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8 Thu, Feb 2007   italiano   help   contacts   mailing list
Home | The Strategic plan | The Second Strategic Plan | Employment
Objectives || Opportunities and projects

The crisis affecting the Fordist model - characterized by long-standing ties between worker and company, growing problems tied to flexibility and instability, new concepts of productive rationalization and the globalization of the economy - has made it crucial for workers to be able to navigate from continuous professional trajectories to discontinuous ones. All these change factors have had different effects on today’s work world, which is affected by many dualisms - indefinite or short-term contracts, specialized or unskilled, autonomous or dependent - which draw a map of relatively variegated risks and opportunities.

The employment axis will center its attention on various projects that could be undertaken, on a local level, to strengthen the professional position of young people entering the work world and of adults who run the risk of leaving the work world prematurely.

  • Introduction of the principle of career flexibility is paralleled by an increase in work instability, which has primarily affected young people beginning their careers and who have only a modest level of education. In the present work world, many young workers remain trapped in jobs that are short-term, unskilled, poorly paid, and they sometimes go through periods of unemployment that can last until adulthood. The main objective is to encourage employment for young people and thus separate flexibility and short-term employment. One means might be to introduce an efficient law governing apprenticeship contracts that could strengthen the ties between training and employment by considering them two stages of one single path of professional growth.
  • Various instruments can be used to rapidly retrain adults forced to find new placements and functions in the work market because they lack the competence and training that is required today. This means introducing the principle of life-long learning, as indicated by the European Union. This is a key instrument for reducing the risks of employment discontinuity and for facilitating mobility from one job to another by offering workers the necessary resources and creating the desired career paths, making people freer to determine their own projects for their social and professional life.
  • Investments in the human resources required by the Knowledge Economy become less efficient if new methods of collaboration among businesses aren’t found, starting with those most involved in the process of innovation and interested in overseeing the development of the professional capacities of their employees, in order to attract and retain qualified workers, and safeguard their health and safety. This is the model of Corporate Social Responsibility, which should be encouraged through public policies that reward companies that have made choices that also help defend the collective interest.


  1. Prevent flexibility from becoming precariousness in young people’s employment
  2. Make professional career paths secure and valorize them in the prospective of life-long learning
  3. Support women’s employment with particular attention to poor families with children
  4. Support initiatives that keep older workers active in the work market
  5. Support the integration of immigrants in the work world and in society
  6. Develop the corporate social responsibility


  • Increasing employment services
  • Certification of professional competences
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