‘Flexicurity’ as a policy strategy: the implications for gender equality

Lewis, Jane; Plomien, Ania

doi:10.1080/03085140903020622

Cited by 38 publications

(26 citation statements)

References 44 publications

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“…This is recognized by the UK WorkLife Balance Campaign, introduced in March 2000, which promotes the potential mutual employee-employer benefits of work-life balance policies and practices (BIS, 2010). Since its inception there has been a rise in non-standard employment contracts, and increased emphasis on flexible working (Lewis and Plomien, 2009 Deakin and Morris, 2012:750-2). 1 This paper contributes, empirically, to our understanding of the impact of the use of FWAs, offering insight into the gendered nature of flexible employment.…”

Section: Introductionmentioning

confidence: 99%

Employee satisfaction and use of flexible working arrangements

Wheatley

2016

Work, Employment and Society

189

129

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Section: Introductionmentioning

confidence: 99%

Employee satisfaction and use of flexible working arrangements

Wheatley

2016

Work, Employment and Society

189

129

View full text Add to dashboard Cite

show abstract

“…Flexicurity has also been criticised for being 'gender blind' as a model and a policy concept (Lewis, 2009). While, as noted earlier, flexibility with security can be attractive to employees, opening up opportunities to reconcile work and family life, it is also true that it does not attend directly to several inequality issues.…”

Section: Flexicurity: Issues and Concernsmentioning

confidence: 98%

Flexibilityandsecurity? ‘Flexicurity’ and its implications for lifelong guidance

Sultana¹

2013

British Journal of Guidance & Counselling

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This article sets out to trigger research and policy attention among the career guidance community to the increasingly important notion of 'flexicurity'. It first explores the different meanings of the term, particularly as these have evolved in discussions across the European Union. It then goes on to consider why 'flexicurity' has attracted so much policy interest, particularly in its promise to both support labour market competitiveness and increase economic efficiency on the one hand, while protecting the interests of workers on the other. Next, the article documents some of the key debates around the notion of flexicurity, highlighting the fact that any consideration of 'flexicure' arrangements needs to be empirically grounded in time and space, and carefully contextualised. The article concludes by making a series of critical reflections on the need to 'insert' career guidance in the European discourse on 'flexicurity'.

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“…This risk is also illustrated in the rise of flexicurity policies within the EES and its adoption as an overarching principle of the Strategy. The key role of gender in shaping lines of labour market segmentation means that flexicurity is an area where gender mainstreaming could make an important contribution; yet, in the adoption of the Commission's common principles on flexicurity, gender equality is, instead, only one of the eight principles (Lewis and Plomien, 2009).…”

Section: The Changing Face Of Gender In the Eesmentioning

confidence: 99%

“…This represents a missed opportunity as there is undoubtedly a gender dimension to employment patterns of the identified at-risk groups-one-parent families, minorities, people with disabilities and migrants-with women having different participation patterns from that of their male counterparts. Similarly, the issue of flexicurity is stressed without an adequate recognition of gender differences in access to and the impact of flexibility and security (Lewis and Plomien, 2009). The promotion of flexicurity still includes inherent risks for gender equality because in most Member States only the flexibility part of the flexicurity portmanteau has been evident (Villa and Smith, 2009).…”

Section: The Changing Face Of Gender In the Eesmentioning

confidence: 99%

The ever‐declining role of gender equality in the European Employment Strategy

Smith

Villa²

2010

Industrial Relations Journal

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This article analyses the changing position of gender in the European Employment Strategy (EES) since its 2005 relaunch. Overall, we find a picture of mixed progress towards gender equality goals across Member States. There is evidence of the EU soft law approach leading to positive developments as the use of targets in conjunction with Country‐Specific Recommendations and Points‐to‐Watch have had some influence in promoting gender equality policies among Member States. However, the weakened position of gender mainstreaming in European‐level initiatives has led to gender being marginalised or ignored in national and EU policy responses to the crisis. The prominence of gender has declined further in the 2010 revision of the EES under the 2020 banner. This introduces new risks as the emphasis on gender equality falls further down the list of priorities in the streamlining of the Lisbon Process.

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‘Flexicurity’ as a policy strategy: the implications for gender equality

Cited by 38 publications

References 44 publications

Employee satisfaction and use of flexible working arrangements

Employee satisfaction and use of flexible working arrangements

Flexibilityandsecurity? ‘Flexicurity’ and its implications for lifelong guidance

The ever‐declining role of gender equality in the European Employment Strategy

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