This is to say that, as long as the persons involved in the labour relation are using their ‘reasoned agency’ (Sen 1999) to behave among fully available cap­ abilities (whether taking choices of action or of non­ action), functionings that will come out are impossibly unfree. The destination of development – how the capability approach is here under­ stood – is inside human beings and their personal, mutual relations; it is more an attitude to gain through the destruction of constraints than a condition to build up.3 Secondarily, the proposed approach aims to register some specific achieve­ ment that work can bring to a person; these have been chosen as markedly rel­ evant in the current society. The indicator proposed is composed of three parts, placed into two levels. The fundamental level concerns the basic profile, while the complementary one includes the other two (Table 12.1).