Tackling compound inequalities and empowering labour market outsiders: CITILab’s research agenda in Milan and Amsterdam

CITILab is a research project coordinated by Gemma Scalise (University of Milan-Bicocca) and funded by Cariplo Foundation which has a twofold objective: 

First, it explores and compares social investment city policies to improve the labour market inclusion of three vulnerable groups (people with disability, the long-term unemployed, low skilled working mothers) in two cities: Milan and Amsterdam.

Second, it proposes a new social investment policy agenda for cities with the clear mission to tackle the prevailing inequalities in local labour markets by providing policy makers a firm grounding in empirical evidence.

From a theoretical point of view, the project fills a research gap pertaining to social investment policies at the sub-national level and places a strong emphasis on territorial institutional governance, recognizing its potential for addressing labour market inequalities.

Empirically, the research builds on both quantitative and qualitative analysis and on comparative case studies – Milan and Amsterdam – to explore the challenges faced by marginalised people and analyse labour market and social policies through the lens of social investment. The aim is to promote through research and policy recommendations a more equitable and inclusive society by promoting social investment tools for institutional change and political efforts in addressing inequalities.

The project is based on a research partnership between the University of Milan-Bicocca (UNIMIB) and the European University Institute (EUI) and engages local stakeholders and civil society organizations in meaningful discussion regarding the research findings and in the creation of a collaborative agenda and a policy toolkit to counter labour market inequalities faced by vulnerable groups.

The case studies

Amsterdam and Milan share a post-industrial setting and face similar socio-economic pressures, particularly regarding the increasing demand for a highly qualified labour force and the expansion of female employment but are also characterized by diverse challenges. 

Amsterdam has a relatively strong labour market compared to many other cities in Europe and the Dutch policy approach has gained some recognition for its successful implementation of social investment tools, boasting robust active inclusion policies, a comprehensive family support system, and empowering initiatives for women’s employment. However, it does face challenges related to skill mismatch, labour market exclusion related to disability and to language barriers and recognition of foreign qualifications; housing affordability, and gender inequality (e.g., unequal pay, career advancement opportunities, and work-life balance) are also factors that hinder full participation in the workforce.

Although Milan is far ahead the Italian average in terms of female employment and labour force participation, it faces entrenched processes of exclusion and is characterised by longstanding niches of marginality. Unemployment affects young people and those with limited skills, a higher percentage of women are underemployed and in temporary, unformal, or unvoluntary part-time jobs, with lower wages, and reduced job security. The social investment paradigm has not yet influenced the Italian policy approach, but the City of Milan has potential in these terms that the project investigates.

The focus on disability

The project focuses on three target groups: the long-term unemployed, people with disabilities and working women.

We are particularly committed to the labour market inclusion of people with disabilities. In both investigated cities, people with disabilities face higher levels of unemployment, which may depend on several reasons, such as:

1. accessibility barriers: many workplaces, infrastructure, and transportation systems are not adequately accessible for people with disabilities. Physical barriers, such as inaccessible buildings or lack of ramps, can make it challenging for individuals with disabilities to access job opportunities;
2. limited opportunities for skill development: access to training programs that cater to the specific needs of individuals with disabilities may be limited. This can create a skills gap and hinder their ability to compete in the labour market;
3. inaccessible recruitment and hiring processes: traditional recruitment and hiring practices may not be inclusive or accessible to individuals with disabilities. Unconscious biases in the hiring process, inaccessible application procedures, and lack of accommodations during interviews can further limit the employment opportunities for people with disabilities;
4. lack of reasonable accommodations: some individuals with disabilities require reasonable accommodations in the workplace to perform their job duties effectively. However, not all employers are aware of their obligations to provide accommodations or may be unwilling to invest in necessary modifications or adaptations. The absence of reasonable accommodations can act as a barrier to employment for individuals with disabilities;
5. discrimination and bias: people with disabilities often face discriminatory attitudes and biases in the labour market. Some employers may hold misconceptions about the capabilities of individuals with disabilities or harbor unconscious biases that influence their hiring decisions. This can result in qualified individuals being overlooked for employment opportunities;
6. stigma and stereotypes: societal stigma and stereotypes surrounding disability can create barriers to employment. Negative perceptions about the abilities and productivity of individuals with disabilities can lead to discriminatory practices and reluctance on the part of employers to hire them.

These challenges, which vary depending on the type and severity of disability, can also depend on the legal and cultural contexts, which are here investigated, together with the policy efforts to promote inclusivity, eliminate discrimination, improve accessibility, and provide support for skill development that can help reduce the unemployment gap for people with disabilities.

• Alberta Andreotti, Full professor of Social Capital and Local Socio-Economic Systems, Univ. Milan-Bicocca
• Maarten Keune, Full professor of Social Security and Labor Relations, University of Amsterdam
• Giovanna Fullin, Associate professor of Sociology of Work, Univ. Milan-Bicocca
• Emmanuele Pavolini, Full professor of Economic Sociology and Social Policy at the University of Macerata
• Ivan Lembo, Social Policy officer at Camera del Lavoro-Milan (CGIL trade union)
• Giovanni Merlo, Direction office LEDHA- League for the rights of persons with disabilities – Milan
• Emmanuele Pavolini – Full Professor in Economic Sociology and Social Policy at the University of Macerata (Italy)