The European employment strategy

Résumé du document

The European Union is the most accomplished multinational organization in the world. Since it's beginning in 1950, with the European Coal and Steel Community, the European Union has been integrating more and more, becoming a unique. The European Union was at first, based on economic performances. Thus, after the Rome Treaty in 1957, the Single European Act in 1986 and the Maastricht Treaty in 1992, principles of free trade, free movements of goods, capitals and people are now well applied in the Union territory. All these principles allowed the Member States to enjoy greater economic performances since they joined the Union. In spite of its good economic performances, the European Union still lags behind the USA or China in terms of growth and GDP per inhabitant. This record has conducted the European Union to launch an active policy in the social domain. Among the major issues that the countries of the European Community have to deal with, unemployment and the labor market certainly are fundamental priorities. Indeed, the problem of unemployment in the European Union is twofold: it is really high (around 8%) and it seems to be persistent. It is also true that if, the European unemployment rate is high, it hides a big heterogeneity regarding the fact that some countries have lower unemployment rates than others.

Extraits

[...] Quels sont les atouts de la France dans ce domaine et comment compte-t-elle les faire fructifier ? termes d'effort global de la France se situe au-dessus de la moyenne européenne, même si elle est en deçà de l'objectif de Lisbonne avec un taux global de du PIB consacrée à la R&D. Si elle est en ligne avec les objectifs européens en ce qui concerne la recherche publique, la recherche privée reste à un niveau encore insuffisante. gouvernement a entrepris une action vigoureuse dans le champ de la recherche, avec la loi de programme pour la recherche adoptée en 2006 qui devrait renforcer les atouts de la France dans ce domaine par diverses actions (renforcement de la coopération internationale pour conférer aux universités un rôle de premier plan, créations d'incitations en faveur de la recherche partenariale et de la recherche privé) et avec le réaménagement du crédit impôt-recherche rendu plus incitatif en 2006. [...]

[...] To realize this ambition, Europe needs more growth and more people in work, which Lisbon Strategy is trying to make come true. The expected challenges for Europe and EES Now that we have seen what are the main results of the Lisbon Strategy, and in the same time of the European Employment Strategy; it is important to see what will be the challenges that Europe will have to face up in a few years and how this employment policy will be helpful and necessary to deal with these changes. [...]

[...] - The second recommendation consists in reforming fiscal and social systems that penalize work after retirement, and instead make it attractive. The Member States have in this particular area already taken several measures: increasing (Finland, Austria) or abolishment (Sweden) of a “ceiling-age” for activity, financial incentives for senior workers to make them remaining on the labor market (Denmark, Portugal, Spain), financial incentives for employers who hire elder workers (Belgium, Sweden). Now that we've seen how the EES and Lisbon are structured, we need to consider the results of these policies. [...]

[...] Conclusion The European Employment Strategy was a totally innovating policy within the European Union. Its launch in 1997 was followed by the Lisbon Strategy in 2000, which was characterized by very ambitious objectives such as making Europe most competitive and dynamic knowledge-based economy in the world capable of sustainable economic growth with more and better jobs and greater social cohesion by 2010. Even if in 2006, most of these objectives seems unreachable at the 2010 deadline, it is maybe the ambitiousness of these objectives that enabled the European labor market to improve in many areas, including growth and employment, even if it is at a lower level than expected. [...]

[...] This rate shows us that a real improvement is needed and impossible, considering this very low rate. The Guidelines call for a lifelong learning: development of career guidance systems and of professional re-orientation systems for adults, fight against illiteracy, improvements so as to help adults to get back in the educative or training system, training for unemployed and active workers The actual policies that are done at the national level reflect this diversity so as to improve lifelong learning. We can here give several examples of actions made at the national level. [...]