And this work is still largely remains before us

This is a case heard: the crisis that we live since 2008 and which we leave barely is first and foremost a financial crisis. And it is primarily that it was essential to intervene, as today, to varying degrees, the public authorities to regulate markets and avoid a new blast. But, clearly, the lessons from this global crisis, which was not only financial but social and economic, cannot be limited to the single financial sphere. And this work is still largely remains before us.

This is particularly true in the field of employment. The gaze of the teams of Manpower and the evidence collected from about 30 entrepreneurs in all the France (1) converge: the crisis has been an accelerator of change at work for several years on the market of labour, the mutations which we now impose a duty of lucidity and call upon our collective responsibility.

If it has caused a rise in brutal and the unemployment, priority the interim, the CSD and the students - all those so-called "precarious" patronizing - sustainable, this crisis has developed under the eyes of all the reality of a France two-tier. A France of deeply unfair labour, a France of the work that has done the Commission both the object of all fantasies and an impassable wall for young people seeking employment. It's true, people who exercise should be entitled to the same respect, consideration and therefore to the same possibilities of integration and professional progress.

It is clear that it is still far away and that short jobs are still collected and treated today like a sous-emplois! Let us not lose memory, this crisis has shown clearly that companies have absolutely need for flexibility to adapt to the violent swings in the economy and that in doing so, they need, at a time, long jobs and short jobs.

The securing of career paths to date has been one of large forgotten of the French social model. The crisis has made things with the creation year last a Security Fund. This security is not, can no longer confine today only to employees in IFA, leaving on the edge of the road part of the population active. The extension of the contract of professional transition to short contracts (DDC and acting) is a first step. Others must follow quickly!

The securing of career paths also passes within the business from a true start the validation of experience of knowledge, which can open to a lot of non-graduate employees real professional prospects. Remember not finally that the definition and implementation of career paths within a company or on the labour market will become the obligation to navigate through the ups and downs of an unpredictable economy and accelerate transformations.

That is why, like just pensions, the France should be its aggiornamento in his report to work. The evidence I have collected indicate that many leaders felt that companies have today in this area a duty of exemplary. Here also, the lines began to move. They move on the field of the fight against conformism and the discrimination that still characterize our labour market.

Encountered patterns do not hesitate to open the doors of their businesses to atypical patterns, abandoned by the cloning of recruitment policies, to claim the diversity of origins and personal journey as an asset to their business and to allow more remote public of employment (young people from the suburbs difficult, young people without training)(handicapés workers).

The recovery that we finally must not make us forget the reflections, the statements and commitments that we all had when we were in the trough of the wave: do we say that out of this crisis, nothing would be as before Then let!