The first principle of the European Pillar of Social Rights states that everyone has the right to quality and inclusive education, training, and lifelong learning. The EU has set a target of having at least 60% of all adults participating in training every year by 2030 (increasing the 2010 target of a 12.5% participation rate).
This significant acceleration reflects the growing importance and pressing need for continuous learning and skills development in the EU policy agenda. It also underpins the EU's recognition of the critical role of a skilled workforce in the face of rapid demographic, technological, and economic changes.
The EU faces challenges from an aging and shrinking workforce, compounded by the rapid scale and pace of technological advancements affecting jobs, workers and workplaces. These challenges can only be addressed through a systematic and integrated approach to adult participation in training.
The skills challenge
Rapid labour market changes, driven by technological advancements and fierce global competition, require continuous skill adaptation to maintain and enhance the EU's economic growth and global competitiveness while ensuring social justice and inclusion.
The 'skills challenge' affects the entire workforce necessitating a comprehensive and systematic approach to adult participation in training.
EU policy initiatives like the 2016 Upskilling Pathways Initiative, the 2020 Pact for Skills, and the 2022 Council Recommendation on Individual Learning Accounts are just a few examples of how the EU sets things in motion towards achieving this goal through financial resources and concrete actions.
The challenge lies in effectively implementing these initiatives at local and regional levels to reach target populations, particularly those classified as 'low-skilled.'
The other side of the challenge is how to support and engage businesses, particularly micro and small enterprises, in employee training. According to the Cedefop-Eurofound European Company Survey, less than 20% of companies currently capitalize on the opportunity to boost business performance through increased investment in skills development.
While employers play a crucial role in boosting adult participation in training, many organizations underestimate the value of investing in skills development and well-being of their entire workforce, particularly low-skilled and older employees. However, a well-trained and engaged workforce is a critical strategic asset for driving business growth and maintaining a competitive edge.
VET and adult participation in training
Cedefop is committed to establishing a systematic and integrated approach to adult participation in training, requiring the involvement of all stakeholders across various policies, and including:
- Streamlining governance and funding for cross-policy coordination at all levels.
- Empowering regional and local actors to provide guidance, tailored solutions, and strengthen partnerships.
- Engaging employers in continuous skill development, especially for micro and small companies, fostering a learning culture that views training as a strategic investment.
- Centering individuals in lifelong learning pathways, focusing on vulnerable groups.
This systematic and integrated approach will help address some of the skill shortages revealed by Cedefop’s long-term perspective up to 2035, including for example:
- low shortages of keyboard clerks and clerical support workers as these roles are increasingly automated,
- medium-level shortages for ICT staff due to growing demand,
- ongoing high shortages of personal service and care workers, driven by an aging population, and
- consistent shortages of construction workers linked to the green transition.
As the recent European Commission action plan on shortages shows, tackling skills shortages is a top priority for both European and national policy-makers, as they jeopardize Europe’s competitiveness and capacity to implement the green and digital transition in a just way.
Upskilling, reskilling, and lifelong learning remain front and center of this strategy, supporting the activation of underrepresented people in the labour market, and ensuring no one is left behind.
