INFORMATION
The power of consultation The Dutch consultative economy explained
SOCIAAL-ECONOMISCHE RAAD (Social and Economic Council) Bezuidenhoutseweg 60 P.O. Box 90405 NL-2509 LK Den Haag T + 31 (0)70 3499 499 E
[email protected] www.ser.nl
© 2015, Sociaal-Economische Raad
ISBN 978-94-6134-011-5
SOCIAL AND ECONOMIC COUNCIL
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The power of consultation The Dutch consultative economy explained
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1 Introduction The Netherlands is a country of consultation and cooperation. This is perhaps hardly surprising: after all, no single group has an absolute majority, and in that situation the various groups need to talk to each other if they are to get anything done. As a result, a culture of consultation permeates the whole of Dutch society. One area where this culture of consultation can be clearly seen is in the social and economic field. In this context, it is often referred to as the Dutch ‘consultative economy’. It takes various forms and can be found at many different levels. In its most basic form, however, the consultative economy can be seen as a modus operandi whereby groups of people try to further their common interest through agreement, interchange, compromise and cooperation. In the socio-economic domain, this means that employers’ and employees’ organisations (the ‘social partners’) and government work together to shape national socio-economic policy both at national level and at sector and company level. Grass-roots support essential The government naturally plays an important part in the consultative economy: it represents the public interest and invites social organisations (such as employers’ and employees’ organisations) to participate in developing socio-economic policy. That participation may consist of making recommendations on crucial issues, or it may involve giving considered opinions on proposals during consultations. However, a sine qua non for the proper functioning of the consultative economy is that the social partners know in-depth the views of their members, so that they can accurately represent those views during consultations. In the end, only proposals that enjoy widespread grass-roots support will stand up in practice.
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Many meeting places Employers and employees have the responsibility to consult and negotiate with each other. In the Netherlands, they do this in many different places. At national level, for instance, they come together in the Social and Economic Council (Sociaal-Economische Raad, SER) and the Labour Foundation (Stichting van de Arbeid). At sector or company level, employers and employees get together during negotiations on collective labour agreements and on the boards of pension funds and training funds, while within companies they negotiate in works councils. This multi-layered process of consultation ensures a climate in which dialogue and exchange, rather than strikes and confrontation, are foremost.
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The Dutch tradition of consultation goes back a long way. Some see its origins in the way the Dutch joined forces to combat their common enemy, the sea, and to control water levels. Others point to the way in which the Dutch state was formed through negotiation around 1600. But what is perhaps most significant is that the Netherlands has for a long time been a country of diverse faiths, philosophies, ideas, movements and lobby groups. In politics, this can be seen in the continual need to create coalition governments. And in the socio-economic domain, this led, in the second half of the 20th century, to the consultative economy as we know it today: an independent coordinating mechanism operating alongside government intervention and the free play of market forces.
Employers, employees and government work together to shape socio-economic policy.
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2 Players in the consultative economy The roots of the Netherlands’ consultative economy lie in companies: it is here, after all, that employers and employees are in daily contact with each other. Both groups have organised themselves into associations, and together they constitute organised industry in the Netherlands. Employers and employees need to consult each other on various topics and at various levels. At company level, the works council consults with the employer on general company strategy, employment conditions and matters that have not been settled in the collective labour agreement. At sector level, trade unions and sector organisations negotiate on the collective labour agreements, which contain the agreements made on salaries and other employment conditions for the sector. Both employees and employers are represented in the managements of the sector pension funds, defining strategy and policy, and bearing ultimate responsibility for the fund. Finally, at national level, trade unions negotiate together with the government in the Labour Foundation and in the Social and Economic Council on the socio-economic policy to be pursued in the country. The employees’ organisations Only about one-fifth of the working population in the Netherlands belongs to a union. The main task of the unions is to represent the interests of their members, arranging matters that are difficult or impossible for individual employees to get done on their own, helping members resolve work-related conflicts, and negotiating with employers on collective labour agreements. Unions are often organised along sector lines (e.g., as in the construction industry or education), and most unions are members of a federation. The Netherlands has three such
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federations: the Federation of Netherlands Trade Unions (FNV), the National Federation of Christian Trade Unions in the Netherlands (CNV) and the Trade Union Federation for Professionals (VCP). These federations deal with matters that are too large for individual unions to handle. They also represent union members at national level. The employers’ organisations Most employers in the Netherlands (about 80%) belong to a sector-based organisation that represents the interests of employers in a particular sector. Many employers are also members of a regional entrepreneurs’ organisation. These organisations, in turn, work together at national level. About 150 sector organisations are affiliated to the overarching federation, VNO-NCW, the Confederation of Netherlands Industry and Employers. Together they represent about 90% of the jobs in the private sector, making VNO-NCW the largest employers’ organisation in the Netherlands. Most organisations representing small and medium-sized enterprises (i.e., those employing up to 250 people) are affiliated to MKB-Nederland (the Royal Dutch Association of Small and Medium-sized Enterprises), which represents the interests of 120 sector organisations and 250 local and regional entrepreneurs’ organisations. MKB-Nederland works closely together with the VNO-NCW. The interests of those in the agriculture and horticulture sector are represented primarily through regional organisations. About half the companies in this sector belong to one of the three main organisations, which work together at national and EU level in LTO Nederland, the Dutch Federation of Agriculture and Horticulture.
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Organised industry in the EU How does the Netherlands compare to other EU countries (excluding Romania and Bulgaria) in the degree to which its industry is organised?
Employees The Netherlands takes an intermediate position in Europe in so far as the role of the unions is concerned. In fact, its unionised workforce of almost 20% is the average of all EU countries (excluding Romania and Bulgaria). In those European countries where employment terms are linked to membership of a union (as in Sweden) or to supplementary unemployment insurance administered by a union (as in Sweden, Finland, Denmark and Belgium) union membership is proportionately considerably higher.
The low level of unionisation in the Netherlands may be due to the fact that the personal benefit attaching to membership of a union is not clear. This is because non-union members in the workforce also benefit from the work done by the unions (e.g., the negotiation of a collective labour agreement), and they are therefore sometimes referred to as ‘free riders’. Research has shown that, although employees value the existence of the unions and appreciate collective labour agreements, they are nevertheless generally disinclined to join a union.
Al least 80% of Dutch employers belong to an employers’ organisation, giving the Netherlands one of the highest percentages in the EU – far above the EU average of 55% and second only to Austria (100%).
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3 Institutions in the consultative economy The consultative economy is anchored in a variety of institutions at national, regional and local level. The key institutions at national level include the Labour Foundation (in which both employers and employees are represented), and the Social and Economic Council, whose members include not only the social partners but also independent experts (‘Crown members’). In the regions, the partners meet to consult in the context of the provincial Social and Economic Councils. The Labour Foundation The employers’ and employees’ federations meet in the Labour Foundation. They try to agree on recommendations to make to the parties they represent, the unions and sector organisations as well as industry. These recommendations may relate to employment, pension policy, shortening of the working week, and so on. During the spring and autumn consultation rounds, the Labour Foundation also consults with the government, so that the social partners can discuss and adjust their policies through a mutual exchange of views. The Labour Foundation was set up immediately after the Second World War, as soon as the country was liberated in 1945. On 19 May, the leaders of all the main pre-war employers’ and employees’ organisations in industry, together with representatives of trade and agriculture, signed a declaration. In it, they called on all employers and employees to join forces to help rebuild the country together. Social and Economic Council The Social and Economic Council (SER), set up by law in 1950, is the permanent advisory body for the cabinet and parliament. The composition of the SER is broader than
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just employers and employees: it also includes independent experts (‘Crown members’). In addition to their expertise in the socio-economic domain, Crown members ensure that the SER considers not only the interests of employers and employees, but also the public interest. Within the SER, the seats are divided equally among employers, employees and Crown members. The SER and its committees issue recommendations on various aspects of national and international socio-economic policy. Many of their recommendations are issued at the request of one or more government ministers. What sort of topics does the SER cover in its recommendations? The SER issues recommendations in response to a request (from the government or parliament) or on its own initiative. Often these recommendations relate to socio-economic matters, such as the labour market, employment law, social security and general and international socio-economic issues. But from the outset, the SER has also given advice on other subjects. For example, in the 1950s, it made recommendations on agricultural and transport policy. Over the years, the proportion of such recommendations has grown, especially in the fields of spatial planning and mobility, the environment and energy, and health and education. This is because policy in those areas has a great effect on general socio-economic policy. Increasingly, a holistic analysis and assessment of developments and plans is required. Government, too, is increasingly approaching problems
Prosperity is not just about material progress. It also includes well-being and social cohesion, and maintaining a good living environment.
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more holistically, rather than from the point of view of a single ministry. This explains why ministers often submit joint requests for advice from the SER. This development fits in with the broad concept of prosperity that the SER introduced in the early 1990s. Prosperity, it argued, is not just about material progress (greater affluence and growth in production). It also includes aspects of social
Spring and autumn consultation rounds Twice a year – in spring and autumn – the social partners and the cabinet meet to evaluate the socio-economic situation in the country. A delegation from the cabinet goes to the Labour Foundation to speak with employers’ and employees’ organisations about how they can jointly improve the Dutch economy. Government ministers sit alongside the leaders of the employers’ and employees’ federations. The Prime Minister, the Minister and Deputy Minister of Social and Economic Affairs and their colleagues from the Ministry of Finance always attend. Depending on what is on the agenda, other ministers (e.g., of education, health and home affairs) may also attend. In fact, every minister and deputy minister is welcome. The agenda is very wide-ranging and may cover anything from employment policy
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and training to regulations concerning unemployment benefits. During the talks, joint recommendations are made to the parties involved in negotiating collective labour agreements. These have great consequences for all employers and employees in the Netherlands. The cabinet undertakes to develop new policies or modify existing ones; or it may ask the SER to work out certain matters in more detail. For their part, the social partners promise, for example, to take certain matters into account when negotiating the collective labour agreements. Over the years, these spring and autumn consultation rounds have led to a number of important agreements, including the Wassenaar Accord (1982) and Flexibility and Security (1996).
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progress (well-being and social cohesion), and maintaining a good living environment (spatial and environmental quality). Socio-economic relevance naturally determines whether a subject is appropriate for the SER to consider. The SER is, after all, not an environmental, education, health or spatial planning council. It focuses, rather, on the socio-economic aspects of environmental, education, health and spatial planning issues.
The number of seats in the SER is divided equally among employers, employees and Crown members. The Crown members are independent experts whose task is to ensure that the public interest is kept in mind.
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A network of institutions Although each institution within the consultative economy has its own tasks and responsibilities, all the institutions are linked together in a tight network. For instance, on the employees’ side, a trade union negotiating a collective labour agreement usually belongs to one of the union federations. In turn, this federation is represented at national level in the SER and the Labour Foundation, and at European level in the European Economic and Social Committee (EESC). The situation is similar on the employers’ side. Within these networks, an individual may have a number of different roles. For
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example, the leaders of the employees’ or employers’ federations are also members of both the SER and the Labour Foundation. The various parts of the consultative economy are also linked by common content. For example, agreements made at national level define the scope of those operating at sector level or within companies. Conversely, local or sector representatives will, as far as possible, pass on to their national representatives their own experiences on the work floor and in that way help to resolve problems elsewhere.
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4 Topics addressed in the consultative economy The success of a consultative economy depends crucially on two factors: its size and its openness. This is certainly true in the Dutch case. The Netherlands is a relatively small country with an open economy that depends heavily on foreign trade. However, this openness also makes the economy vulnerable. On the one hand, it attracts many trading partners; but at the same time, circumstances affecting those trading partners have a direct effect on the Dutch economy – for better or for worse. This is why the Dutch economy needs, above all, stability. This stability is something the social partners can achieve by maintaining an ongoing dialogue with each other about matters that concern them. In this way, they can take decisions that enjoy a wide measure of support. Striving for social prosperity The reason the social partners seek to create economic stability is a very practical one: to increase social prosperity. The signing of the Treaty of Maastricht on economic and monetary union in 1992 meant that certain matters that had hitherto been part of the social partners’ remit (e.g., antiinflationary measures) became a question for consultation at European level. In the light of this realignment, the social partners reformulated their objectives for socio-economic policy as follows: To stimulate balanced economic growth, while striving for sustainable development To work towards the highest possible employment rate To promote a fair distribution of income. These objectives, to which the social partners still subscribe, go beyond agreements on employment conditions. Today, the SER recommendations also deal with matters such as the environment, health insurance, globalisation and European integration, while the Labour Foundation concerns itself
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amongst other things with social security, employment market issues, education and working conditions. Terms of employment Employers and employees negotiate jointly on terms of employment. The law stipulates that they have the sole right to jointly determine the contents of collective labour agreements. Such agreements may not contravene the law, but may certainly be more generous (as they often are) than the law requires. A collective labour agreement provides the framework into which individual employment contracts must fit. Every collective labour agreement is for a specified period of time, at the end of which, the parties gather around the table again to negotiate a new set of agreements. At the start of such a negotiation process, both employers and employees make proposals on issues such as pay increases, childcare facilities, training and special regulations for older employees. At the request of the parties involved, the Ministry of Social Affairs and Employment may determine that the collective agreement will be binding on a whole sector, regardless of whether every employee is a member of a union within that sector. This prevents undesirable competition on employment conditions within the sector. Although relatively few employees belong to a union, more than 80% of employees (more than 6 million people) are covered by one of the 1,100 collective labour agreements in force. This is explained by the fact that an agreement reached between an employers’ organisation and a union automatically applies to all employees in companies forming part of that employers’ organisation – whether or not the employees themselves are members of the union in question. And since the vast majority of employers belong to an employers’ organisation, collective labour agreements generally cover a large number of companies.
The social partners have a joint objective: the advancement of social prosperity. 18
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Closer to the work floor Agreements between employers and employees are increasingly made in line with the principle of subsidiarity – i.e., at the lowest possible level, close to the work floor. This makes it easier to agree working conditions that better reflect what is required – which may vary per sector, company and even individual. Employees are increasingly able to fine-
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tune the benefits they receive through their collective labour agreement, in a ‘cafeteria’ or ‘à la carte’ system. Conversely, they may be able to ‘buy’ extra days off. Although employees welcome the opportunity to do this, so far, relatively few are making use of it.
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1982: The Wassenaar Accord In the early 1980s, the Netherlands was in a deep economic recession. The number of people out of work was rising rapidly. The figure was expected to rise from 590,000 to 740,000 in 1982. Despite the worry about growing unemployment and the inability of successive governments to turn the economy around, despite the bitter conflicts between the unions and the government about sickness benefits, despite companies reporting losses and despite a general aversion to government wage controls, a breakthrough was achieved. Meeting at Wassenaar, near The Hague, the leader of the employers’ organisation Chris van Veen and union leader Wim Kok came to an agreement, which would become known as ‘The Wassenaar Accord’. The agreement was quite unexpected. At that moment, relations between employers and employees were at a very low ebb: the parties were poles apart, socially and politically. For much of the 1970s, the two had been diametrically opposed, and the government had been unable to bring about a reconciliation. The economy was in bad shape, unemployment was high, inflation was rampant, and the whole situation looked more likely to deteriorate than to improve.
Now, the leaders of the two sides realised how essential it was to reach an agreement. The outcome of these talks was that the unions agreed to drop their insistence that pay should be adjusted every six months to compensate for inflation. In exchange, employers agreed to the re-distribution of jobs through a shorter working week, early retirement schemes and part-time work. In the Wassenaar Accord, the two sides came together, just as their predecessors had done in the 1950s, to pursue a common goal – this time, to restore company profits and full employment. But there was a big difference between the 1980s and the 1950s. Employers and employees now demanded that they be left to agree on collective labour agreements without interference. From now on, although the parties acknowledged that the government was primarily responsible for financial economic policy, the government would refrain from intervening directly in negotiations. In this way, the Wassenaar Accord marked not only the end of the polarisation of the 1970s, but also the starting point for new structures and patterns in discussions between employers, employees and the government.
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Pay development Pay is an important issue in the negotiations about collective labour agreements. Until the early 1960s, the size of pay increases was determined at national level jointly by the government and the Labour Foundation. In the course of the 1960s, however, it became impossible to maintain such tight control, and Dutch labour began to price itself out of the market. The government tried to counter this development, and, especially in the 1970s, frequently threatened to impose wage controls. But then, in the early 1980s, the situation changed again. Rising unemployment and opposition to government interference in pay negotiations brought employers’ and employees’ organisations back together again. In 1982, talks at Wassenaar, near The Hague, led to
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an agreement that pay policy was from then on to be the exclusive domain of employers and employees at sector or company level – a situation that remains unchanged to this day. Employee participation Employees are able to exert direct influence on policy and the way things are organised within their company through the works council or staff representative committee. The Works Councils Act stipulates that any company with 50 or more employees must have a works council. This council, which is elected by the workforce, consults with the management on company matters. For example, if management wishes to introduce regulations affecting working conditions, absenteeism or training policy, it needs the agreement of the company’s works council. Important decisions, such as major investments, the divestment of divisions or the large-scale hiring of employees, cannot be implemented until the works council has been consulted. Some 70% of companies in the Netherlands are obliged to have a works council. Small companies, with fewer than 50 employees, may set up a staff representative committee if a majority of the workforce are in favour. A staff representative committee has fewer powers than a works council.
More than 1,100 collective labour agreements are in force, covering over 80% of all employees.
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5 The significance of the consultative economy Thanks to the continuous dialogue on socio-economic matters between employers and employees, the relationship between them is very stable. They know the kinds of topics they can reach agreement on, and how and when they can best do this. This structured process of consultation yields clear, positive results for all concerned – for example, the climate of trust and calm that characterises labour relations in this country is in large measure attributable to the wide scope of collective labour agreements and the fact they can be made binding across the board. It is almost unthinkable that decisions in the Netherlands should be taken without consulting the various parties affected. Dialogue and the interchange of ideas are foremost, rather than strikes and confrontation – indeed, compared to many other countries, the Netherlands has relatively few strikes. According to figures published by an EU agency, on average 5.7 working days per 1,000 employees were lost to strikes in the period 2005-2009 – a considerably lower average than in most other EU countries. In addition, if that social dialogue is to be possible in practice, a broad platform of support among the membership of the various parties is essential. Added value over the years To see the added value that a consultative economy provides, one only has to look at some of the milestones in the social and economic history of the Netherlands over the past half century or so. For example, it was due to agreements between the social partners that the Dutch economy was able to recover relatively quickly after World War II. More recently, the Wassenaar Accord opened the door to a highly successful period in the Dutch economy, when it outperformed those of other European countries: the gross domestic product (GDP) grew faster than in neighbouring
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countries, unemployment fell, and the number of jobs grew more rapidly than the European average. In the 1990s, the results were even more impressive, with the social partners making a significant contribution to national welfare and prosperity through the mechanism of the consultative economy. New developments Changes in society such as individualisation, globalisation and the fragmentation of interests make consultation, agreement and corporation more important than ever. Today, the parties have to operate in an environment that is not only larger but also more complex. Within the Dutch consultative economy, they try to keep pace with all the new developments. In the 1980s, a key topic of discussion was early retirement. Now, since the start of the 21st century, the main theme has shifted to ageing. Globalisation also requires us to adopt new ways of looking at things. The open Dutch economy is very easily affected by developments elsewhere and will therefore always feel the direct consequences of any changes. This means that the parties in the consultative economy need to be continually vigilant and on the look-out for new developments: we cannot afford to be complacent. Partly as a result of its ever-changing environment, the consultative economy is continuously in movement. New socio-economic issues arise; opinions and power relationships change. New players arrive on the scene; and old ones get new tasks and functions. The trend towards individualisation, for example, is reflected in the fact that employees increasingly want to choose and decide things for themselves. This may well change the role of the unions, which in turn will affect the dynamics of consultation.
Hardly any decision is taken in the Netherlands without the parties involved being consulted.
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1996 – Flexibility and Security One of the most significant agreements reached by the social partners in the 1990s was about flexibility and job security. It would go down in history as ‘The Haarlem Agreement’ – because the parties met at the home of Lodewijk de Waal, leader of the FNV, the largest union federation. In 1996, he and Hans Blankert, leader of the largest employers’ association, reached a series of agreements that were signed by all the main employers’ and employees’ organisations. These agreements formed the basis of the Flexibility and Security Act, which was passed by parliament in 1998. This law gives employers more flexibility in deploying staff
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and provides more security for flex workers themselves (who at that time formed about 10% of the working population). These agreements largely removed the concerns of the Dutch trade union movement in the mid1990s about the rise in the number of flex jobs. The union leaders realised that this trend could not be stopped, and, through agreements with the employers, they managed to eliminate its worst excesses and negotiate significant legal safeguards for flex workers. At present almost one of every five people in the workforce is a flexiworker, most of them are youngsters.
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The consultative economy in an international context Consultations and negotiations between social partners and governments on socio-economic policy can also be found at international level, within the EU and beyond. The Europe-wide social dialogue, which started in 1985, is designed to create greater prosperity and generate more jobs by modernising the European economy. In 2003, to give this dialogue a fresh stimulus, the EU initiated a consultative meeting, rather like the Netherlands’ Spring and Autumn Consultation Rounds. At this meeting, which is now held annually on the eve of the spring meeting of the European Council, the leaders of the member states discuss the EU’s economic and social direction. Also at EU level, the European Economic and Social Committee,
set up in 1958, provides (either on request or on its own initiative) advice to the European Commission, the European Council and the European Parliament. In certain cases, it is mandatory for the Commission and the Council to consult the Committee. In addition, the Social and Economic Council of the Netherlands and its counterparts in various other EU countries consult regularly with each other. Finally, to a greater or lesser degree, social partners in countries outside the EU are also able to influence their governments’ policies. Worldwide, some 50 countries have organisations similar to the SER. These organisations differ considerably in size, composition, funding and influence. They are united in the International Association of Economic and Social Councils, which aims to promote the exchange of experiences and to encourage other countries to set up similar institutions.
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As a result of globalisation, people today look far beyond national borders. This explains why topics such as sustainability are now permanent items on the consultative agenda. Throughout these new developments, consultation remains a binding force. In the Netherlands, it has become an indispensable factor in the interaction between employers, employees and the government. As such, the current Dutch system of labour relations can therefore be seen as a reflection of social, economic, cultural and political developments of the past. The Polder Model and the swing of the pendulum The Dutch consultative economy is sometimes also called ‘the Polder Model’ (a polder being an area of reclaimed land, typically found in Holland). The term was coined in the second half of the 1990s. The Dutch economy was thriving and delegations from abroad were looking enviously at the Dutch consultative tradition which allegedly formed the basis of this success. The Labour Foundation received the Bertelsmann Prize in Germany, and the then prime minister, Wim Kok, himself a former trade union leader, explained to US President Clinton how the Netherlands was developing a ‘third way’, between capitalism and communism – the Polder Model. But that sense of euphoria did not last long, and by the early years of the new century, the economy was stagnating and the verb ‘to polder’ was coined to mean ‘to hold endless meetings at which no decisions are taken’. When in May 2004 the spring round of consultations between the cabinet and the social partners collapsed in disarray and the unions started calling for strikes, the media declared the Polder Model dead. But only six months later, they were forced to admit that their conclusion had been
Dialogue and compromise are foremost, not strikes and confrontation.
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premature. During the new spring negotiations, the cabinet and the social partners again agreed a truce, and the Polder Model took on a new lease of life, when historians started talking about it as a modern version of an ancient Dutch consultative tradition. With the National Energy Agreement (in 2013) the consultative economy obtained a new dimension. Initiated by SER, a broad range of organisations agreed to a long term commitment to realise more sustainable energy. The power of consultation The Dutch consultative economy has not been without its critics, however. Such extensive consultation, they said, would lead to sluggishness and delays; there would be a lack of decisiveness, due to the difficulty of attaining consensus; and parties would be slow to respond to new developments. But this criticism encouraged the social partners (sometimes under pressure from outside) to take a closer look at their way of working. The consultative economy has withstood many storms, and it still has many challenges to face. But time and again, the power of consultation has proved its worth – in the stable and well-balanced relationships that exist in the Dutch workplace, and in the broad grass-roots support for the country’s social and economic direction. It is in the interest of employers’ and employees’ organisations to work together. As long as the social partners and the government all feel they are benefiting from this cooperation, the value of the consultative economy will be undisputed.
The consultative economy has withstood many storms, and it still faces many challenges.
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The consultative economy in an international context Consultations and negotiations between social partners and governments on socio-economic policy can also be found at international level, within the EU and beyond. The Europe-wide social dialogue is designed to create greater prosperity and generate more jobs by modernising the European economy. In 2003, to give this dialogue a fresh stimulus, the EU initiated a consultative meeting, rather like the Netherlands’ spring and autumn consultation rounds. At this meeting, which is now held annually on the eve of the spring meeting of the European Council, the leaders of the member states discuss the EU’s economic and social direction. Also at EU level, the European Economic and Social Committee, set up in 1958, provides (either on request or on its own initiative) advice to the European Commission, the European Council and the European Parliament. In certain cases, it is mandatory for the Commission and the Council to consult the Committee. In addition, the Social and Economic Council of the Netherlands and its counterparts in various other EU countries consult regularly with each other. Finally, to a greater or lesser degree, social partners in countries outside the EU are also able to influence their governments’ policies. Worldwide, some 50 countries have organisations similar to the SER. These organisations differ considerably in size, composition, funding and influence. They are united in the International Association of Economic and Social Councils, which aims to promote the exchange of experiences and to encourage other countries to set up similar institutions. The Dutch SER was one of the founding members of the Association.
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Relevant websites www.ser.nl www.stvda.nl www.vno-ncw.nl www.lto.nl www.mkb.nl www.fnv.nl www.cnv.nl www.vcp.nl www.eesc.europa.eu www.aicesis.org
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Published by Sociaal-Economische Raad (Social and Economic Council) Bezuidenhoutseweg 60 P.O. Box 90405 NL-2509 LK Den Haag The Netherlands T +31 (0)70 3499 499 E
[email protected] www.ser.nl Authors Désirée van der Jagt English version Baxter Communications, Hilversum Photography Hollandse Hoogte (cover, page 2, 4, 15, 27 and 28) Dirk Hol (page 6) Christiaan Krouwels (page 10) SER (page 16) Holland Toolkit/TNT (page 19) ANP (page 21) unknown (page 23) Shutterstock (page 24) Design and printing 2D3D, Den Haag (concept) Riccardo van der Does, SER Printing © 2015, revised reprint, Sociaal-Economische Raad All rights reserved Material may be quoted, providing the source is mentioned. ISBN 978-94-6134-011-5
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INFORMATION
The power of consultation The Dutch consultative economy explained
SOCIAAL-ECONOMISCHE RAAD (Social and Economic Council) Bezuidenhoutseweg 60 P.O. Box 90405 NL-2509 LK Den Haag T + 31 (0)70 3499 499 E
[email protected] www.ser.nl
© 2015, Sociaal-Economische Raad
ISBN 978-94-6134-011-5
SOCIAL AND ECONOMIC COUNCIL
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