This first chapter, as an introduction to the whole book, summarises how growing inequality in Europe may have emerged from mechanisms in the world of work, with a particular focus on the possible role of social dialogue and the social partners – and more generally industrial relations – in reducing inequalities. The chapter first presents some major lessons from the national chapters and summarises their contributions to the existing research: How did national industrial relations systems address inequalities over time, and what have been their effects on various sources of inequality? This introduction also reviews some concrete outcomes of collective bargaining at national, sectoral and firm level that may have helped to reduce inequalities. It extends for this purpose the number of countries (beyond those covered by national chapters) in order to provide the most extensive overview of such outcomes. Third, this introduction complements the national stories with a comparative statistical analysis from the European Structure of Earnings Survey (SES, Eurostat) to more accurately identify specific effects of collective pay agreements on pay inequality, working time distribution and work contracts. Finally, this leads us to a number of policy considerations, which are presented briefly in the closing section and further developed in the national chapters.
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Daniel Vaughan-Whitehead and Rosalia Vazquez-Alvarez
Edited by Daniel Vaughan-Whitehead
Industrial relations is as relevant in emerging economies as it is in developed economies. The chapter examines the institutionalization of employment relations in five emerging economies: Brazil, China, India, South Africa and Turkey. The analysis reveals patterns of continuity and discontinuity. Many features of industrial relations remain path-dependent despite significant changes in the economic and political context in each of these countries. Democratic transition and the incorporation of organized labour and employers expanded the influence of these actors on economic and social policy. However, the liberalization of product and service markets placed pressure on industrial relations institutions. The degree to which these institutions have been able to contribute to inclusive development depended on a balance of associational and institutional power. This determined their capacity to influence labour and social policy at a macro level and to regulate flexibility at the workplace. High degrees of unemployment and informal employment pose internal constraints on industrial relations institutions and limit their potential to contribute to inclusive outcomes. This is compounded by a deepening representational gap and the increasing heterogeneity among members of employers’ and workers’ organizations. Without a concerted effort to expand labour protection through institutions for labour relations to all those who work, industrial relations will continue to be eroded and constrained in its ability to contribute to inclusive development.
Henning Lohmann and Ive Marx
Jean-Michel Bonvin, Benoît Beuret and Stephan Dahmen
This chapter emphasizes the various possible ways to conceive inequality and disadvantage, as well as the multiplicity of individual, social, economic, cultural, institutional, and so on, dimensions involved. The challenge in terms of public policies is then to select one informational basis of inequality, that is, to identify which dimensions of inequality are to be tackled via public policies and which ones can be discarded as less significant. In this selection process, the participation of vulnerable people, directly affected by disadvantage, makes a huge difference, as it can allow a more adequate identification of the inequalities to be tackled. The chapter sheds light on the complex intricacies between inequality and participation, and emphasizes the prerequisites for a full and effective participation of vulnerable people in the design and implementation of public policies struggling against inequality and disadvantage.