| National debates frequently highlight the importance of nurturing and retaining research talent, addressing both young scientists' capabilities and brain drain concerns. Additionally, debates often revolve around refining academic careers, with a focus on working conditions and stability. Concurrently, the significance of financial support and access to key research resources emerge as pivotal topics. | |
| International mobility of human resources and doctoral and postdoctoral research are the themes most frequently addressed by policy initiatives. | |
| More policies target individual actors in the public research system (e.g. postdocs and other early-career researchers), compared to institutional actors (i.e. public research organisations). | |
| The largest set of policies are small scale initiatives (less than 1M EUR yearly budget expenditure) of various kinds, including scholarships, grants and awards and public outreach campaigns that promote STEM studies and research careers. | |
| Policies with the largest budgets include institutional funding schemes addressed to higher education institutes that bundle financial support for public research with support for teaching activities. |
As part of the 2023 EC-OECD STIP survey, countries described their main policy debates around government support to Human resources for research and innovation (see Annex A for the raw data). These responses can be clustered around a number of salient issues, described below.
1. Talent Development and Retention:
2. Academic and Scientific Careers:
3. Modalities of support:
Figure 1 shows the number of policy initiatives reported within the themes belonging to the Human resources for research and innovation policy area. By large the most recurrent theme is International mobility of human resources, covering the reform of rules governing public sector employment and researcher recruitment rules, together with various mobility incentives targeted at researchers and companies. Doctoral and postdoctoral researchers, the second most frequently addressed theme, includes dedicated support to postgraduate programmes and rules and schemes for their evaluation, support to industry involvement in PhD training schemes and reform of academic curricula, among other forms of support. This theme is followed by Equity, diversity and inclusion (EDI), which includes efforts to ensure that all individuals can fully participate in research and innovation activities, regardless of gender, race, ethnicity, or other factors that may contribute to systemic barriers and inequalities. The fourth most recurring theme, Research careers, refers to the creation of new job opportunities in public research institutes (PRIs) and higher education institutes (HEIs), improved financial rewards and non-financial incentives, and other forms of support for researchers.
Policies targeting individual actors are more numerous compared to those targeting institutional actors. The target group with the largest number of policies is Post-docs and other early-career researches (Figure 2). The keywords (obtained when hovering the corresponding bar with the mouse), suggest that initiatives are often research-oriented, provide support for training and fellowships. Similar policies are directed to PhD students, with an additional emphasis towards identifying and promoting new talents. Initiatives also target Established researchers, placing added focus on supporting career development through funding for research projects. The figure also shows that large numbers of policies are directed at institutional actors, i.e. Higher education institutes and Public research institutes, to support their efforts in developing human resources for research and innovation. It is worth noting that gender balance is a recurrent topic across both institutional and individual actors. This is also reflected by the fact that several policies have Women as a target group, with keywords indicating support for training, emphasis on female researchers, and the promotion of talent and inclusion, e.g. in science and innovation councils. Governments not only centre efforts in the public sector, but also address Firms to support the development of human resources for research and innovation in the private sector.
Figure 3 indicates that the most frequently reported instrument is Strategies, agendas and plans, which government use to give strategic direction to the education system. Besides strategies, policies frequently use Fellowships and postgraduate loans and scholarships, many of which are addressed to Postdocs and PhD students and aim to identify and develop human talent (see keywords). Another common way to develop human capital is through Project grants for public research, which often support young researchers in launching their careers as well as international research. Regarding internationalisation, several Labour mobility regulation and incentives also facilitate cross-bordeer staff exchanges through, for example, postdoctoral programmes or research stays. Public awareness campaigns and other outreach activities are useful instruments to promote interest and gender balance in STEM fields. This instrument also includes vocational training and lifelong learning policies: Institutional funding for public research is often used to provide block funding that is bundled with resources for teaching.
Among policy initiatives that report yearly budget expenditure in this policy area, the most frequent range is Less than 1M EUR (Figure 4). This range contains a set of small-scale initiatives of various kinds, including fellowships and public outreach campaigns promoting STEM studies and research careers. Several of these schemes are oriented towards women, i.e. promoting gender balance across STI activities. A significant share of initiatives report yearly budget expenditures between 1M-5M and 5M-20M EUR. The keywords displayed in the chart indicate that these are generally oriented towards supporting doctoral students and early-career researchers. Smaller shares of initiatives for Human resources for research and innovation report higher budgets. As observed within Public research system policies, initiatives with the largest budgets include institutional funding schemes that bundle financial support for public research with support for teaching activities.
Figure 5 shows that Portugal has reported the largest number of initiatives in this policy area, followed by Canada, Türkiye and Germany. The chart shows only the number of policy initiatives reported by countries and gives no indication of their scale or scope. The figure should therefore be interpreted with care. Clicking on a given bar in the chart will bring you to the corresponding country dashboard for Human resources for research and innovation policies.
Table 1 contains the answers provided by countries (and other entities) to the following question: Briefly, what are the main ongoing policy debates around government support for human resources for research and innovation? You may use the table's search box to filter the data by country or keyword. You may also dowload the data in Excel format.
Table 1. Policy debates in the Human resources for research and innovation policy area
| Response | |
|---|---|
| Austria | Within the Austrian Research, Technology, and Innovation (RTI) Strategy 2030, the emphasis on strengthening human resources for research and innovation is a primary objective ("Focus on knowledge, talents, and skills"). This federal strategy sets forth several quantitative targets. In line with this, the RTI Pact for 2024-2026 outlines priority action areas such as implementing the 10 Point Plan to augment trust in science and democracy, fortifying science and entrepreneurship education, supporting women's careers in science and technology, stimulating interest and experience in the STEM sector among the youth, strengthening internationally competitive doctoral programmes, and offering young individuals targeted, personalised start-up support. In addition, the third objective of the Pact includes a skills initiative that centres on changing work environments and training programmes, to ensure a sufficient number of skilled workers for sustainable industrial development. |
| Belgium - Brussels Capital | Support for human resources in Research & Innovation (R&I) in the Brussels-Capital Region (BCR) spans multiple areas of competence. Some domains, like employment and R&I, come under the BCR's jurisdiction, while others, such as education, are managed by the two regional language communities - the Brussels-Wallonia Federation and the Flemish Community. Consequently, certain debates extend beyond regional competencies and are not elaborated on here. The BCR possesses a significant strategic advantage. With 86,000 higher education students (as of 2016), it is the leading university city in Belgium. Its substantial concentration of highly qualified human capital places it at the forefront compared to other economically advanced regions in Europe. Moreover, the BCR has the highest proportion of workers involved in R&D in Belgium. A pressing concern is the general scarcity of talent in the Science, Technology, Engineering, and Mathematics (STEM) fields and the significant underrepresentation of women in these disciplines. The shortage of workers skilled in computer sciences, programming, and other advanced information and communication technology areas is especially severe, given the BCR's status as an information technology hub with a thriving RDI ecosystem in this domain. A specific regional challenge under discussion is the significant presence of socio-economically disadvantaged groups. Social reproduction in a segment of the population under-skilled in science and technology could potentially hinder both innovation and inclusive growth. Therefore, the BCR funds projects aimed at raising science awareness among young students, women, and under-represented socio-economic groups. The long-term goal is to motivate more individuals to pursue a scientific career or become active in RDI. With a significant emphasis on promoting the development of digital skills, the Brussels-Capital Region plans to bolster its science awareness policy by establishing a "science do and experience centre" in a dedicated physical location for science awareness and skill development. This ambitious project is rooted in an inclusive approach aimed at promoting science awareness among a broad public. With a substantial knowledge base in its universities, university colleges, and a plethora of non-profit and non-governmental organisations specialised in Social Sciences and Humanities (SSH), the BCR aims to increasingly incorporate SSH into its innovation support programmes as a fundamental part of R&I activities. The region is also considering the role of traditional Technology Transfer Offices (TTOs). It encourages Brussels universities' TTOs to extend beyond their conventional roles in linking science, economy, and society, and to facilitate SSH collaborations with "hard" scientific projects and stimulate the valorisation of SSH research results leading to societal change, as opposed to merely technological change. The role of art schools, particularly in the creative process of multi-lateral research projects, is also a subject of debate. |
| Belgium - Federal government | Since the transfer of responsibilities for Research and Innovation (R&I) to the regions and communities in the 1990s, the remaining competencies at the federal level concerning human resource management in Science, Technology, and Innovation (STI) are limited to the following areas: Management of researchers in the 17 federal research institutes: The new federal government agreement aims to develop a specific Science, Technology, Engineering, and Mathematics (STEM) policy in three stages. This includes promoting STEM through federal science policy levers, such as collections, planetariums, oceanographic ships, etc. Additionally, organizing a roadshow to facilitate interactions between scientists and young people throughout the country, and promoting participatory science (citizen science). Tax incentives for research: The primary tax incentive for research focuses on reducing the costs associated with researchers. The new federal government agreement includes conducting a study to identify ways to enhance the implementation of the partial deduction of withholding tax to support Research and Development (R&D) efforts. Furthermore, it is worth noting that gender equality objectives have been integrated into the investment projects outlined in the Belgian Recovery and Resilience Plan. |
| Belgium - Flanders | In its policy memorandum for 2019-24, the VARIO emphasized the development of talent as the region's most valuable resource. It called for several actions, including: Increased efforts to address the shortage of science, technology, engineering, and mathematics (STEM) graduates and inspire young people to pursue STEM training and professions. Implementation of innovative forms of education, including the integration of the latest digital techniques. Promotion of intersectoral mobility between knowledge institutions, enterprises, the service sector, the non-profit sector, and the government. Science communication was also highlighted in the policy note as a means to promote trust in science and scientists and ignite citizens' passion for science and innovation. In 2020, a new STEM policy plan called the STEM Agenda 2030 was launched. This agenda, developed through stakeholder consultation, commits to increasing participation in STEM courses and careers, nurturing STEM specialists, and enhancing STEM competencies in society as a whole. It explicitly links STEM to the goal of addressing major societal challenges. The government also aims to establish a "STEM Academy" in each municipality to engage children and young people (up to 18 years) with STEM. The active engagement of citizens in scientific endeavours will be fostered through initiatives such as nurturing connections between scientists and citizens in various settings (e.g., science festivals, science cafés, and science days) and encouraging researchers and scientists to contribute to science journalism. The Government of Flanders has implemented a digitization program for education called Digisprong. Its objectives include establishing forward-looking and secure ICT infrastructure for all compulsory education schools, implementing effective ICT school policies, developing ICT-competent teachers and teacher trainers, and providing adapted digital learning tools. Additionally, in 2021 and 2022, Flanders Innovation & Entrepreneurship launched the "Digital School" call to increase digital competencies and media literacy among secondary school students. Schools collaborated with companies, federations, or knowledge institutions with expertise in digitalization, with a focus on developing pathways for teachers to enhance students' digital competencies. Another important objective related to human resources is better preparing doctoral students for careers outside academia. Instruments such as industrial traineeships and innovation 'stages' for researchers are considered. The Baekeland mandate, facilitated by VLAIO, offers young researchers the opportunity to conduct research in collaboration with companies, enabling them to gain practical experience and develop skills that align with industry needs. Mobility, both within and outside academia, is prioritized, including lateral, interdisciplinary, and international mobility. Through OJO (Omkadering van Jonge Onderzoekers), the Flemish Framework of measures for Young researchers, universities are provided with resources to create an optimal framework for young researchers. The aim is to guide them towards becoming well-qualified, excellent researchers prepared for the job market within or outside academia. OJO funding supports activities related to training young researchers, career development, promotion of career prospects, strengthening international orientation, and collaboration with other knowledge institutions in Flanders. |
| Belgium - Wallonia | The General Policy Declaration 2019-2024 of the walloon Governement underlined the need to revalorize the STE(A)M and to strengthen the orientation of young French-speaking people towards these sectors with various measures: better information for students, improvement of collaboration between the stakeholders, reflection on financial incentives to enhance the attractiveness of these sectors, monitoring, awareness campaigns, implementation of a program of awareness of the gender issue and the promotion of women in scientific careers. The Wallonia Recovery Plan concretizes these objectives through the definition and implementation of an action plan aimed at strengthening the attractiveness of the STE(A)M sectors for young people. Despite a very slight improvement in student participation in these courses in higher education, the situation remains challenging in the Wallonia-Brussels Federation. It is essential that the announced Plan be implemented without delay. To this end, the PPS invites the Government to reach an agreement on a definition of STE(A)M5 and to encourage the development of effective collaborations between the various actors. He underlines the areas he considers essential to take into account in order to come up with an impactful plan: - Reform science teaching in order to improve the performance of all students and strengthen their taste for science by developing the investigative approach and creative approaches and by better highlighting the link with technology. - Develop a specific approach to the female gender, focusing in particular on sectors where they are still not very present and on the representation of professions. - Make these professions better known by showing their diversity in order to allow young people to identify those who could meet their aspirations. - Reflect on a better articulation between secondary education and higher education in order to encourage the transition to scientific and technical skill domains. |
| Belgium - Wallonia-Brussels Federation | TEAM Mentorat: A customised mentoring programme designed to kickstart the careers of future PhDs. Exclusively dedicated to prospective PhDs, TEAM Mentorat aims to assist junior researchers (First Stage Researcher (R1)) across all scientific research fields in developing and honing their career plans. This support extends to both the academic environment and beyond it, covering the private, public, and associative sectors. The Observatory of Research and Scientific's mission includes monitoring and analysing the career trajectories of FWB researchers via surveys. Collaborating with the six FWB universities, the Observatory's responsibility is to develop an understanding of doctoral and postdoctoral careers. It formulates recommendations aimed at easing the professional integration of doctoral graduates and optimising the doctoral process to align it with the expectations of researchers and societal needs. Special attention is paid to various obstacles linked to scientific careers, such as gender stereotypes and discrimination, challenges associated with international mobility requirements, and the impact of early-career publishing pressure, among others. The findings of the surveys and analyses are routinely published on this site. Numerous initiatives receive funding with the aim of attracting young individuals, particularly girls, to STEM. We participate in several EU projects addressing the following issues: capacity management, training for new research professions, leadership programmes, and cross-disciplinary training. |
| Bosnia and Herzegovina | In 2023, Bosnia and Herzegovina did not provide information on 'Human resources for research and innovation' policy debates. |
| Brazil | Key policy debates on government support for research and innovation (R&I) human resources revolve around: (i) the advancement of science, technology, engineering and mathematics (STEM) education, and (ii) national interests and opportunities. STEM Focus: There is a need to elevate both the quantity and quality of STEM graduates in Brazil, given that these disciplines are integral to the main research and innovation opportunities. Initiatives are being implemented to improve science teaching in schools and stimulate interest in scientific careers among secondary and undergraduate students. National Interests and Opportunities: This debate centres on how Brazil's principal R&I interests and opportunities should guide (i) the allocation of public resources, and (ii) the establishment of evaluative incentives designed to foster human resources for research and innovation. The prospect of integrating mission-oriented innovation policy principles within the Brazilian STI policy framework is currently under examination. |
| Bulgaria | Bulgaria faces the challenge of losing highly qualified and promising researchers due to a dearth of appealing career opportunities within the country. The government aims to significantly increase the number of young individuals choosing careers in scientific organisations who are motivated to conduct innovative and thorough research on priority scientific topics. Accordingly, it plans to continue the national programme for Young Scientists and Postdoctoral Fellows to attract, retain, and develop skilled young scientists. This aligns with the objectives of the National Strategic Reference Framework and the National Research Infrastructure Roadmap (NRIR). A new mobility scheme, PROMYS, has also been developed within the Bulgarian-Swiss Research Programme 2023-2029, offering scholarships for young Bulgarian research scientists admitted to Swiss research institutes. |
| Canada | In an increasingly competitive global economy, the Government of Canada (GC) recognises the importance of cultivating a skilled workforce to drive innovation, growth, and sustainability. To address gaps in Canada's talent ecosystem, the GC is committed to working with stakeholders to identify solutions and prioritise talent development in science and research. This focus on talent development aligns with Canada's goal of becoming a leading supplier of clean energy and technology in the net-zero economy. With small and medium-sized enterprises (SMEs) being significant employers in Canada, the GC acknowledges that many of these employers have limited resources for effective recruitment, retention, and upskilling. To support employers, there is a need to build their human resource capacity through collaboration incentives and workforce adaptations. This involves developing human capital that supports business continuity, technology deployment, and innovation. Key areas for investment and commitment to training include: 1. Work-integrated learning (WIL): WIL programs, such as co-ops and internships, play a crucial role in helping students transition from post-secondary education to the workforce. The GC supports programs like Mitacs, CREATE, DS4Y, and the Student Work Placement Program to provide students with hands-on experiences and align skills development with industry needs. 2. Employer-driven training: The GC aims to support employer-driven training that builds human capital and addresses the need for short-term, skill-intensive training programs. Investments are made through Labour Market Development Agreements and Workforce Development Agreements with provinces and territories, providing supports such as skills training, work experience, career counseling, and job search assistance. 3. Upskilling/retraining: To meet labor market needs and foster an innovative and competitive workforce, the GC invests in programs like the Skills for Success program. The federal budget has allocated funds to deliver foundational and transferable skills training, develop assessment and training tools, and test training approaches to support Canadians in upskilling and meeting new skill requirements. 4. Foreign talent: Canada recognises the need to attract global talent to support high-growth sectors and accelerate innovation. The Global Skills Strategy streamlines processes for attracting top global talent, while the Foreign Credential Recognition Program supports the integration of skilled newcomers into the labor market by improving foreign credential recognition processes. The international education sector is also promoted to attract talented international students and enhance Canada's innovation capacity. Addressing labor shortages and skill mismatches is a complex issue, and the GC acknowledges the challenges within its own public service, particularly in attracting and retaining a science, technology, and innovation-focused workforce. Efforts are being made within departments like Natural Resource Canada to develop succession plans, conduct talent mapping exercises, and ensure organisational sustainability. Overall, the GC is committed to fostering a skilled workforce, building partnerships with industry and stakeholders, and providing support for talent development to drive innovation, competitiveness, and a sustainable future for Canada. |
| Chile | The Ministry of Science, Technology, Knowledge and Innovation (MSTKI) is striving to close gender gaps by advocating policies such as gender parity in the granting of scholarships for specialisation in scientific professional careers. This initiative is currently under discussion in the Chilean Congress and has garnered extensive support from all political sectors. Another significant debate revolves around how to enhance the working conditions of those involved in research, both research staff and support staff. They often work on projects with contractual terms that create instability. Additionally, in light of the critical mass generated by the Becas Chile programme, which provides scholarships for doctorates and master's degrees abroad, efforts are being made to increase focus so that education aligns with the country's strategic areas. Finally, when Becas Chile was established, Chile had few doctoral programmes, whereas now it boasts nearly 400. Many individuals who earned their doctorates and master's degrees at the world's top universities have returned to Chile, resulting in the creation of accredited postgraduate programmes at Chilean universities and initiating a virtuous circle of learning. This approach is a guiding principle for the ministry. Rather than exporting brains, Chile aims to educate them domestically and attract minds from other countries in the region. This is why Chile is bolstering its domestic scholarships and working to make the national programmes more competitive and appealing to both local and international students, in key areas. |
| Colombia | In 2023, Colombia did not provide information on 'Human resources for research and innovation' policy debates. |
| Costa Rica | One of the key discussions in Costa Rica revolves around the reskilling of the country's human talent in new areas of knowledge that are being developed globally and require lifelong learning. This discussion highlights the important role of the National Institute for Learning (INA) in responding to the skill requirements of companies. The focus is on determining the types of training that should be provided, with an emphasis on equipping individuals with low academic qualifications with opportunities to add value in companies and effectively address their emerging needs. Universities also play a crucial role in this discussion by aligning their academic programs with the evolving needs of the knowledge economy. There is a call for universities to adapt their curricula to ensure they are producing graduates with the relevant skills and knowledge required by industry actors. This alignment is crucial to meet the demand for human resources in the rapidly evolving and dynamic knowledge-based sectors. By addressing these needs, Costa Rica can enhance its workforce's competitiveness and better meet the demands of the evolving job market. |
| Croatia | Debates surrounding human resources in the fields of science, technology, and innovation focus on the growing brain drain, along with questions on how to enhance research excellence and boost research performance. In 2020, Croatia ranked fourth worldwide in terms of brain drain. Notably, Croatia stands out in comparison to other countries due to its overproduction of low-quality publications, boasting the highest average of uncited papers in Europe. The reforms planned within the National Recovery and Resilience Plan for 2021-2026 are crucial to address the urgent need to modernise the career progression pathway for researchers. These reforms aim to create an incentive model for the career advancement of researchers and to facilitate leading scientific research in STEM and ICT areas. Furthermore, the reform acknowledges another critical issue: a significant shortage of STEM graduates in Croatia. Although measures such as STEM scholarships have been in place for five years, they need to be sustained to encourage students to pursue careers in the research sector. In 2022, improvements were made to the legislative framework defining scientific activity. New measures included an Act on Higher Education and Scientific Activity, an Act on Quality Assurance in Higher Education and Science, and Rules on the Conditions for Selection in Scientific Professions. The new framework has set stricter criteria for career advancement in science and has opened up opportunities for more flexible employment in public research organisations. In addition to these measures, further emphasis needs to be placed on mobility, international cooperation, and international networking. Internationalisation and collaboration enhance the quality of research outputs and assist national research actors in integrating into global research networks. Public research organisations and individual researchers consistently demonstrate interest in mobility programmes as they play an essential role in researchers' career development. Top Croatian researchers attribute their success in part to international mobility and the opportunity to work with advanced research groups and competitive international teams. Therefore, over the next decade, intensive investments are planned in developing researchers' competences and skills, with funding coming from the NRRP, European Structural Funds, and national sources. Proposed grant schemes would finance the establishment of research groups and the advancement of young researchers' careers, collaboration with foreign institutions, incoming and outgoing mobility, scientific cooperation, networking, STEM scholarships, startups/spin-off companies founded by young researchers, and entrepreneurial traineeships. Supporting these efforts, the latest analysis provided by the World Bank in 2022, a report on smart skills, has indicated that Croatia needs to enhance its transversal skills, including digital, green, and entrepreneurial skills. In the long run, Croatia also needs to develop flexible and high-quality skills development systems that can provide both transversal and specialised skills throughout life. Although several measures have been taken to modernise study programmes in higher education and increase their relevance to the labour market and society, much work remains, and this issue will likely occupy much more attention in the coming years. As for ensuring inclusiveness and equal opportunities, Croatia is participating in the ERA Action 5 and Croatian National Development Strategy until 2030 promotes equality and equal opportunities as one of the horizontal priorities. Furthermore, National Recovery and Resilience Plan for 2021 - 2026 addresses more transparent and merit-based recruitment in research community along with all the rules and principles of equal treatment and opportunities irrespective of gender. Besides that, gender equality and equal opportunities will be ensured as part of funding research projects. The reform 'Improvement of the efficiency of public investments in the field of research, development and innovation' will be addressing gender bias in STEM and ICT topics. Croatia supported the Ljubljana declaration on Gender Equality in 2021 and since 2022 Croatia has been a part of Gender Equality Network to Develop ERA Communities To coordinate Inclusive and sustainable policy implementatiON (GENDERACTIONplus) project that will support the coordination of gender equality and inclusiveness objectives of the new ERA by working together with stakeholders to establish a policy community of practice. National Plan for Gender Equality until 2027 and the Action Plan until 2024 were adopted in March 2023. |
| Cyprus | Pillar A of the National Research and Innovation (R&I) Strategy 2030, currently being developed by the Deputy Ministry of Research, Innovation, and Digital Policy (DMRID), aims to support research capacity and ensure the adequacy of the R&I ecosystem in Cyprus. This pillar focuses on three key areas: Human Resources for R&I, Research Infrastructures and scientific equipment, and Open Science. The main priorities under Pillar A include supporting researchers, nurturing scientific talent, and promoting, recognizing, and rewarding research excellence. It emphasizes the development of a critical mass of highly educated and skilled human capital for research, innovation, and technology, which will contribute to the advancement of cutting-edge technologies and enhance R&I performance at both institutional and national levels. To enhance Human Resources in R&I, several challenges need to be addressed, starting with the cultivation of an R&I culture in Cyprus. Other important actions to be taken include: 1. Improving the framework regarding recruitment and employment policies and conditions for researchers. 2. Promoting mechanisms for the career development of academic and research staff. 3. Attracting and repatriating talent from abroad by providing high-quality research infrastructures and through legislation such as the Scientific Visa for attracting third-country nationals. 4. Increasing funding opportunities, including private investments, to support R&I activities. 5. Promoting gender equality in research activities and research teams. 6. Facilitating technology transfer and the creation of spin-offs in public universities. 7. Educating, training, and empowering students, researchers, and the workforce in transversal and modern skills, with a particular emphasis on digital skills, creativity, and entrepreneurship. Addressing these actions will contribute to building a strong R&I ecosystem in Cyprus, fostering research excellence, attracting and retaining talented researchers, and equipping the workforce with the necessary skills to thrive in the digital and innovative economy. |
| Czech Republic | One of the key principles for enhancing the research and innovation system in the Czech Republic is to stimulate and improve the quality of human resources in research, development, and innovation. It is crucial to implement measures at both the national and institutional levels to encourage progress in this area. At the institutional level, support should be provided for changing processes and developing employees' competences to create an attractive and sustainable environment for foreign researchers and other qualified staff. Emphasis should also be placed on promoting active international mobility, which not only aids researchers' career development and enables the formulation and implementation of research projects with fresh perspectives but also facilitates the establishment and growth of international connections for research organisations. It is important to not only focus on attracting and retaining quality researchers but also create optimal conditions for enhancing contemporary master's and doctoral degree programmes. Several measures have already been implemented through relevant policies such as the Innovation Strategy of the Czech Republic 2019-2030 and the National Research, Development, and Innovation Policy of the Czech Republic 2021. Incentives supported by the Czech state budget, such as the Implementation of Human Resources Strategy for Researchers and the Implementation of a Gender Equality Plan, as well as EU cohesion policy funds through the Operational Programme Johannes Amos Comenius, have also contributed to these efforts. The latter includes measures to promote and achieve gender equality, create an appealing environment for attracting and retaining foreign workers, and facilitate effective collaboration with the application sector. The interventions also address the supportive environment for research and development activities, including technical staff. Moreover, the programme aims to enhance the internationalisation of the research environment by fostering long-term relationships with foreign research organisations, building research teams that include foreign workers, and supporting participation in international research and development programmes at the project level. Additionally, the Ministry of Education, Youth, and Sports are working on a reform of doctoral studies, expected to take effect in early 2024, which aims to significantly improve the financial conditions for doctoral students. |
| Denmark | In 2019, the Danish Council for Research and Innovation (DFiR) published a report highlighting several issues concerning career paths and recruitment procedures for researchers in Danish universities. The report identified structural career challenges resulting from a significant increase in the number of PhDs and postdocs who face limited career advancement and remain in precarious positions within the public research system for extended periods. DFiR also emphasised that women, particularly those with children, are more likely to leave academia compared to men. DFiR's report, along with the 2017 government strategy "Denmark - Ready to seize future opportunities", has significantly influenced the Danish discourse on human resources for research and innovation. Discussions have centred on addressing the growing number of precarious positions by increasing the responsibility of university career-planning offices in promoting employment opportunities in the private sector. Another topic of debate is how to increase the representation of female researchers. New policy initiatives, such as the Inge Lehmann programme under the Independent Research Fund Denmark, have been introduced to promote a more equitable gender balance in Danish research communities. Another area of discussion has focused on revising the evaluation of researchers' qualifications to give greater emphasis to their educational skills and knowledge dissemination, without compromising the focus on research excellence. A 2019 survey and report suggested considering researchers' merits related to teaching and/or knowledge dissemination. The assessment of researchers' merits and overall evaluation is a topic that arises in various contexts. Currently, it is being discussed in relation to open access behaviour. The debate revolves around how to incorporate open access behaviour into the assessment system to provide recognition and incentives. |
| Estonia | The primary policy debates on human resources for R&I revolve around the varied career paths pursued by researchers, including time spent outside academia in various sectors such as business and the public sector. Another contentious topic is whether the skills of researchers meet the demands of the labour market outside the academic sector. In response to these discussions, and to make researcher careers more attractive and stable, Estonia adopted a law in 2022 enabling the majority of PhD students to apply for the status of junior researchers, thereby becoming paid employees with a wage at least equivalent to the Estonian average. Furthermore, there is an option for joint PhD studies where the doctoral student holds an employment contract with a non-academic employer, such as a private company or a public sector institution, in a field related to their doctoral thesis. If the doctoral studies are conducted outside the university, the thesis aligns with the non-academic employer's needs. The main objective is to foster collaboration with top specialists outside academia and to promote closer, long-term cooperation between universities and non-academic employers. Undertaking a doctoral thesis in collaboration with the employer provides doctoral students with a clear scope and set of tasks, reducing the duration of their studies, and increasing the number of successful graduates. The employment contract's primary content would be R&D activities in the same field as the doctoral student's thesis, in line with the study and research plan. Additionally, the option remains for doctoral students not to enter into an employment contract for research. This is intended for those pursuing doctoral studies alongside their primary job in another field (not compatible with the previously described model), or for those who do not wish to enter into such an agreement. In this case, the individual retains student status, completing the curriculum according to an individual plan, but without entitlement to a stipend. These varied options aim to offer sufficient flexibility for each potential PhD candidate to choose a suitable path to complete their studies. Debates on the diversification of research assessment reforms continue to gain momentum as the ERA initiative on research assessment evolves. Due to the high autonomy of Estonian research organisations, the development of career paths and researcher assessment systems are undertaken in a decentralised manner. |
| European Union | The fundamentals of a successful European Research Area (ERA) are excellent researchers. To ensure these, it is necessary to improve the attractiveness of research careers in Europe and the conditions for their mobility. One of the most important tasks on the way towards a genuine European research labour market is transparent, open and merit-based recruitment. This makes research careers more attractive and is linked to mobility, gender equality and research performance. Strong human resource policies have positive impacts on career prospects, especially for young researchers. Member States are invited to support initiatives such as 'EURAXESS - Researchers in Motion' and the 'European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers'. Member States are joining their efforts to offer researchers adequate framework conditions and to ensure a single European labour market for researchers in the long run. The European Research Area Committee's (ERAC) Standing Working Group on Human Resources and Mobility (ERAC SWG HRM) is the structure to support the implementation and the monitoring of open labour markets for researchers (ERA Framework for Priority 3). It also deals with areas related to research careers and mobility, i.e. across and within Member States and concerning the international attractiveness of the EU as a whole. Specific initiatives include the European Charter for Researchers, the Code of Conduct for the Recruitment of Researchers, the Human Resources Strategy for Researchers (HRS4R), the Students and Researchers' Directive EU 2016/801, the EURAXESS services and network and the European Higher Education Area (EHEA). Moreover, in order to provide evidence on the effectiveness of measures aiming at balanced talent circulation and strengthening research careers, the Directorate-General Research and Innovation (DG RTD) is establishing a Research Careers Observatory in cooperation with the OCED, to enable the tracking of researchers in terms of mobility, careers, skills, and working conditions, with the following anticipated outcomes: ability to monitor the implementation of the Framework for Research Careers and system reform; shared understanding on support data needs of Member States and research performing organisations; increased attractiveness of European research performing organisations for the best talents through accessible data. Conceptually, the observatory is proposed to monitor three dimensions of research careers: (i) skills and training, (ii) research jobs, and (iii) mobility and exchange. The Observatory will be accessible via the ERA Talent Platform / EURAXESS. |
| Finland | Human resources (HR) are a vital component of research, development, and innovation (RDI) performance, complementing national RDI expenditure. Over recent years, a central debate on HR in RDI has concerned postdocs in universities. Of late, this focus has shifted towards the anticipated need for human resources in research and innovation due to the projected increase in R&D investments (4% target). This change has provoked questions about the optimal volume, length, and format of PhD education, as well as the integration of general professional skills into researcher education. Volume, length and format of doctoral education belong within academic autonomy, but policy measures like a funded PhD education pilot is being prepared for testing and showing options. The university sector requires new research talent and teaching staff to accommodate increasing R&D intensity and to replace those who are retiring. However, beyond this, the private sector needs more PhDs, especially for RDI activities. Some suggest that academic appointments should value private-sector RDI experience to encourage mobility between the research community and the private sector. At present, PhD education is envisaged to develop with new cohort-based pilots. A special government working group produced a report in 2021 on measures and commitments by relevant parties to support PhD employability outside academia. Furthermore, an updated strategy to augment Finnish competencies in science, technology, engineering, and mathematics disciplines was formulated in 2022. The R&D intensity target of 4% of GDP also demands several other developments in HR. Firstly, emphasis has been placed on equal opportunities and diversity in research, especially in innovation. For instance, the goal of new STEM activities is to tap into all the talent within society. Secondly, a pronounced need has arisen to better identify and value the skills and education of Finland's immigrant population to fully utilise their potential. Actions are required to enhance the attractiveness of the Finnish RDI environment for international talent, including streamlined processes for handling residence permits and services for recruiting international professionals. Nevertheless, a balance must be struck between international mobility and security issues in certain high-technology areas. Thirdly, both the private sector and the public education system have paid keen attention to continuous or lifelong learning, which is perceived as a primary tool for increasing and maintaining the high-quality skills and education currently seen in Finland. A newly emerging policy debate revolves around responsible researcher evaluation. A Recommendation for the Responsible Evaluation of a Researcher in Finland has been produced, providing guidance on how to conduct a researcher's assessment responsibly from beginning to end. |
| France | In 2023, France did not provide information on 'Human resources for research and innovation' policy debates. |
| Germany | The German Government has identified the necessity of aligning education, training, and further education systems towards the digital and socio-ecological transformations necessary for a sustainable economy and society. They also see the continuous improvement of conditions for researchers in science and industry, and the facilitation of immigration for qualified professionals, as essential. To attract top talent for excellent and innovative research, the Government aims to enhance gender equality and equal opportunities in science and research. This will be achieved in part by increasing the proportion of women in leadership positions at higher education institutions through the Programme for Women Professors (Professorinnenprogramm). Within the Joint Federal Government-Länder funding programme for junior academics (Tenure-Track Programme), 1,000 new tenure-track professorships have been funded, with 1 billion euros earmarked for the programme's entire duration from 2017 to 2032. In March 2023, the German Federal Ministry for Education and Research (BMBF) unveiled the primary content for the reform of the Academic Fixed-Term Contract Act (Wissenschaftszeitvertragsgesetz). This is currently under discussion with key stakeholders, particularly regarding the permissible duration of fixed-term employment (Höchstbefristungsdauer) in the postdoc area. With the initiation of the National Skills Strategy (Nationale Weiterbildungsstrategie, NWS) in 2019, the Federal Government seeks to reform, systematise and bolster continuing education policy in the context of digital, ecological and demographic change. This strategy, further refined in 2022, also amalgamates relevant programmes for continuing vocational training and lifelong learning. |
| Greece | Brain drain has posed a significant threat to the Greek Research & Innovation (R&I) system and the Greek economy as a whole, particularly during times of economic crisis. A large proportion of well-educated, highly skilled young people left the country en masse to seek better career opportunities abroad. The Government took several initiatives to reverse the trend, such as establishing the Hellenic Foundation for Research and Innovation (HFRI). The HFRI offers, among other things, doctoral and post-doctoral fellowships, and grants. Initially funded by a loan from the European Investment Bank, the HFRI, after showing promising results in attracting post-doctoral fellows back to Greece, is now supported by the National Recovery and Resilience Plan. However, current governmental interventions primarily target research careers in the private sector, especially for young researchers. While positions in academia are limited, the rather traditional industrial fabric of the country needs infusing with state-of-the-art technologies and knowledge-based start-ups to increase the competitiveness of the Greek economy. Employing highly skilled personnel is a key element in this endeavour. Despite high unemployment levels, many businesses in Greece, particularly in the technology sector, struggle to find employees with the necessary skills. Therefore, the 2021-27 Programming Period emphasises actions aimed at upskilling and reskilling human resources to meet the needs of digital and industrial transition, decarbonisation, and the circular economy. Furthermore, several schemes provide training, on-the-job guidance and coaching to young researchers and PhD holders to help them seize opportunities in the business sector. The implementation of 'industrial PhDs' has been a subject of major debate in Greece. After the introduction of a new legal framework on Higher Education Institutes which ensures transparency and accountability, the promotion of interdisciplinarity in education and research, mobility of students, the strengthening of extroversion and the development of joint study programs with foreign institutions, the provision of tools to attract young scientists from abroad, the strengthening of the role of HEIs in lifelong learning and the upgrading of the role of the Training and Lifelong Learning Centers, the interconnection of HEIs with society, the economy, other research and technological institutions and the country's productive fabric,, calls for industrial PhDs have been launched at both regional (for example, Western Greece) and national levels. Recently, the Ministry for Education and Religious Affairs included a relevant call in the National Recovery and Resilience Plan. Other inter-sectoral mobility incentives are also in place, such as incentives for spin-off and start-up creation and scale-up, the introduction of clear and simple relevant legislation, and support for collaborative projects between industry and academia. Creating an environment conducive to business investments is a crucial factor in attracting highly skilled personnel. Recently, large multinationals and foreign high-tech companies, such as Pfizer, Deloitte, Amazon, Cisco, and Tesla, established R&D hubs in Greece and hired Greek scholars from both within the country and the diaspora. A vibrant start-up ecosystem is also rapidly growing, offering career opportunities to young researchers. Greece contributes to ERA Policy Action 4: "Promote attractive and sustainable research careers, balanced talent circulation and international, transdisciplinary and inter-sectoral mobility across the ERA". Our contribution comprises the following set of activities: a) The exchange of best practices through a Mutual Learning Exercise on skills, inter-sectoral mobility, balanced talent circulation, and knowledge valorisation, b) Support for the national EURAXESS Bridgehead Organisation to actively work on co-designing and co-developing the ERA Talent Platform, which aims to deliver information and support services to professional researchers, and aid researcher mobility and career development, c) The provision of information/data on researchers' flows (jobs, skills, working conditions, mobility) in the context of the Observatory on research careers, which will monitor the implementation of measures to strengthen research careers and system reforms, d) The organisation of awareness-raising campaigns about how mobility might affect pension rights and the exploration of potential reforms to participate in RESAVER, e) The provision of national funding for training projects, courses, programmes, staff exchanges, and other initiatives that contribute to research upskilling, inter-sectoral mobility, interoperability of careers, and researcher entrepreneurship. However, Greece has identified legal barriers that hinder the introduction of the European pension instrument RESAVER, since a law adopted during the economic crisis (L. 4484/ 2017) prevents additional allowances for public sector employees. Efforts will be made to exclude researchers and research personnel from this provision. Finally, Gender Equality Plans, ensuring inclusiveness and equal opportunities in research performance and administrative systems, have been adopted by Universities, Public Research Centres and Administrative bodies (including the GEP of the General Secretariat for Research and Innovation, and the National Action Plan for Gender Equality). |
| Hungary | The newly established 'career in research' model aims to enhance the appeal of academic careers. By developing research infrastructures, improving research conditions, and raising wages, the Hungarian government intends to incentivise researchers to remain and conduct research in the country, and even entice those working abroad to return home. Including investments for 14 new science and innovation parks and other infrastructures, the Hungarian government has invested over 1.055 trillion HUF (2.7 billion EUR) in higher education. The Government also provides a variety of scholarships and grants at every stage of the research career, from university students (e.g. National Conference of Student Research Societies) to the most distinguished, experienced researchers (e.g. New National Excellence Programme, Forefront Research Excellence Programme, Momentum Programme, Co-operative Doctoral Programme). It also promotes STEM fields to younger generations at events such as Researchers' Night. The Hungarian government's overarching goal is to transition Hungary from a work-based society to a knowledge-based one. Between 2010 and 2021, the actual estimated number of researchers in Hungary experienced the second-highest growth rate (103%) in the EU, trailing only Poland. The number of researchers grew from 21 342 in 2010 to 43 324 in 2021. The total number of employees in the field of R&D increased from 31 480 in 2010 to 61 149 in 2021. Moreover, since 2010, Hungary has seen one of the largest increases in the number of people working in research and development in the EU. The Government aims to be at the forefront of Europe by 2030, which requires the number of researchers and developers in Hungary to reach 9 000 per million people. |
| Iceland | In addition to providing overall block funding for research institutions, current efforts in Iceland are focused on streamlining and facilitating the process of obtaining employment permits for specialists from third countries. Currently, experts have the opportunity to receive a significant tax rebate for a period of three years upon starting employment in Iceland. The government has put forth new proposals to further simplify the entry process for third-country experts, including the implementation of an easier digital application system for visas and work permits, measures to facilitate the arrival of families, and improved skills forecasting. Additionally, there is an initiative aimed at allowing students from third countries to automatically obtain a work permit for up to three years upon graduation. Skill development and forecasting are subjects of significant debate in Iceland. Statistics Iceland, the Directorate of Labour, the Confederation of Icelandic Employers, and the People's Union of Iceland have collaborated to develop a methodology for analysing skills. This methodology is employed to assess the supply, demand, and changes in various job sectors, enabling better decision-making regarding educational needs and developments. Its purpose is to effectively address new challenges and foreseeable issues within the labor market and education system. |
| Ireland | Talent is at the very heart of Ireland's research and innovation ecosystem, and our future prosperity as a people. Ireland must be a great place to be a researcher and innovator, and we want to attract the best people - from all backgrounds, domestically and internationally - to do so in Ireland. For example, Innovate for Ireland, an ambitious partnership between industry and Government, was announced in July 2022. Its objective is to attract top doctoral students to Ireland. Subject to matched funding by private investors, a multi-million euro investment will be made by the State over the course of a number of years to undertake research in national and global grand challenges such as climate change and climate adaptation, global health and pandemics, water poverty, digital society, and cyber-security. We aim to support all students, whether they are enrolled across the tertiary system or seeking to upskill while in employment, to gain the skills and experience that will enable them to engage with, and respond to, the latest R&I developments. We will promote a consistent research student experience and aim to ensure the research community is reflective of society and provides opportunities for all. We aim to ensure that researchers have the right skills and opportunities so that they can make their maximum contribution, whether that is in academia, industry, the public sector or elsewhere, and realise their own career potential while doing so. Recognising that the vast majority of early-career researchers will not remain in academia long-term, we aim to seek to improve career pathways, starting with a deeper understanding of the nature of the demand for research talent. We will enhance researchers' transversal skills so that they can make the greatest possible difference across enterprise, the public sector, civic society organisations and internationally. |
| Israel | One debate revolves around policy maker's time frame when dealing with human resources issues. Evidence indicates that the nurturing of human capital, including for research and innovation, can start at a young age. How early in the process should the government introduce initiatives? For instance, there could be support for STEM programmes aimed at school children. The earlier the support is given, the more challenging it becomes to assess its impact and the longer policy makers have to wait to observe any results. Another issue stems from the extensive duration of the human resources pipeline; different stages fall under the jurisdiction of various government authorities, and it is not always clear who should be responsible for overseeing this issue. For example, there is under-representation of women in leading technological military units, which are a major labour supplier to high-tech industry. How should the Defence Ministry be held accountable for policies that benefit industry? A third debate questions whether sectors of industry other than high-tech should be considered in policies. Most of the government support for human resources for research and innovation is targeted at labour entering the high-tech sector. However, other sectors could also benefit from human capital specialised in R&D. There is ongoing debate about whether policies should be better suited to encouraging employment in industries other than high-tech. For instance, should other sectors be made to compete with high-tech in terms of compensation and wages as a prerequisite for receiving government support? |
| Italy | The policy debate on human resources in research and innovation focuses on some recently adopted measures: - Reform of research doctorates - Ministerial Decree n. 226 of 14 December 2021 (entered into force in the academic year 2022-2023): This measure is included in the National Recovery and Resilience Plan, under the Mission Education and Research. The goal is to reform the discipline of research doctorates, opening up involvement to other subjects outside the university. The reform simplifies the procedures for involving companies and research centres and strengthens applied research. Moreover, National Doctorate Programmes have been established and funded, addressing subjects coherent with the SDGs of the 2030 UN Agenda. Periodic quality assessment mechanisms have been introduced, based on results in terms of placement and on international benchmarking. - Recruitment of ERC-winners, as 'researchers of excellence', by direct appointment: To facilitate the recruitment of researchers permanently engaged abroad in research and teaching activities, a recruitment procedure by direct appointment ("chiamata diretta") has been introduced. This is a recruitment channel in addition to the ordinary selection procedures, based on the cv of the applicants and on participation in national and international research programmes. - Support to research activities carried out by young researchers: This measure is encompassed in the NRRP, with the objective to support research activities carried out by young researchers. It is inspired by the ERC Starting Grants, the Marie SkÅodowska-Curie Individual Fellowships, and the Seal of Excellence concept, in order to enable young researchers to gain initial experience in research responsibilities. The project also includes a programme of short periods of research and teaching mobility for university faculty, encouraging exchanges at disadvantaged locations or abroad, to enhance faculty mobility. This intervention receives additional resources of 200 million euros from National Operational Projects (NOP) funds. Other ongoing measures include: - Framework for Attraction and Reinforcement of Italian Science Excellence - Extraordinary Recruitment Plan for Researchers - Doctoral training schemes and the National Code of Equal Opportunities - Legislative decree of simplification of research institutes, aiming to simplify the activities of public research bodies and to better define the researcher professional category - National Code of Equal Opportunities, to promote equal opportunities between women and men in all areas of society. |
| Japan | Our aim is to produce diverse and outstanding research results that explore the frontiers of knowledge by creating an environment that allows researchers to fully exploit their abilities and take on challenges in order to solve various problems. To achieve this, the government will first help excellent students advance to doctoral programmes that match their intended future activities. It will rebuild a career system that allows first-rate young researchers pride themselves on being global leaders of knowledge in response to the needs of the times, find value in their chosen career paths, secure sufficient time to devote themselves to research and meet the challenge of becoming independent researchers. In the future, the government will develop an environment in which all exceptional doctoral researchers can obtain regular positions and become leaders in fields such as academia, industry and administration. It is noted that according to the Analytical Report of Comprehensive Survey on the State of Science and Technology in Japan (NISTEP TEITEN Survey 2022), the indicator "Q103: Expanding tenured employment for young researchers with proven track records" was 3.6 (perceived as not sufficient). Therefore, we will continue to make efforts to develop an environment for excellent doctoral personnel. To enhance research quality, it is necessary to promote deep basic research and academic research, as well as actively exchange various forms of knowledge. The aim is to create a stimulating environment in which individual researchers can perform research beyond their specialised fields, engage in intellectual exchange with various entities, and produce outstanding and original research results. Hence, we will encourage many researchers to accumulate training and experience under different international research cultures and environments, thereby bolstering their careers as researchers and building a global research network. At the same time, we will form an attractive research base in Japan in order to attract highly motivated and talented researchers from around the world, also recruiting them online. Promoting international joint research through these networks will nurture an environment in which new ideas can be created one after another through emulation. Furthermore, to promote research diversity and gendered innovation, the government will encourage the active participation of female researchers, including in leadership positions. In so doing, it will increase the number of potential knowledge bearers in Japan, reversing the low percentage of women currently entering doctoral programmes in natural sciences. |
| Korea | The government is determined to strengthen Korea's human resource capabilities to address various techno-economic challenges, including the advent of the Fourth Industrial Revolution, increasing international competition for technological supremacy, emerging global S&T issues, the acceleration of the digital transformation, and an anticipated shortage of S&T manpower due to the country's declining population. Within this context, the following policy issues concerning human resources in research and innovation are currently under discussion: a) Meeting the growing demand for experts and engineers in emerging technologies, such as AI experts and digital talents including software developers. b) Ensuring the availability of core S&T talents with competence in the nation's major strategic technology fields. c) Cultivating and retaining a sufficient number of high-quality researchers and engineers in response to labour-supply shocks. d) Promoting and supporting the research career development of S&T talents at all stages of the life cycle. e) Enhancing the research capabilities of young scientists and engineers, including graduate students, post-doctoral researchers, and future researchers. f) Attracting S&T talents from abroad to harness excellent global S&T knowledge flows. g) Creating high-quality job opportunities for scientists and engineers and improving mid-career working conditions, particularly for women scientists and engineers. |
| Latvia | There is an increased focus on reforming and developing new frameworks for academic staff and academic and scientific careers, as well as reforming doctoral studies to align them with active research work. This entails providing enhanced support for PhD students through scholarships, grants, and increased state funding for research (such as grants and state research programmes). To strengthen the quality of doctoral studies, the following major changes will be implemented: - Higher education institutions seeking to offer doctoral study programmes and grant doctorates must demonstrate sustainable scientific activity in line with their development strategy and provide bachelor's and master's degree study programmes. - The quality assessment of a doctoral study programme, including the licensing and accreditation process, will be distinct from the evaluation of other study programmes (bachelor's and master's degree study programmes). - Doctoral study programmes in universities will be organised within centrally established departments known as doctoral schools. - All academic staff involved in a doctoral study programme must hold a doctorate, except in individual justified cases. - For each doctoral dissertation, a promotion council comprising five members will be established. At least three members should not be employed or have other civil relations with the higher education institution offering the doctoral study programme. Three of the council members will serve as reviewers, and one of these three reviewers should be a recognised scientist from abroad. A new model for academic careers is being planned, including the implementation of a tenure track system, strengthened academic and research integrity, and the creation of a more attractive environment for attracting foreign academic staff. The legislative framework for this new model is expected to be developed primarily in the third quarter of 2023, benefiting from discussions in ERA A4 (Attractive research careers). |
| Lithuania | Several measures are being undertaken to address human resources issues. (1) Favourable environment for researchers: A career model for researchers, as defined in the EU framework for research careers, has been introduced by adopting legislative changes. This model identifies four career paths for researchers and aims to establish a career path for all researchers, creating the necessary legal and regulatory conditions to enhance the attractiveness of researchers' careers. (2) Salary increases: The National Agreement on Education Policy (the second such agreement after the one for the defence sector) was signed by all political parties represented in the Seimas (Parliament of Lithuania) in 2021. According to this agreement, starting from 2022 and with the annual growth of state funding for R&D, including researchers' salaries, it is foreseen that by the end of 2024, the average salary of researchers will reach 150% of the average national wage. Sustainable wage growth is also planned beyond 2024. In the 2023 state budget, an additional allocation of EUR 28.8 million was made to research and higher education institutions to increase the salaries of scientists, other researchers, and non-academic staff. (3) PhD students: To ensure an adequate number of trained researchers, there are plans to annually increase the number of state-funded doctoral study places in research and higher education institutions by approximately 10%. Competitive doctoral studies will continue to be conducted, encouraging research and higher education institutions to focus on practical needs and collaborate with partners such as business enterprises and public institutions. To provide attractive conditions for doctoral students, the Ministry of Education, Science and Sport (MoESS) initiated an inter-institutional working group in 2023 to prepare proposals for ensuring social guarantees for doctoral students. (4) One-stop shop for science: The Research Council of Lithuania, after merging with the Science, Innovation, and Technology Agency in 2022, has become the main and only science policy implementation institution, serving as a "one-stop shop" for the entire R&D cycle in research and higher education institutions. The Research Council of Lithuania has been strengthened, and funding for science from the state budget will consistently and significantly increase. The involvement of young people, including young researchers and doctoral students, is a horizontal priority in all R&D measures of the Research Council of Lithuania. To enhance project quality, international independent evaluations will be organised. (5) Additionally, new measures will be implemented to attract talent, such as funding doctoral positions in collaboration with businesses, postdoctoral internships, visits of researchers from abroad to participate in the doctoral process, visits of experienced researchers from abroad for professional development in Lithuania, and attracting foreign scientists to carry out R&D activities in Lithuania, among other mobility activities for Lithuanian researchers. (6) Cutting red tape for researchers: Regular meetings with research and higher education institutions and agencies are being organised. Currently, all research and higher education institutions have submitted their problems, which include analysing issues related to the administration of EU structural support measures and project implementation, as well as the administration of measures financed by the state budget and project implementation. Public procurement and funding measures administered by the Research Council of Lithuania are also being analysed. |
| Luxembourg | In 2023, Luxembourg did not provide information on 'Human resources for research and innovation' policy debates. |
| Malaysia | To increase the dynamic capabilities of its workforce, Malaysia is considering a holistic endeavour targeting all levels of the population, from children in pre-school all the way to secondary and tertiary education. The government is also working to ensure that the current labour force is adaptive and industry-ready for the inevitable transformation of the job and socio-economic landscape. Growth in science, technology, engineering and mathematics (STEM) talent is a priority to advance knowledge-intensive productivity. However, the main policy debates concerning human resources for research and innovation include an insufficient highly skilled STEM workforce to meet rising demand, the declining number of student enrolments in STEM, job displacement owing to automation and lower participation of women in STI career streams. Nevertheless, Malaysia is seeing a growing number of mid-career changes of professionals wishing to enter STEM fields, so that reskilling and upskilling activities are being offered to increase their marketability in these areas. To enhance university-industry collaboration and meet industrial demands, public higher education institutions are introducing the 2u2i programme, which requires students to spend two years at a university and two years in industry. Training programmes are also being offered by the government and private sector to prepare people for future jobs and high-demand skills. |
| Malta | The draft National R&I Strategic Plan 2023-2027 makes several recommendations in this regard. The 'Mainstreaming R&I in public policy' pillar within the draft Plan recommends that in order to ensure resilient and robust evidence-based policymaking and implementation, Malta needs to ensure that doctorate holders are better incentivised to take up careers in the public sector. The plan emphasises that highly qualified human resource capabilities are important to identify, access adapt and implement the appropriate R&I technologies to enable Green and Digital transitions. The draft Plan also recommends launching a dedicated review to improve the prospects of PhD and post-doc career prospects. |
| Mexico | The postgraduate and fellowship policy has been reoriented, with a new fellowship regulation aimed at contributing to access to science as a human right. One notable element is that the new General Law guarantees that no graduate student at public universities will be left without support to continue their master's and doctoral studies. This applies particularly in research programs across all areas and fields of scientific knowledge, as well as those oriented towards professionalisation in areas fundamental to the country's development. Unlike in the past, this support will be provided by national entities directly to students, without intermediaries, ensuring that knowledge is never again treated as a commodity or privilege for a few. Based on the new National Postgraduate System (SNP), which replaces the National Program of Quality Postgraduate Studies (PNPC), full respect for the autonomy of higher education institutions is restored. This is referring to the fact that the academic freedom and autonomy recognised by law to universities and public higher education institutions will be respected. It also relates to academic autonomy, in which CONAHCYT respects the autonomy of higher education institutions and their internal academic processes. |
| Netherlands | The Netherlands aims to achieve a more balanced approach to recognising, valuing and stimulating academic excellence. The challenges are as follows: - Academic personnel are under increasing pressure as a result of many factors, including having to teach growing numbers of students, as well as feeling they have to publish and submit proposals order to have a career. - Academic research and researchers within knowledge institutions are currently assessed far too much according to the number of their publications, their impact factor and the number of grants they have obtained. Many in the academic world consider this too narrow an emphasis when it comes to valuing and rewarding researchers. The aim of the universities is to make it possible to pursue a variety of career paths. Individuals should be appreciated not only for their academic research, but also for their teaching, impact on society and academic leadership. This does not mean that an individual has to be equally good at all these tasks, which would further exacerbate the pressure of work. Arranging a differentiated distribution of tasks within teams should reduce the pressure for individual excellence, focusing instead on the achievements of the team as a whole. The government supports these developments. The ambition is to achieve a more balanced approach to recognising, valuing and stimulating academic excellence. The Dutch Recognition and Rewards programme is responsible for national co-ordination on this subject. Universities, institutes and research funders all participate in this programme, which encourages universities to present new plans in this regard, introduce a narrative CV for researchers applying for grants, etc. To create room for everyone's talent, we also need to create a work environment in which everyone can thrive. An inclusive, diverse and safe learning and working environment, in which everyone can flourish, ensures the highest possible quality of education and research. Achieving diversity in research content, and among those conducting research, will raise standards throughout the field. The Dutch action plan sets five goals for higher education and research for 2025: - embed diversity more effectively in existing instruments - monitor diversity more widely - establish an award system to provide frameworks and set policy direction - pool and support institutional diversity plans - establish a national centre of excellence. The Dutch higher education and research sector is working with the government to take the next step towards full diversity and inclusion to ensure the sector's future. This will allow the Netherlands to contribute ongoing and meaningful solutions to the major global societal and scientific challenges. |
| New Zealand | Our key policy discussions are outlined in the Te Ara Paerangi - Future Pathways White Paper 2022. New Zealand requires a Research, Science, and Innovation (RSI) system that is equipped to face the future and enhance the well-being of all citizens as we confront harsh economic conditions, challenges related to social equity and inclusion, and a climate emergency. The White Paper reflects stakeholders' strong desire for transformative change, enabling better collaboration among researchers rather than competition, and honouring Te Tiriti (Treaty of Waitangi) and its obligations. Existing RSI policies do not adequately represent Te Tiriti , and we encounter difficulties in attracting and retaining Māori and Pacific Peoples due to structural barriers within the workforce. There is also a noticeable shortage of opportunities for early to mid-career researchers, coupled with a challenging and precarious work environment which they must navigate. People are the RSI system's most valuable asset. The White Paper outlines the Government's plans to rectify issues concerning diversity, equity, and inclusion in the RSI workforce and to ensure the system works for its people. It is crucial to address the unproductive competition for grants and afford people the time to develop skills and relationships that convert excellent ideas into substantial impact. Establishing a system that genuinely supports a skilled and diverse workforce will require greater emphasis on fellowships, alongside altering funding system incentives to reduce contract 'churn' and promote capability development. |
| Norway | There have been ongoing discussions surrounding human resources for research in Norway, addressing issues such as the attractiveness of careers in academia, alternative career paths for PhD students and postdoctoral researchers, and the provision of information about career options. Internationalisation, diversity, and gender equality have also been important topics within the debate. In 2018, an expert group appointed by the Ministry of Education and Research submitted a report proposing changes to the career structure in higher education. This report was followed up by the Ministry in 2021 with the launch of a new strategy on researcher recruitment and career development. In 2018, the government established a public committee to review the Act Relating to Universities and University Colleges. The committee submitted a green paper in February 2020, proposing a new act on higher education and changes to several regulations. This was followed by an open public consultation. A bill proposing amendments to the existing Act Relating to Universities and University Colleges was submitted in March 2021, aiming to strengthen students' rights and obligations and facilitate education approval across institutional and national borders. A comprehensive new act on higher education is expected to be presented in 2023. As one of very few countries in Europe, public higher education institutions in Norway have until the autumn semester of 2023 not charged tuition fees from international students for ordinary study programmes. Through amendments to the Act Relating to Universities and University Colleges, adopted by the Storting (the Norwegian Parliament) in June 2023, it has been decided that Norwegian universities and colleges must charge at least cost-covering tuition fees from new students from outside the EEA and Switzerland from the autumn semester of 2023. However, as proposed by the Government, several groups of students will be exempted from the requirement of tuition fees. Among the notable exemptions are exchange students coming through institutional agreements, refugees, joint degree students, and nationally financed partnership programs focused on cooperation with countries the Global South. In June 2021, the government presented a new strategy for decentralised and flexible education, aiming to offer a broader range of education programmes and improve access to education for individuals who are unable to study full-time on campus due to their location or life circumstances, including revising rules and regulations for the Student Loan Fund (LÃ¥nekassen) to better support this priority. In March 2023, the government presented another white paper to Stortinget, Meld. St. 14 (2022-2023) Utsyn over kompetansebehovet I Norge (Outlook of qualification needs in Norway) outlining the outlook for qualifications and competencies in the coming years. The objective is to achieve a high level of employment and meet the most critical qualification needs in the labour market and society. Information Technology, Health, and Green Transition and Transformation are highlighted as key areas. As part of these efforts, changes will be made to the funding system for the university sector, reducing the number of indicators and providing more autonomy and responsibility to each institution in their allocation of annual budgets. The Norwegian Three-Parties-Cooperation will be utilised as a platform to develop a new qualification reform, facilitating work-based learning and the combination of employment with part-time education or training. New cooperation approaches between different levels of public governance and relevant bodies will be tested to support individuals in completing their education and training, particularly at the high school and vocational education and training (VET) levels. |
| Peru | Peru faces a critical talent gap in research and innovation. To address this, a qualification and continuous supervision system has been implemented to ensure the quality and integrity of human resources involved in STI activities. Incentives are provided to improve talent retention and attraction and increase dedication to STI activities. Efforts are being made to increase the number of highly qualified researchers by promoting PhD programs and scholarships for postgraduate studies, both domestically and internationally. Additionally, there is a strong emphasis on fostering the mobility of researchers with international academic and research institutions. There is also an increasing focus on training technology managers to enhance their capacity to facilitate collaboration between academia and industry at the regional level. Furthermore, efforts are being made to strengthen STEM careers at universities and encourage women's active participation in science and technology, with a particular focus on regional considerations. |
| Poland | Public support for the development of human resources in the field of research and innovation has long been a focal point of discussions while planning various actions to bolster research and science in Poland. For a long time, the weakness of support instruments of human resources was due to the absence of adequate legal regulations, which was rectified by the Act of 20 July 2018. The Law on Higher Education and Science [(also known as Law 2.0 or Constitution for Science ) L, Journal of Laws of 2018, item 1668, as amended)] stipulates the method of commercialising knowledge at scientific units and the rules for the distribution of profits derived from it. The issued regulations tackle key issues and mirror foreign solutions, but will likely require further improvements, as indicated by the demands of the scientific and business communities. The regulations cover: - the results of scientific research which may be an invention, utility model, industrial design, topography of an integrated circuit, or a bred, discovered, or derived plant variety, - the results of development work that arise as part of the performance by an employee of a public Higher Education Institution (HEI) of obligations stemming from the employment relationship, and the know-how related to these results, - the establishment of academic business incubators by HEIs (to support the business activities of university staff, doctoral students, and students), - the setup of technology transfer centres (for the direct commercialisation of scientific activity results or know-how related to these results, particularly through licensing, rental and lease agreements). A common concern raised by the scientific community is the insufficient funding level for research and science, especially when compared with developed OECD countries and the European Union, despite recent improvements in the conditions for studying in Poland (though durable increasing material support mechanisms have been strengthened or introduced, and social and teaching infrastructure has been enhanced). The possibility of developing human resources through cooperation with business entities was recognized. Several measures aim to boost sectoral mobility between academia and industry. Notably, these include: - The Programme Supporting Industrial PhD Trainings, providing businesses the opportunity to employ gifted early-career researchers to solve technological problems. Under this programme, a PhD student works both at a company and within a research unit (part of the remuneration is covered by the state budget). - Increased diversification of academic teachers' career paths: the Act of 20 July 2018 - Law on Higher Education and Science (Law 2.0 establishes a systemic reform of the Polish higher education and science system, introducing regulations to diversify the career paths of academic teachers. Law 2.0 has further extended the range of awarded doctoral degrees, increasing the interdisciplinarity of career paths. Human resources-related activities are among the State Scientific Policy's priorities, adopted in 2022. It highlights that the optimal use of the potential of Polish science and higher education is served by: - Continual enhancement of education and research quality, - Raising the appeal of careers in the higher education and science system, - Supporting academia's mobility. These provisions align with the demands made during the work on the comprehensive reform of the Polish higher education and science system in 2018, discussions during the National Congress of Science and other public consultations. When it comes to the development of science and higher education staff, the following topics were and still are discussed: - Material support for doctoral students, - Enhancing the diversity of curricula in doctoral schools, - Increasing the internationalisation of doctoral students in line with the research conducted, - Increasing the number of doctoral degrees awarded jointly by Polish and foreign entities, - Ensuring the staff educating doctoral students maintain high scientific and ethical standards, - Supporting doctoral education programmes that cater to the needs of the knowledge-based economy. It is noted that mechanisms must be provided to create a labour market for post-doctoral individuals not only in entities forming the higher education and science system but also in R&D centres of enterprises. It is necessary to prevent "brain drain", i.e. migration of young talents to other countries offering better conditions for project implementation and professional development. There is also a need to support the pursuit of faster scientific independence and the decisive elimination of overly hierarchical relations prevalent in the academic community. Periodic reviews of the current regulations are deemed necessary to verify whether they effectively support employees in gaining scientific independence. The significance of supporting education fields with a practical profile that enables the acquisition of competences valued by employers is stressed. Higher education should allow graduates the flexibility to embark on professional activity, including the opportunity for multiple retraining. Systems for the promotion of science should align with those in other highly developed countries to avoid impeding the mobility of researchers or limiting cooperation with foreign entities, for instance, in the education of doctoral students. Research funding agencies play a crucial role in this context, supporting the advancement of young researchers by offering opportunities to conduct research and to establish and lead teams. The higher education and science system should also broaden its openness to those seeking to utilise their talents outside a traditional scientific career. It's imperative to diversify academic career paths, particularly for those focusing on teaching, clinical work, implementation activities, and a broad scope of cooperation with entities within the socio-economic landscape. |
| Portugal | Promoting qualified employment remains a core concern for Portuguese R&I human resources policies. The latest state budgets for science, technology, and higher education accounted for the hiring of PhD researchers and the internationalisation of scientific employment in all areas of knowledge. The dedicated framework introduced by the government in 2016 to consolidate scientific employment and decrease researcher precarity at the postdoctoral level has helped establish regular labour contracts as the standard for hiring PhD graduates in public institutions. The resulting Scientific Employment Stimulus program (which includes individual and institutional calls to enable a continuos and systematic integration of new PhD holders in institutions), launched in 2017, was reinforced to ensure the creation of at least 10,000 new contracts for PhD researchers by the end of 2023. However, it is still uncertain if the program will lead to an extensive integration of researchers on fixed-term contracts in higher education or R&D institutions and there is an ongoing debate regarding the conditions for achieving this goal . The mechanisms, evaluation criteria, and resources for this purpose are currently under discussion, as well as a new tenure mechanism (the first program aiming to hiring doctorates exclusively for permanent positions) will be soon put in place by FCT. The government initiated the necessary legislative and negotiation procedures in early 2023 to revise the Statute of Scientific Research Careers, which has been in force since 1999. It is also establishing a regime for teaching careers in private higher education institutions. One of the goals is to redefine the link between scientific research and higher education teaching activities. The issue of diverse research careers, with possible intersectional mobility, is also being addressed. Aligned with the political priority of enhancing the attractiveness of research careers, assumed by the Portuguese Presidency of the Council of the European Union in 2021, Portugal recently co-sponsored the European Research Area (ERA) Action 4 'Promote attractive and sustainable research careers, balanced talent circulation, and international, transdisciplinary, and inter-sectoral mobility across the ERA'. This was done on behalf of EU Member States and within the framework of the High-Level Group of the European Commission's ERA Forum. In this context, the National Foundation for Science and Technology is launching regular dialogues among different national stakeholders to discuss the topic of research careers (dialogos@Ciencia). Additionally, as previously mentioned, several national organisations have agreed to reform research assessment, by joining the Coalition for Advancing Research Assessment (CoARA), which will likely impact the evaluation and rewarding of research careers across the board. Regarding international mobility, support will continue to be given to strategic consortia and partnerships that encourage the internationalisation of Portuguese researchers through programs such as the European Framework Programme Horizon Europe, the European Space Agency, and initiatives like the GoPORTUGAL Programme. Efforts are also being made to strengthen Portuguese-speaking scientific communities through the Programa Ciência LP and attract qualified human resources to Portugal through the Study and Research in Portugal Programme. To address the insufficient research mobility to the business sector and improve career prospects outside academia, intersectoral mobility is being fostered through intermediation mechanisms and institutions. These mechanisms encourage matching the skilled labour force with productive, social, and cultural actors. Collaborative Laboratories, characterised by orienting public support towards human resources, and Technology and Innovation Centres, which include the training and integration of highly qualified staff in companies, play a significant role in this regard. Indirect policies, such as R&D tax credits, are also utilised. The National Foundation for Science and Technology has recently opened a call for expressions of interest to host PhD students in non-academic institutions, including companies, interface centers, public administration entities, State Laboratories, hospitals, museums, libraries, regulatory entities, and third-sector entities. A similar scheme is expected to be implemented in non-academic environments within the scope of the Scientific Employment Stimulus Program. Also highlighted are investments in developing necessary skills and resources for a knowledge society and economy, particularly in the context of the digital transformation. The Portugal INCoDE 2030 initiative plays a crucial role in raising digital skills in human resources. Initiatives such as the Young Impulse STEAM Programme aim to increase the number of young higher education graduates in science, technology, engineering, arts, and mathematics. Programs such as Qualifica Programme, Adult Impulse, and Employment + Digital 2025 support the skilling and upskilling of active adults. Several social cohesion initiatives have also been implemented, including strengthening accommodation for displaced students (PNAES), reducing the upper limit of public higher education tuition fees, fostering social support to underprivileged students (+Superior Programme), and promoting social inclusion for minorities and citizens with special educational needs in scientific and higher education institutions. Finally, the RESTART program has been launched to ensure gender balance and inclusiveness, in alignment with international recommendations aimed to promote a better conciliation between professional and family life for those engaged in R&D activities, by providing competitive funding to R&D projects in all scientific domains conducted by researchers (women and men) who have recently benefited from parental leaves, including adoption. |
| Republic of North Macedonia | In 2023, Republic of North Macedonia did not provide information on 'Human resources for research and innovation' policy debates. |
| Romania | The Romanian R&I system faces a significant challenge in the lack of a critical mass of researchers. While the age distribution of Romanian researchers is relatively balanced, and the gender distribution maintains a steady ratio of approximately 50% women over the last decade, there is a struggle to attract and retain talent. The attractiveness of research careers falls short, and the incentive system struggles to counteract the phenomenon of brain drain. The management of human resources within the Romanian R&I system is subject to stringent regulation, spanning a range of laws, government decisions and orders. This results in complexity and variation in the working conditions, responsibilities, and remuneration of personnel. The National Strategy for Research, Innovation and Smart Specialisation 2022-2027 (SNCISI) and the National Recovery and Resilience Plan (PNRR) anticipate measures to support human resources. SNCISI includes actions designed to aid researchers. Within the National Research Plan aligned with SNCISI, a specific programme for human resources aims to increase the number of researchers, enhance their training, and design a more appealing research career path. The programme's objectives are to enhance the attractiveness of research careers, promote knowledge transfer, reduce brain drain, and elevate the visibility of science. |
| Serbia | Effective knowledge transfer mechanisms, such as the Technology Transfer Programme managed by the Innovation Fund and the Industry-University Collaboration Programme, enable the exchange of knowledge and expertise between researchers and industry representatives. By facilitating these partnerships and implementing measures that encourage industry engagement, Serbia is improving the practical application of scientific results, fostering innovation-driven entrepreneurship and supporting the growth of a competitive economy. While these are some notable efforts, Serbia faces particularly low levels of technology transfer and patenting activity. The current landscape reflects a gap between the vibrant research conducted within universities and research institutions and the practical application of this knowledge within the economy. One significant challenge lies in the varying attitudes toward intellectual property across institutions. While some universities have embraced a proactive approach to protect and commercialize intellectual property, others lag due to limited resources, awareness, or incentives. Addressing this disparity is crucial to ensuring a level playing field and maximizing the impact of intellectual assets.The lack of clear guidelines for universities and researchers on issues such as licensing, patents, and ownership rights hinder innovation and collaboration. Addressing the challenges and complexities in knowledge exchange, intellectual property management, and the role of public universities in Serbia is an ongoing process. It involves creating a cohesive national framework, fostering a culture of innovation and entrepreneurship within academia, and engaging all relevant stakeholders. has implemented measures since 2018 to encourage young researchers to stay in the country. So far, six calls have been implemented, resulting in the employment of 2,288 young researchers. The Ministry also implements annual programmes to strengthen existing capacities and encourage the development of scientific research staff and organisations. These programmes include the encouragement and scholarships for young and talented individuals, co-financing of programme activities for scientific-educational centres and specialised organisations, staff training programmes, procurement of scientific and professional literature, and the publishing of scientific publications and holding scientific meetings. The Ministry also has mechanisms in place to include researchers returning from abroad in research funding in Serbia. By offering targeted funding programs such as PROMIS and Proof of Concept managed by Science Fund specifically designed for young researchers, Serbia has progressed in creating an environment that nurtures talent and encourages the next generation to stay and thrive within the scientific community. These initiatives provide financial assistance, mentorship, and networking opportunities, empowering young researchers and mitigating brain drain. The Ministry, in cooperation with the Ministry of State Administration and Local Self-Government, has conducted three public consultation processes on the proposal for the Catalogue of Jobs in Institutes of National Importance, Scientific/Research Institutes, and Institutes founded by the Serbian Academy of Sciences and Arts. Coefficients for researchers' scientific titles, researchers' excellence, and the re-categorisation of researchers are also being adopted to address financing issues for employees at the institutes. |
| Slovak Republic | Within the European Union, the Slovak Republic is one of the countries with the highest proportion of university students studying in another states. Existing assumptions suggest that a significant proportion of these graduates subsequently establish themselves on the labour market in the country in which they graduated, which has a number of negative effects on the Slovak Republic. Researchers and their work have a major impact and contribution to make in addressing global and societal challenges. It is for this reason that there is a strong need to attract and retain talent and to strengthen the research career field in Slovakia. The Covid pandemic has had a strong negative impact on young researchers and therefore measures need to be taken to facilitate and promote access to research careers for young talent, to improve working conditions and opportunities for more stable and successful careers in academia, industry, but also in other sectors. To support the research and innovation sector, Slovakia needs to create suitable workplaces for researchers where they can properly work on their projects and researchers, promote intersectoral mobility, improve the status of the researcher and promote research careers. |
| Slovenia | Within the Resolution on the Slovenian Scientific Research and innovation Strategy 2030 the Researcher's career development and excellent science is an important framework objective for attractiveness of the research system. Study on mobility flows of researchers in the context of the Marie SkÅodowska-Curie Actions: analysis and recommendations towards a more balanced brain circulation across the European Research Area, Final report, MSCA, European Commission, 2022, p. 95 suggest that countries with larger numbers of new doctoral students are attractive destinations for MSCA fellows, as well as are good at retaining their own nationals for PhD studies. The study shows that overall, MSCA long-term researcher mobility flows are balanced in only five participating EU and/or associated countries, also Slovenia. Nevertheless, providing a stimulating environment for researchers, especially young researchers, designing measures to attract Slovenian researchers from abroad, as well as attract and integrate foreign researchers into the Slovenian research system, reviewing researchers' remuneration (changes implemented in the new legislation), to make the Slovenian research system competitive and attractive are main topics for the policy debate. Some concrete measures taken are the best use of Marie SkÅodowska-Curie actions (MSCA) instruments under Horizon Europe (synergy with national funding - Seal of Excellence, ESIF funding and RRF funding) and supporting the world's top scientific groups and organisations, including researchers who are starting their independent career, with a family of supporting measures to the ERC (European Research Council) applicants and to the ERC grantees in Slovenia (fellowships and complementary projects). As part of the new Cohesion funds, we plan incentives for additional employment of researchers in the economy who want to gain experience to face challenges in the economy, as well as companies that want to acquire quality human resources to strengthen research, development and innovation teams. |
| South Africa | Stakeholders' perspectives vary when it comes to strengthening skill development and innovation strategies to assist in the implementation of the 2021-2031 Decadal Plan. All government research entities, state-owned enterprises (SOEs), and national facilities are requested to develop and include their strategies in their annual performance plans. They are also expected to collaborate with SETAs in this regard. Such planning and coordination support the Government's mass public employment programme by producing skills for high-demand occupations. The Decadal Plan has identified manufacturing, agriculture, and mining as priority sectors that need modernisation, and engagement with the SETAs will focus on these three sectors. The DSI will intensify its workplace preparation programmes with the National Skills Fund, including those supporting internships, youth volunteers, and professional development. |
| Spain | Caring for people and improving their welfare and living conditions has been a guiding principle of the Government's policy action, particularly in the context of the pandemic. Reducing the levels of temporary employment, including within the public sector, has been a primary policy objective. The significant reform of labour markets, including a prohibition on the extensive use of short-term contracts, was approved by Parliament at the end of 2021. Exceptions allowing fixed-term contracts were established when funding came from the EU Recovery funds or in special circumstances. The past decade's economic recession and other related factors have prompted many researchers, particularly younger ones, to establish their careers abroad. Consequently, national capabilities, especially those of the Spanish public research, development and innovation (RDI) system, have been threatened by the ageing of the research staff and by the discontinuities and delays in young people entering the system. The reform of the STI Law in 2022 addressed these issues and introduced new regulations related to the career and professional development of research staff. The new Law establishes several fundamental measures related to contractual relations: - It defines a fixed-term postdoctoral contract for system entry and stable incorporation into the Spanish RDI system ('tenure track'), ranging from 3 to a maximum of 6 years. - It sets out a doctoral student contract as the initial step, with a minimum duration of 1 year and a maximum of 4 years. - It introduces a new indefinite labour contract modality for scientific-technical activities associated with research and innovation. - It includes a contractual modality for 'distinguished researchers' to attract excellent researchers. The Law also introduces measures to ensure that performance is the basis for career advancement, including the new distinguished researcher accreditation and the compensation for terminating any type of contract, including fixed-term ones. It also includes changes in the evaluation of research and knowledge transfer merits, the promotion of mobility for research and technical staff and the horizontal career of technical staff in public research organisations (PROs). The introduction of scientific employment legislation has not been the only significant issue in recent years; the number of new positions announced in PROs (Public Employment Offer - OEP) has also been the highest in decades. This is in addition to specific initiatives creating new posts to stabilise researchers and technical staff. Given that scientific environments of excellence and innovative ecosystems are multidisciplinary and international, policy initiatives have been developed to promote the cross-country mobility of academics and researchers. In this context, the Plan for Attracting and Retaining Scientific and Innovative Talent in Spain was approved. The plan's objectives are to improve Spain's appeal as a destination for scientific and innovative talent, facilitate the return of talent that has left Spain, and, in more general terms, promote the retention and attraction of talent regardless of their country of origin or nationality. Furthermore, the reform of the Organic Law of the University System (LOSU) and the Law for the Promotion of the Ecosystem of Emerging Companies (Startups Law) have introduced more favourable regulations for attracting foreign researchers and entrepreneurial personnel. Among the changes is the revision of procedures for accessing and obtaining visas and residence authorisations, designed to make it easier for foreign professionals who meet certain requirements to establish themselves in Spain. The new legislation also encourages the mobility of Spanish research personnel abroad, maintaining the objective of increasing the openness of the national science and innovation system and benefiting from the circulation of talent in both directions. |
| Sweden | Higher education and research play a critical role in addressing the skill requirements and societal challenges in Sweden. They are essential in providing the necessary skills needed by the public sector and businesses, facilitating transitions, and fostering labour market matching. In the healthcare sector, a sufficient supply of skills is crucial. The availability of skilled professionals is also a determining factor for the growth and expansion of large businesses. To support the green transition, there is a growing demand for individuals trained in areas such as technology and electrification. The significant skills needs highlight the importance of improving opportunities for retraining and further education at higher education institutions. Ensuring a well-functioning higher education system is vital to meet these skill requirements and societal challenges. It involves strengthening the capacity of higher education institutions to offer relevant and high-quality programmes that align with the evolving needs of the labour market. By providing opportunities for individuals to acquire new skills and knowledge, higher education institutions contribute to the overall development and competitiveness of Sweden. |
| Switzerland | Supporting young scientists, ensuring equal opportunities while promoting diversity and inclusion, remain common priorities and goals of the Swiss HERI sector. Another salient matter of debate is the implementation of measures to meet the future demand for skilled labour. Most higher education institutions (HEIs) have included the principles of equal opportunities and sustainable development in their respective mission statements. A more recent issue is the HEIs' aim to improve working conditions in academia by addressing challenges related to discrimination, sexual harassment, bullying, accessibility, care work, and, in particular, intersectionality. Intersectionality refers to the multiple factors such as gender, caste, sex, race, ethnicity, class, sexuality, religion, disability, weight, and physical appearance that affect intersecting and overlapping social identities, which can have both empowering and oppressing effects. In 2022, a parliamentary initiative titled "For equal opportunities and the promotion of young academics" (postulate 22.3390) proposed conducting a survey on the status quo of mid-level faculty at all universities in Switzerland. The initiative also calls for a proposal for further support measures at the federal level. Promoting young scientists is also part of the strategy for the years 2025-2028 of the Rector's Conference of the Swiss Higher Education Institutions. |
| Thailand | In 2020, the total number of R&D personnel in full-time equivalent was 168,419, which translates to 25 per 10,000 people, representing a 1% increase from the previous year. The goal is to raise this number to 40 per 10,000 people by 2027. The number of personnel working in the private sector and the public sector in 2020 were 119,264 and 49,155, respectively. It has been found that the Thai higher education system can no longer adequately serve the modern world driven by global challenges and trends such as the pandemic, climate change, and disruptive technologies. Transformation in higher education is deemed necessary to ensure that the system meets current and future needs for society and the economy. A report investigating the higher education system and proposing a set of policy recommendations for reinventing Thailand's higher education was developed in 2021. The document advocates an ecosystem that supports lifelong learning, good governance, competency-based education, and education programs designed to fit the requirements of the industry and prepare Thai people to have a global perspective. It also emphasises accessibility, co-creation, and demand-directed financing, and calls for the establishment of a national credit bank. The cabinet approved a proposal to set up the Higher Education Fund in January 2022. The fund is designed to facilitate the reinvention of higher education, which will not only strengthen manpower and workforce development responding to the needs of national development but also support lifelong learning, make higher education more accessible, enhance instructors' capacity, and promote domestic and international collaboration among universities and between universities and industries. In February 2022, the cabinet approved a higher education sandbox measure and authorised the Policy Council to review and approve applications made by higher education institutes to set up a sandbox to support demand-driven education. The measure allows higher education institutes to experiment with new forms of education that emphasise a co-creation process between academia and industry as a way to ensure that education will serve industrial demands. Following the cabinet approval, guidelines, criteria, conditions, and procedures for higher education institutes to apply for setting up a sandbox for both degree and non-degree programs were developed, with a monitoring and evaluation system put in place so that proper standards for quality assurance can be established. As of March 2023, six new programs have been approved for implementation under the sandbox scheme, aiming to launch high-demand jobs in emergency medicines, artificial intelligence, digital engineering, tech entrepreneurs, and the aviation industry. The 2023-2027 Higher Education Plan - a component of the Higher Education, Science, Research, and Innovation Policy and Strategy 2023-2027 - consists of action plans to develop human potential, foster an innovation ecosystem, and reorganise the higher education system. The plan also contains seven key policies and three mechanisms to reach the goals within a 3-year timeframe (2023-2025). In 2019, the Thailand Plus Package was introduced by the government to attract foreign investments and expedite investments from companies seeking to relocate to Thailand as a result of the shift in the geopolitical landscape. Understanding that a skilled workforce is a key factor attracting inbound investments, especially in the high-tech industry, among the measures provided by the package is the promotion of STEM (science, technology, engineering, and mathematics) manpower development. Tax incentives are given to business operators in targeted industries that hire skilled STEM labor, as well as enterprises that engage in upskilling their employees through training and education programs. Since the launch, 3,700 STEM jobs in 74 companies and more than 600 training courses have been certified for tax privileges. Thanks to this success, the cabinet recently granted approval to extend this STEM promotion measure to the end of 2025. The extension is expected to add 5,000 new high-skilled jobs and upskill 20,000 workers in 1,000 companies by the end of 2023. To promote lifelong learning and increase accessibility to education, the BrighterBee Talent Solution Platform was created. This digital platform offers over 250 online courses with a 2 million-user capacity available free of charge to students to develop both hard skills and soft skills. It is suitable for college students and workers looking to improve their skills and competency levels for better employment opportunities. Additionally, it serves as a tool for Thailand to develop skilled talents to boost investment. |
| Türkiye | The ongoing policy debates regarding government support for research and innovation human resources in Türkiye can be summarised into two main areas: (i) talent attraction and brain drain, and (ii) enhancing research and innovation quality. Target-oriented and co-creation models are implemented for both areas. The talent attraction and retention debate involves various stakeholders, including government bodies like the Ministry of National Education and the Ministry of Industry and Technology, research institutions such as the Council of Higher Education (CoHE) and the Scientific and Technological Research Council of Türkiye (TÜBITAK), and private sector actors including businesses and non-governmental organisations. The 11th Development Plan (2019-2023) outlines strategies to improve education and training programs to improve highly skilled human resources for research and innovation. The CoHE 100/2000 Doctoral Scholarship program provides financial support to outstanding doctoral students, fostering the development of new researchers. TÜBITAK fellowship programs, such as the 2216 Research Fellowship Program for International Researchers and the 2232-B International Fellowship for Early Stage Researchers, support domestic and international researchers at various stages of their careers. The TÜBITAK 2232-A International Fellowship for Outstanding Researchers aims to attract top-level researchers globally. Additionally, there is a growing emphasis on supporting underrepresented groups in research and innovation. The Policy Principles for Increasing the Participation of Women Researchers in TÜBITAK Processes promotes equal opportunities and integration of women researchers into activities, contributing to diversity and inclusivity in the ecosystem. The debate on enhancing research and innovation quality involves government bodies, research institutions, academia, and the private sector. Discussions focus on strategic sector improvements, educational reforms, academia-industry collaboration, inclusivity, and technology adoption. There are several R&D programmes dedicated to stimulate academia-industry collaboration; which are given under the related questions within the section in detail. For instance, TUBITAK 1505 - University - Industry Collaboration Support Program aims to contribute to the commercialization of knowledge and technology, which are generated within the university/public research centres and institutes in line with the industry needs, to the private sector companies which are based in Turkey and committed to the exploitation of research results. In this program, the private sector companies are "customers" and research organizations are "implementers" in the RDI projects. Moreover, initiatives like the 2019-2023 'National STI Strategy and Action Plan' identify priority areas and targets in energy, transportation, agriculture, and health, among other sectors. This plan aligns research funding and infrastructure investments with national development goals. The Türkiye Education Vision 2023 aims to produce a skilled workforce through educational reforms, including curriculum development, teacher training, STEM assessment and evaluation, and career guidance. Programs like the TÜBITAK 3501 Career Development Program and the TÜBITAK 2244 Industrial Doctorate Fellowship Program bridge the gap between academia and industry. Inclusivity and accessibility in education and research are addressed through initiatives like the Barrier-Free University Awards, which recognise universities that create inclusive environments for students with disabilities. These discussions and initiatives contribute to Türkiye's efforts to enhance the quality of its research and innovation ecosystem and establish itself as a global player in the STI field. |
| Ukraine | One of the large-scale consequences of the war for the scientific sphere was the loss of part of the scientific personnel potential, the impossibility or limited opportunities to conduct scientific and innovative activities both in full (in regions temporarily occupied or affected by shelling) and partially (in other regions of Ukraine). In particular, the following catastrophic effects should be noted: - human casualties among employees of higher education institutions, scientific institutions; - departure of scientists to other countries (temporarily or to a permanent place of residence); - the transfer of scientists to other regions of Ukraine in connection with military operations in the region or the threat of temporary occupation. According to the results of a survey of higher education institutions and scientific institutions conducted by the Ministry of Education and Science of Ukraine, almost 11% of scientific and scientific-pedagogical workers changed their place of residence and were moved to other regions of Ukraine in connection with the conduct of military operations in the region or the threat of temporary occupation. About 8% of scientific and scientific-pedagogical workers left the territory of our country and went to other countries. Currently, there are high-priority tasks caused by the war that require an urgent solution to support the scientific personnel potential, in particular: - expansion of the amount of state financial support for scientific research and diversification of such support tools, increase of the amount of grant support for scientific research and scientific and technical development by the National Research Fund of Ukraine; - provision of informational and organizational support for scientific and scientific-pedagogical workers who are abroad and internally displaced workers, their involvement in academic mobility programs; - expanding the access of scientists to research and innovation infrastructure; - providing Ukrainian scientists with access to advanced electronic resources of scientific information (reference, bibliographic, full-text databases, databases with patent-licensing and business-economic information). |
| United Kingdom | People are at the core of R&D, so there is nothing more important than how the UK attracts, develops, and retains enough people within research and innovation to meet this ambition. We need to unleash a new wave of talent: attracting, developing and retaining diverse people with the right skills, working in an environment that nurtures and gets the best out of everyone. The 2021 R&D People and Culture Strategy set out actions that will bring the best out of people and enable talent and ideas to flow freely between academia, business and other sectors. We will ensure that everyone's contribution is valued, and the UK has an outstanding research culture that truly supports discovery, diversity and innovation, and offers varied and diverse careers that bring excitement and recognition. To match our ambitions for R&D we estimate the R&D sector will need at least an additional 150,000 researchers and technicians by 2030. This means attracting and retaining people of all ages and at all career stages into R&D roles. Career paths and routes into R&D careers need to be broadened and made more stable as part of this, and barriers to mobility across the sector and disciplines need to be removed - particularly for those wanting to return to academia. Leaders at all levels need to have the right skills to support their teams in developing their careers, and to lead them through major transitions and transformations. The UK need to retain and extend its position as a collaborator and destination of choice with a strong and compelling offer to both international and domestic talent - including those at the top of their field. The UK research base is well recognised for its strong collaborative nature as shown by international comparisons where the UK ranked second on the percentage of international co-authored papers. As global competition for talent intensifies, we recognise that there are areas of research and career stages where support can be improved. The 2023 UK Science and Technology Framework set outcomes by 2030 to have: - created an agile and responsive skills system, which delivers the skills needed to support a world-class workforce in STEM sectors and drive economic growth. We will articulate and, where possible, forecast skills gaps in critical technologies (within academia, industry, government and the third sector) and actions needed to fill them. - recruited and retained high-quality FE and school teachers in STEM-related subjects. - expanded opportunities for participation in STEM and ensured that a more diverse range of people enter the science and technology workforce. We will learn from examples like AI and data science conversion courses, where we have invested up to £30 million to help people from underrepresented groups join the UK's AI industry. - established competitive advantage in attracting international talent to the UK. The UK's offer will be attractive to the world's best talent across all career stages, with easy access through our 'high-skilled visa system' (Global Talent, Start Up/Innovator, High Potential Individual, Scale Up and Graduate). UK researchers will participate in exchanges which deliver international links and establish new collaborations. - given people the opportunity to train, retrain and upskill throughout their lives to respond to changing needs. We will create proactive career advice programmes which establish links between STEM training or education at 16 and well-paid jobs. This includes revolutionary initiatives like the Lifelong Loan Entitlement, especially important given 80% of the 2030 workforce is already in work. |
| Viet Nam | The science and technology organisation system in Vietnam has seen significant growth, and its human resources have developed both in terms of quantity and quality, with about 72,990 full-time equivalent research staff (equating to 7.6 people per thousand). Among these, many prestigious scientists are internationally recognised. The intellectual property system, as well as the standards, measurements and quality system, has become increasingly refined, fostering domestic creative research activities, promoting a healthy competitive environment and enhancing the quality and competitiveness of products and goods. Despite an increase in the number of science and technology staff, their quality does not yet meet the requirements for the country's accelerated industrialisation and modernisation. There is a lack of robust scientific groups and leading experts capable of pioneering new research directions or steering the execution of national tasks at an international level. Furthermore, the operational efficiency of public science and technology organisations is not high. The mechanisms and policies for the development of high-quality human resources are continuously being improved, particularly in terms of engaging individuals in science and technology activities and attracting overseas Vietnamese and foreign experts to participate in these activities in Vietnam. This is gradually forming a contingent of high-quality science and technology human resources. Looking ahead, the National Strategy for the Development of High-Quality Science, Technology and Innovation Human Resources is expected to be issued. |