoc module)Share of men receiving paternity/family leave benefits (LFS ad hoc module)
4. Stability and security of work and social protectionIncapacity for work due to sickness / sick leave (LFS ad hoc module)Incapacity for work due to invalidity (LFS ad hoc module)
6. Skills development and life-long learning Share of employees who received job training within the last 12 months
1. Safety and ethics of employment Occupational segregation by citizenship Female share of employment in ISCO-88 groups 11 and 12
2. Income and benefits from employment Low pay (share of employed with below ½ of median hourly earnings)
3. Working hours and balancing work and non-working lifeShare of employed persons working 49 hrs and more per weekTime-related underemployment rate% of employed people who usually work at night/evening% of employed people who usually work on weekend or bank holidayShare of women receiving maternity/family leave benefits (LFS ad hoc module)Share of men receiving paternity/family leave benefits (LFS ad hoc module)
4. Stability and security of work and social protectionIncapacity for work due to sickness / sick leave (LFS ad hoc module)Incapacity for work due to invalidity (LFS ad hoc module)
6. Skills development and life-long learning Share of employees who received job training within the last 12 months
New steps: indicators from Eurostat elaboration
1. Safety and ethics of employment Occupational injury insurance coverage Labour inspection (inspectors per 100.000 employees) Children working: average weekly hours by age and sex Children not in school by employment status Share of employees working in "hazardous" conditions Workplace expenditure on safety improvements as a share of total workplace labour costs
2. Income and benefits from employment Share of employees entitled to paid annual leaveShare of employees paid at minimum wageShare of employees paid at below minimum wage
4. Stability and security of work and social protectionShare of employees covered by unemployment insuranceShare of economically active population contributing to a pension fund
5. Social dialogue and workplace relationshipsShare of employees covered by collective wage bargainingUnion density rateShare of employees not covered by strike law
1. Safety and ethics of employment Occupational injury insurance coverage Labour inspection (inspectors per 100.000 employees) Children working: average weekly hours by age and sex Children not in school by employment status Share of employees working in "hazardous" conditions Workplace expenditure on safety improvements as a share of total workplace labour costs
2. Income and benefits from employment Share of employees entitled to paid annual leaveShare of employees paid at minimum wageShare of employees paid at below minimum wage
4. Stability and security of work and social protectionShare of employees covered by unemployment insuranceShare of economically active population contributing to a pension fund
5. Social dialogue and workplace relationshipsShare of employees covered by collective wage bargainingUnion density rateShare of employees not covered by strike law
New steps: indicators not directly available
7. Intrinsic nature of work7. Intrinsic nature of work
New steps: no indicators proposed
European Working Conditions Survey
Ad hoc module Labour Force Survey
For instanceQ37 How much do you agree or disagree with the following statements describing some aspects of your job?(Strongly agree; Agree; Neither agree nor disagree; Disagree; Strongly disagree; DK; Refusal)A - I might lose my job in the next 6 months B - I am well paid for the work I do C - My job offers good prospects for career advancementD - I feel myself ‘at home’ in this organization E - At work, I have opportunities to learn and grow
F - I have very good friends at work
THANKS