Barcelona employment strategy (BES) 2016-2020 - Francisco RAMOS MARTÍN

BARCELONA EMPLOMENT STRATEGY (BES) 2016-
2020
Action Plan for EmploymentFrancisco RAMOS MARTÍN
Executive Director, Employment Policies
Barcelona Activa

2
Barcelona in numbers
Metropolitan area: 4,774,561 inhabitants
1,602,386 inhabitantsCapital of Catalonia,
with 7.5 million
inhabitants and 19.8%
of Spain’s GDP
89.3% of the workforce
in the Services sector
54.1% of workers employed
in knowledge-intensive
sectors
170,197 companies
(95% have less than
10 workers)2,057 companies and
40,769 workers in the
ICT sector
It accounts for 46.8% of all creative
businesses and 48.7% of all
employment in the creative sector in
Catalonia
200,000 university
students in the
Barcelona Area
17 million
tourist overnights
Barcelona Activa, Barcelona City Council’s local economic development agency

3
Our mission
Barcelona Activa is a Barcelona City Council
agency that is responsible for promoting the
economic development of the city, designing and
implementing employment policies for all citizens,
and promoting equal opportunities for the
development of a diversified local economy.
For the last 30 years, the agency has been
promoting economic activity in Barcelona and its
hinterland, supporting employment policies,
entrepreneurship, and the social, cooperative
and solidarity economy and businesses, whilst
promoting the city internationally and its strategic
sectors in terms of regional proximity.
bcn.cat/barcelonactiva

4
APE (Action Plan for Employment)
2017: SUMMARY
1 BARCELONA EMPLOMENT STRATEGY (BES) 2016-2020
2 ACTION PLAN FOR EMPLOYMENT 2017
3 SITUATION OF EXECUTION OF APE (REPORT JANUARY –
OCTOBER 2017)
4 ACTIONS AND HIGHLIGHTS DATES

5
 Setember 13th, 2016: Bureau of Employment
of Barcelona and presentation of the EOB.
 January 16th, 2017: Constitution and first
meeting of the Permanent Commission of the
EOB.
 February 10th, 2017: Public presentation of
the Action Plan for Employment 2017.
AEP 2017: PRESENTATION AND ANTECEDENTS

6
APE 2017: MAIN AIMS
Facilitate access to the labor market
Fight against inequalities and combat
precarious work for reasons of gender
Promote quality
employment
Promote socioeconomic
development as a vector of
territorial rebalancing

7
4 STRATEGIC
LINES
10 AREAS
30 MEASURES
99 ACTIONS
LINE 03.01 TO PROMOTE A GREATER
COORDINATION AND CONSENSUS
REGARDING THE POLICIES FOR FOSTERING
EMPLOYMENT AT A CITY LEVEL, ENSURING
IN A TRANSVERSAL WAY A GREATER
PERSPECTIVE IN TERMS OF GENDER AND
MORE ATTENTION TO DIVERSITY
LINE 03.02 INCREASE THE ACTIONS FOR
THE IMPROVEMENT OF THE EMPLOYABILITY
FOR ALL
9mesures12mesures
LINE 03.03 EMPLOYMENT AT THE CENTRE
OF THE MUNICIPAL POLICY: TO
MAINSTREAM EMPLOYMENT IN THE
MUNICIPAL AREAS
6mesures
LINE 03.04 TO APPROACH THE SERVICES
TO THE TERRITORY AND THE NEEDS OF THE
PEOPLE: TERRITORIAL EMPLOYMENT
STRATEGIES
3mesures
APE 2017: STRATEGIC LINES

8
1 Strategic lines: To promote a greater coordination and consensus
regarding the policies for fostering employment at a city level, ensuring in a
transversal way a greater perspective in terms of gender and more attention to
diversity.
1. To establish a city-level political agreement, and if possible metropolitan, which agrees and articulates
an employment strategy and its carrying out, with the participation and complicity of all the economic and
social stakeholders who are key in terms of fostering employment.
2. To incorporate the gender perspective in all the actions carried out within the framework of the
Employment Strategy. Special mention should be made here regarding the fight against the gender wage
gap that reflects the discrimination and inequalities in the labour market towards women. Furthermore, it is
necessary to focus on advancing in the recognition of unpaid work that is fundamentally carried out in the
homes and in caring for people and which is mostly done by women.
3. To incorporate the perspective of diversity in all the actions carried out within the framework of the
Employment Strategy, so as to fight against the discrimination of groups such as LGTBI, immigrants, the
disabled and/or people suffering from mental health illnesses.
4. To elaborate a map of all the devices and resources that are currently operating in the city of Barcelona
regarding the fostering of employment in all its aspects.
5. To create a collaborative space and/or network, so as to exchange and generate knowledge,
methodologies and practices related to employment, with the participation of Barcelona Activa, the
different municipal areas and districts and all the public and private operators that work in the field of
employment in the city.

9
6. To take advantage of the opportunity of the new law of the Catalan Employment Service (SOC) to
advance towards the integration of actions and the decentralisation of policies:
 Constitution of a working group to analyse the feasibility, utility and possibilities of a Consortium
between the Catalan Employment Service and Barcelona Activa: contents, resources,
competences, actions, etc. In the interim, progress by means of the Territorial Council, in defining a
framework agreement or a programme contract with the SOC.
 The creation of another working group that tackles labour mediation (definition of service charter,
methodologies and itineraries, shared history, traceability, etc.) so as to homogenise and integrate
the work with the unemployed of the city of Barcelona.
7. To define a Joint Action Plan for Employment, annual, that identifies the measures (with defined goals and
indicators) that put into operation the strategic lines defined in the Barcelona Employment Strategy.
8. To tackle the traceability and follow up and evaluation of the actions carried out.
9. To organise events with international projection so as to deal with the issue of employment.
1 Strategic lines: To promote a greater coordination and consensus
regarding the policies for fostering employment at a city level, ensuring in a
transversal way a greater perspective in terms of gender and more attention to
diversity.

10
Labour mediation
10. Enlarge and improve the access and provision of the mediation services by means of the structuring of
the services in three phases (information, guidance and accompanying) and their application through
territorial employment devices, prioritising the most disadvantaged groups and/or at risk of exclusion
11. Strengthening the company prospection service establishing with these relations more mutual
knowledge and more participation when defining professional profiles and the description of the jobs likely
to generate employment.
12. Creation of a unified IT application for mediation that is agile, simple and efficient, and which includes
all the relevant information of the people and their itinerary, like a clinical history, that can be shared by
all the stakeholders and operators who intervene in employment issues. Analyse the
compatibility/integration with others such as Galileu (SOC) or XALOC (Barcelona Provincial Council)
13. Prioritise the actions and resources aimed at groups in situations of vulnerability or labour precariousness:
women, people over 45 years old in situations of long-term unemployment or people without papers.
Define different profiles in groups of low employability and qualification, taking into account those who want
to be employed (need for improved skills, adapting to labour market demands, etc.) and those who are
reticent (operate in the shadow economy, are chronic, etc.) with the aim of carrying actions which are more
efficient and effective. It should be taken into account that women in situations of vulnerability also suffer
from the phenomenon of the “feminisation of poverty” (the majority of part-time contracts, single parent
families, etc.) so as to define and prioritise actions aimed at tackling this situation.
14. Constitute Barcelona as a space of territorial agreement with the perspective of becoming a
Consortium with the SOC.
1 Strategic lines:
1.2 Increasing the actions for the improvement of the
employability for all

11
Model of local employment office
15. To study the opportunity of defining a model of local employment office and network of local
employment offices, one for each District at least, with a general catalogue of common services in all the
offices, and specific actions for each district. Starting with the setting in motion of pilot experiences in two or
three pilot districts, so as to gradually extend the model throughout the city. To make this operative, it is
necessary
a. Coordination and shared services between different actors working on issues of employment, such as
institutions (SOC, Barcelona Activa, etc), third sector entities, enterprises, and the City Council.
b. Defining the catalogue of services to be provided: prospection, guidance, tutorial, mediation, etc.
c. Defining the optimum structure, functions and resources of the Office
d. Carrying out pilot tests
Integral Projects
16. Designing new integral projects aimed at the territories and/or the groups in most need in the city and that
incorporate in a priority way the boosting of employment aimed the most vulnerable groups. Fostering
integral projects that combine devices (detection of needs, guidance, training, employment, etc.) by activity
sector (energy efficiency, culture, sports, logistics, green economy, etc.) or groups (youth, women, long-
term unemployed, over 45 years old, etc.) identifying priority groups. Special attention will be paid to
boosting projects of social and cooperative economy within this framework.
1 Strategic lines:

12
Vocational training
17. Boosting vocational training, dual training, skills accreditation, etc., so as to guarantee, with other
public agents (Educational Consortium, Barcelona Vocational training Foundation, etc.), access to training
for employment for all, giving priority to the most disadvantaged groups and/or at risk of exclusion.
18. Create a Vocational Training Network in Barcelona, with the Educational Consortium, Barcelona
Vocational Training Foundation, the economic and social agents, the training providers, the representatives
from the business fabric (guilds, commercial associations, etc.) so as to:
a. Identify the needs of the enterprises and people of BCN
b. Produce a map of the training resources available
c. Deepen the dual Vocational Training and Work-linked training
d. Share methodologies and establish coordination mechanisms
19. Boost actions that allow professional accreditations or cards with the consequent intensification of
collaboration with centres that can provide these kinds of certifications (for example, public centres of the
Education Consortium of Barcelona which offer cycles of professional training).
20. Increase the actions of digital literacy aimed at the groups most affected by the digital divide.
21. Increase municipal programmes with its own training (complementary to those of the SOC) that due to
their duration (short) and adaptability (for specific demands) can be aimed at groups and enterprises with
specific needs.
1 Strategic lines:

13
Municipal sectors or projects that are generators of employment
22. To identify sectors or projects in the city that generate employment. And to implement integral projects (a
series of necessary and suitable measures) and integrated (with the participation of municipal operators and
other public and private stakeholders) to foster this generation: energy efficiency, electric car, delta plan, etc.
23. To elaborate a regulatory framework that establishes employment as a priority issue on the political agenda
of the current municipal government and that defines its articulation and deployment.
The City Council as a service provider
24. To take advantage of the City Council as a service provider (to re-municipalise, to provide direct
management, to incorporate social clauses, etc.), so as to maximise the employment potential of this volume
of economic activity.
25. To revise the criteria that currently govern the social clauses with enterprises and entities that provide the
goods and services and to create mechanisms that ensure their effective fulfilment in all the municipal
areas and districts. To produce a new regulation of these, coordination spaces and follow up of their
introduction and information systems for monitoring the whole process.
26. To apply criteria of quality employment regarding the reception of job offers, in accordance with the
establishment of a city minimum wage (or reference wage). In line with this, special emphasis will be
placed on the reduction of the existing wage gap between women and men.
27. To create a seal of employment quality, in such a way that the City Council recognises the social
responsibility and the generation of quality employment of the providers they work with. Extendable to the
rest of the city’s enterprises.
1 Strategic lines:
1.3 Employment at the centre of the municipal policy:
mainstreaming employment in the municipal areas

14
Needs/opportunities and employment potential
28. Create coordination and collaboration mechanisms in each district with the corresponding key agents
(publics and private operators, companies, networks and entities) so as to detect opportunities and
potential in the creation of employment that each territory has.
Catalogue of services in the districts
29. Create a catalogue of common services throughout the city (information, guidance, and active
accompanying in the job search; actions of professional qualification; etc.) which are complemented by
specific services and actions in each territory according to their characteristics and needs (integral
projects; training in basic skills; digital literacy actions; coworking spaces; workshops for specific groups;
etc.)
Governance of agents
30. Articulate the coordination of the different agents of the districts (and of the different districts) for all the
devices and operators linked with the fostering of employment in all its aspects and fields of action that
currently intervene in the territory.
1 Strategic lines:
1.4 Approach the services to the territory and the needs of
the people

LINE 03.01 :
To promote a greater coordination and consensusregarding the
policies for fostering employment at a city level, ensuringin a
transversalway a greater perspective in termsofgender and more
attention to diversity

HIGHLIGHTS MEASURES
LINE 03.01 – MEASURE 3 – Diversity perspective
Training of the technical teams of Barcelona Activa in
attention to diversity
16
All the technical teams (about
200 people) of employment
promotion and entrepreneurship
services are being training in
the“Incorporation of the mental
Health perspective in the
services of Barcelona Activa”
with the collaboration of
AMMFEINA.

LINE 03.01 – MEASURE 3 – Incorporate diversity
perspective
Actions to promote labor insertion within the framework of
the Mental Health Plan
17
3 news devices for Young people
with mental health disorders and /
or psychological suffering, located
in the districts of:
• Ciutat Vella
• Sant Andreu
• Sant Martí
Adjudication in May for a group of
specialized entities.
HIGHLIGHTS MEASURES

18
Barcelona Activa
 26.982 users
 15.307 tutorial work
 2.750 employments
 10 Regional Employment Services
 54 Municipal Services
L
1.LINE 03.01 – MEASURE 4 –map of all the devices
and resources that are currently operating in the city
HIGHLIGHTS MEASURES

MESURES MÉS DESTACADES
LINE 03.01 – MEASURE 5 – To create collaborative
space
Activities in the framework of the work plan of the LGTBI
Network
19
Admission to the
Networking of cities
LGTBI and hosted in
Barcelona Activa on
February 24, 2017,
with the participation
of representatives
from 15
municipalities, in
which it was decided
that Barcelona Activa
would coordinate the
Working Group on
Employment.

HIGHLIGHTS MEASURES
LINE 03.01 – MEASURE 6 – New Law SOC
Signature of the Collaboration Protocol between the Catalan
Employment Service (SOC) and Barcelona Activa.
20
Signature of the
Collaborative Protocol on
April 5th, 2017 and starting
of the following comissions:
• Orientation Model
• Information Systems
• Evaluation systems

HIGHLIGHTS MEASURES
LINE 03.01 – MEASURE 6 – New Law SOC
Consortium between the Catalan Employment Service (SOC) and
Barcelona Activa.
21

HIGHLIGHTS MEASURES
LINE 03.01 – MEASURE 7
Action Plan for Employment 2017
22
Define an Annual of Action Plan for
Employment, that identifies the
measures (specifying the objectives
and indicators) and that it operative
the strategic lines defined in the
EOB.

HIGHLIGHTS MEASURES
LINE 03.01 – MEASURE 9 – Events with International
projection
“Foro Ciudades por el Empleo”
23
Meeting of “Foro Ciudades
por el Empleo” in
Barcelona on May 11 and 12,
with participation of more 15
city councils of more of
100.000 inhabitants of
Spanish State, the SOC,
representation of the SEPE
and representation
Eurocities.

HIGHLIGHTS MEASURES
LINE 03.01 – MEASURE 9 –
Events with International
projection
24

LINE 03.02:
Increasethe actions forthe improvement ofthe employability forall

HIGHLIGHTS MEASURES
LINE 03.02 – MEASURE 11 – Prospecting Service
Networking Mentoring
26
In the framework Èxit BCN
program BA starting a
group of action of
mentoratge (metoring)
per for young people, with
the participation of 20
companyies and 134
professionals involved.

HIGHLIGHTS MEASURES
LINE 03.02 – MEASURE 11 – Prospecting Service
New model of cooperation with the companies
27
BA has initiated a
coworking with
collaborating companies
of the yoth employment
programs in order to
improve the reception,
follow up, monitoring,
and adaptation of youg
people who are
incorporate to the
companyies.

HIGHLIGHTS MEASURES
LINE 03.02 – MEASURE 13 – Priority vulnerable
people
ABITS Plan (Approach Integral of Sexual Work)
28
The municipal management of ABITS Plan
has entrusted to Barcelona Activa the
coordination and direction of the Aix for the
Labor Insertion of the Plan.
The new model of Intervention is in the
concrete phase.

HIGHLIGHTS MEASURES
people
Municipaly Programs (PO, formació, etc.)
29
Evolution of the Employment
Plans towards Integrated
projects with Contracted
(PIC), which guarantee:
• Training
• Guidance
• Experience
• Intermediation

HIGHLIGHTS MEASURES
people
Làbora Program
30
Adressed to people at risk of
social exclusion derived
from the 40 Municipal
Social Services Centers.
Decentralization in 20 points
of attention to the city:
With the collaboration of
ECAS, FEICAT and Creu
Roja.

HIGHLIGHTS MEASURES
LINE 03.02 – MEASURE 15 – Defining a model of local
employment office
31
Model of Local Employment Office & Network of Local Employment Offices
• At least one Office in each district
• General catalogue of common services + specific actions per district
To make this operative, it is necessary:
• Coordination and shared services between different employment actors: institutions,
third sector and enterprises
• Defining the catalogue of services to be provided
• Professional orientation
• Pay attention to the needs of businesses
• Intermediation
• Professional qualifications
• Employment opportunities
• Opportunities for groups with special difficulties
• Promoting equal opportunities
• Promoting geographical mobility
• Promoting entrepreneurship
• Promoting local economic development and job creation
• Defining the optimum structure, functions and resources of the Office
• Carrying out pilot tests (in one or two Districts)
• Extend the model throughout the city

LINE 03.03:
Employment at the centreofthe municipal policy: to mainstream
employment in themunicipal areas

HIGHLIGHTS MEASURES
LINE 03.03 – MEASURE 25 – Employment potencial of
the City Council as a service provider
Guide to social public procurement
33
On April 24 the decree of mayor was approved
that impels and regulates a new regulatory
framework with regard to the inclusion of social
criteria in the municipal públic procurement,
with the objective of reverting in better working
conditions of the people who provide services
for the city council.
New role of Barcelona Activa for the promotion
of hiring people with specials difficulties.

HIGHLIGHTS MEASURES
LINE 03.03 – MEASURE 25 – Employment potencial of
the City Council as a service provider
Guide to social public procurement
34
On April 24 the decree of mayor was approved
that impels and regulates a new regulatory
framework with regard to the inclusion of social
criteria in the municipal públic procurement,
with the objective of reverting in better working
conditions of the people who provide services
for the city council.
New role of Barcelona Activa for the promotion
of hiring people with specials difficulties.

HIGHLIGHTS MEASURES
LINE 03.03 – MEASURE 26 – Criteria of quality
employment for the process of job offers
Consensus with the agents involved the quality criteria in recruitment
and decent work / code of good practices
35
Working Group in the framework of the Action Plan Young People
(PFOJQ) and the APE 2017.
Barcelona Activa establishes two minimum conditions for the
Process of Job Offers:
• Minimum contract of 6 months.
• Minimum salary of € 1,000 per month.

HIGHLIGHTS MEASURES
LINE 03.03 – MEASURE 26– Criteria of quality
Agreement to implementing measures and pilot experiences
within the framework of the CESB
36
CESB's "Feasibility and Impact of
Establishing a Minimum City Wage”
on March 24, which provides for the
creation of Working Group in the
framework of the EOB with the
participation of Barcelona Activa,
AMB, PEM and experts, on March
24th.

LINE 03.04:
To approach the servicesto the territoryand the needs of the people:
territorial employment strategies

HIGHLIGHTS MEASURES
38
District Development
econòmic Plans: Ciutat Vella i
Nou Barris.
Working process:
Sants-Montjuïc, Sant Andreu,
Sant Martí i Horta-Guinardó.
LINE 03.04 – MEASURE 28– Coordinate districts and
agents
District Development Economic Plans (PDE)

DADES DE PARTICIPACIÓ GENER-MAIG 2017
Un total de 14.172 persones s’han beneficiat de les accions previstes
(BARCELONA ACTIVA)
518
1,331
2,923
4,899
470
1,155
3,325
5.700
-
1,000
2,000
3,000
4,000
5,000
6,000
Experienciació laboral Formació iCapacitació Mercat detreball i
Intermediació
Orientació per
l'Ocupació
Homes
Dones
6.691
(47%)
7.481
(53%)
Homes
Dones
Participació persones usuàries per sexe
Participació persones usuàries per tipus d’actuació i sexe

Grups de treball
G1.: Measure 19 - Aix 2
Goal: Promote the actions that allow cards or "Professional Accreditations"
with the consequent intensification of collaboration with centers that
can provide this type of certification.
Calendar: Constitution March 2017.
Type: Permanent
Goal: Study the establishment and linkage of the "Minimum city wage" (or
benchmark salary) and the quality of employment. With special
emphasis on reducing the existing salary gap between women and men.
Type: Permanent
Goal: Develop and agree with the agents involved a "Code of good practices in
the quality of employment" that sets the benchmarks for the creation of
a public recognition badge for companies that promote decent work
opportunities in the city.
Type: Permanent

41
Structure and Governance
Steering Committee
Standing Committee
Commission
Working Groups
Table Districts
Comissió bilateral
Ajuntament-SOC

Francisco RAMOS MARTÍN
Executive Director, Employment Policies
Barcelona Activa
Paco.ramos@barcelonactiva.cat
@empopr
Thank you 

Barcelona employment strategy (BES) 2016-2020 - Francisco RAMOS MARTÍN

Barcelona employment strategy (BES) 2016-2020 - Francisco RAMOS MARTÍN

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