Aliki Mouriki
e) the fair sharing of costs between the different stakeholders.
In essence, it presupposes:
• a common understanding on the urgent need to pursue and manage change in the areas
of labour market, productivity and social cohesion, in a context of unprecedented eco-
nomic constraints;
• a clear agenda with a strong commitment from all sides: the state, employers, union;
• the involvement of all interested parties, especially those with a weaker bargaining power;
• a commitment at all levels of negotiation and implementation to pursue feasible security
for all, rather than strict employment protection or the total shift of employment protec-
tion towards social protection” (Auer, 2008).
2) Mutual and balanced concessions between business and labour, in view of arriving eventu-
ally at a “new deal” between the social partners for more radical reforms that will be able to
address the huge challenges ahead. The element of “fairness” should be present in every bi-
lateral or tripartite agreement signed, in every piece of labour legislation introduced. This will
not be possible, unless the most salient asymmetries in the labour market systems are restored,
such as:
• the asymmetry between the rights and entitlements associated with open-ended contracts
and those associated with fixed-term contracts;
• the asymmetry in the balance of power between employers’ organizations and trade un-
ions, but also within unions, the asymmetry in the fair representation of all segments of
the workforce;
• the asymmetry in the quality of sacrifices requested by the workforce, as opposed to those
requested by businesses;
• the asymmetry between the skills required by firms/organizations and those supplied by
the workforce, and the education and training systems.
3) A long-term perspective and the capacity to seek new solutions to new challenges
4) An ability of the central authorities to convince of the necessity and appropriateness of a
policy programme.
5) A change of attitudes and mentality.
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