1. Demographic questions Employment of young people and seniors in the metal industry branch IndustriAll Europe Summer College Sesimbra, Septembre 2013 Blandine LANDAS 1

2. Situation in France (2010) Activity ratios Working population: 28.3 million 15-64 years: 70.5% 3 M/4 and 2 W/3 15-24 years 42.9% (M) and 35.6% (W) 50 - 64 years 61.2% (H) and 54.1% (F) 55.-64 years 45.2% (H) and 40.0% (F) Unemployment rate of the young people = 23.6% 2

3. 3 Ages & employement In metal industry branch Some elements of diagnosis

4. 4 Workers / Age 2008 – 2009 - 2010

5. 5 Agency work 58Total

6. 6 Access to employment by type of contract

7. 7 Age and type of contract in %

8. 8 Establish a diagnosis to formulate engagements on the employment of the young people and seniors

9. Situation in the metal industry in 2010 A problem of population pyramid The young people and the seniors “are excluded” Average age = 41.5 years (40 years for all sectors) Less than 26 years = 7,9% (12,6% for all sectors) Less than 30 years = 16% (22,4% for all sectors The 30-54 years = 71,1% 30 to 39 years = 26,4% 40 to 54 years = 44,7% 50 years and more = 27,4% (24,5% for all sectors) 55 years and more = 12,8% 58 years and more = 4,8% 9

10. Situation in the metal industry in 2010 The rate of employment of the young people is weaker than in the whole of the working population By 2015 : forecast on the big number of the workers who will leave in pension ( potential pensioner) 72,7% of the young people (less than 30 years) have an open- ended contract (CDI) Share of the recruitings in open-ended contract in 2010 (middle of the economic crisis) = 59% (strong contrasts according to the age)  Relativize the data In the 1st quarter of 2013 : share of recruitings in fixed term contracts (CDD ) = 82.4% (companies ≥10 employees) 10

11. Situation in the metal industry in 2010  RECRUITINGS (open-ended contract) 31,9% < 30 years are in CDI ( 21,6% < 26 years) 82% ≥ 55 years are in CDI Over the period 2008-2010, the share of recruitments in fixed term contract (CDD) remained stable. For the same period : retreat on the part of recruitments in CDI of the young people <30 years. This retreat is compensated by an increase of the part of recruitments of young people in alternation: training, …) 11

12. Prospects by 2015 - 2020 Prospective study on the evolution of employment and the « jobs » in the metal industry made by the « Branch prospective Observatory » on the future requirements in recruitment for the branch (by 2015 and 2020 ) In spite of the economic crisis and the erosion of the industrial employment Need to recruit, on average, between 115,000 and 128,000 people per year (outside the branch) Big challenge on the renewal of competences depending in particular to face the high number of workers who will leave in pension:  From 29 600 to 32 000 employees/year (2015-2020 ) 12

13. Challenges for the branch of the metal industry Why a national collective agreement on the “contract of generation”? The trade-unions and the employers association of the metal industry branch made a common report and they based on a shared diagnosis The national collective agreement wants to solve a triple objective for the branch Improve the access of the young people to employment in an open-ended contract (CDI) Maintain and develop the employment of « seniors » Ensure the transmission of the knowledge and competences between the generations. 13

14. Measures and engagements The “contract of generation” is an opportunity for: Better anticipate the requirements in competences for the companies and for the employees, and Implement concrete measures as regards management of the ages (in particular in companies < 300 employees) Continuity with the actions on: Improvement of the work conditions Fight against any form of discrimination (age, origin, sex, health condition or handicap) Taking into account : national collective agreement on « Equal opportunities » and measures on the suppression of the variations of remuneration between women and men and national collective agreements (GPEC, vocational training, employment of seniors…) 14

15. Measures and engagements Taking into account the diagnosis First priority = recruitment in open-ended contract (CDI) of the youngest workers (< 30 years) and especialy those of less than 26 years For the older workers, priority with the recruitment of workers ≥ 55 years and maintenance in the employment of workers ≥ 58 year 15

16. Measures & engagements  Recruitment of young people in open-ended contract Over the period 2008-2010 (on average) Young workers <30 years = 17% and 24,1% of the employees recruited annually in CDI Young workers < 26 years 8,4% and 12,2% of the employees recruited annually in CDI Objective, increase on the duration of the agreement  to at least 27% the share of < 30 years, and  with at least 15% share of < 26 years in the number of recruited workers (each year) in CDI by the branch companies 16

17. Measures & engagements  Recruitment and maintenance in the employment of the older workers Over the period 2008-2010, workers ≥ 58 years = 4,5% of work force in the companies of the branch. Over the same period, workers ≥ 55 year = 10,4% of the recruited employees in CDI (each year) by the branch Objective to reach 6% as the share of the workers ≥ 58 years at the end of the agreement Objective to maintain the share of the workers ≥ 55 years in the number of recruited employees each year in CDI : 11% (on the same level as in 2010) at the end of the agreement 17

18. Collective Agreements at the company level  Thales, July 2013 (signed by all unions) Recruiting 2000 young people in CDI over 3 years Maintenance of the rate of employment of the seniors and reach 15% of the workforce from now to 2015 Creation of a specific accompaniment of the young recruits, easiest access to housing  EADS, July 2013 (signed by all unions) Reserve 30% of the recruitings (workers, technicians, supervisers) to the young people > 26 years and 30% of the recruitings of engineers to those not exceeding 30 years Recruiting 20% candidates ≥ 50 years (external candidatures) Improvement of the management of the careers (guaranteed evolutions for wages, access to vocational training ….) Follow-up of the health of the workers ≥ 50 years / maintenance in employment / internal reclassifications 18