終身學習的權利:在歐洲使之成真
終身學習可以賦予個人權利,可持續帶來經濟的增長,並為社會做出貢獻。這就是為什麼歐盟專注於使終身學習成為所有人的權利,歐盟委員會的瑪雅·伊萬諾娃(Maya Ivanova)寫道。
終身學習的權利是對我們未來的投資——這種投資可以幫助人們維持和獲得技能,充分參與社會以及成功管理市場的轉型,帶來了許多的回報。今天,歐盟國家致力於讓終身學習的權利成真。前方的道路隱藏著障礙,也隱藏著機遇。在踏上了普及終身學習的旅程後,歐盟可以提供非洲大陸以外的地區寶貴見解。
世界正在經歷根本性的轉變。雖然要準確描繪未來的工作並不容易,但塑造我們明天的驅動力可以幫助我們為未來的挑戰做好準備。
新興的數字技術以及我們對綠色經濟的共同承諾將改變各行各業的就業和任務。一些現有的工作將消失或改變,新的工作將被創造。例如,由於綠色轉型,預測到2030年歐盟將創造約100萬個新工作崗位。已經確定了此類綠色職業所需的350多種技能。數字行業也可以期待新的就業機會,這些行業已經有大量空缺職位:軟體相關職業最受歐盟勞動力市場短缺的制約。雖然空缺率增加,但預計到2100年,歐盟工作年齡人口的比例將從2019年的64.6%下降到54.8%。
終身工作越來越少見。人們換工作和職業是為了追求新的機會,但也是出於必要。事實上,我們通過檢查整個歐洲數百萬個職位空缺的證據表明,適應變化是最需要的技能。
為了適應變化,個人需要扎實的基本技能基礎。除了識字和算術之外,基本的數位技能也是就業市場的關鍵,並將成為公民參與社會的必備條件。這可能加劇現有的不平等現象,使弱勢群體被拋在身後。危險是真實的:2019年歐盟21.6%的成年人沒有完成高中教育,大約40%的人面臨數位排斥的風險。
最近的事件也導致了明顯的變化。COVID-19大流行加速了現有趨勢,並帶來了新的工作和學習方式,工作環境的彈性和適應性成為不斷變化的關鍵。戰爭導致大量個人流離失所也影響了勞動力市場,創造了一支需要指導和量身定製的多元化勞動力隊伍。
當前和未來的挑戰是巨大的,機遇也是巨大的。每個人都想知道他們的工作會發生什麼。僱主會問自己如何吸引和留住人才,77%的雇主表示很難找到具備所需技能的員工。政策制定者尋求瞭解我們的社會,如何能夠以公平的方式收穫不斷變化的世界。
這些問題沒有簡單的答案,但實現終身學習的文化是朝著正確方向邁出的根本。在人生的各個階段和各種形式進行學習,有助於成功地駕馭工作場所中可預測和不可預測的轉變,並開闢新的機會,包括那些最有可能被邊緣化的人。
歐盟的政策承認終身學習的潛力:它賦予個人權利,可持續帶來經濟的增長,並為社會做出貢獻。多年來,歐盟國家加強了合作,制定了成人學習的共同原則,並商訂了優先事項和行動。儘管取得了這些進展,但挑戰依然存在。2019年,歐盟只有十分之一的成年人參加了培訓。不幸的是低素質、不活躍和失業的歐洲人的參與率甚至更低。為了解決這些問題,歐盟領導人採取了一些決定性步驟。2017年,他們宣佈了歐洲社會權利支柱,將人人享有優質和包容性教育培訓以及終身學習的權利確立為首要原則。2021年,他們通過《波爾圖宣言》進一步深化了承諾,承諾到2030年實現歐盟層面的目標,即每年至少有60%的成年人參與學習。
這些都是急需邁向技能革命的重要里程碑。承認終身學習是一項權利,確立了共同的願景。關於目標的協議允許指導和衡量進展。它們共同為歐洲各機構和國家的行動與合作奠定了堅定的基礎。
歐盟現在努力的重點是使終身學習的權利成真。個人需要正確的技能提升和再培訓的工具。但這些是什麼?賦予個人接受培訓的權利意味著首先要解決阻礙他們接受培訓的障礙。不是每個人都有辦法參加培訓課程,不是每個人都有同等的積極性,也不是每個人都充分瞭解可用的培訓機會。《2020年歐洲技能議程》是一個由12項行動組成的戰略框架,旨在通過創新的應對措施來應對這些障礙。這方面的例子包括關於個人學習帳戶和微型證書的倡議,這些倡議呼籲歐盟國家為個人提供財政和非財政培訓支援,並通過更短、更小、更可靠的培訓選擇來擴大培訓範圍。
從制定這些政策中吸取的經驗教訓 可以激勵歐洲以外的國家確保為所有人提供培訓。
原文網址:點這裡
Lifelong learning can empower individuals, support sustainable economic growth and contribute to just societies. That is why the EU is focused on making it a right for all, writes Maya Ivanova of the European Commission
The right to lifelong learning is an investment in our future – an investment that pays dividends many times over by helping people to maintain and acquire skills, to participate fully in society and to manage successfully transitions in the labour market. Today, European Union (EU) countries are firmly committed to making the right to lifelong learning a reality for all. The road ahead hides hurdles, but also opportunities. Having embarked on a journey towards universal access to lifelong learning, the EU can offer insights valuable beyond the continent.
The world of work is undergoing a fundamental shift. Although it is not easy to picture exactly the jobs of the future, understanding the driving forces that shape our tomorrow can help us prepare for the challenges ahead.
Emerging digital technologies and our shared commitment to a greener economy will transform jobs and tasks across sectors. Some existing jobs will disappear or change, new ones will be created. For instance, thanks to the green transition, forecasts project the creation of around 1 million new jobs in the EU by 2030. More than 350 skills needed in such green professions have been identified. New jobs can also be expected in digital sectors, which already have a large number of vacant positions: software-related professions are the most constrained by shortage in the EU labour market. While vacancies increase, the share of working-age population in the EU is projected to decrease from 64.6% in 2019 to 54.8% by 2100.
Jobs for life are increasingly uncommon. People change jobs and careers to pursue new opportunities, but also out of necessity. Indeed, our evidence from examining millions of job vacancies across Europe shows that adaptability to change as the most requested skill set.
In order to adapt to change, individuals need a strong foundation of basic skills to build on. Basic digital skills, in addition to literacy and numeracy, are key on the jobs market, and will become a must for citizens’ engagement in society. This could exacerbate existing inequalities and leave vulnerable groups behind. The danger is real: 21.6% of adults in the EU had not completed upper secondary education in 2019, and around 40% are at risk of digital exclusion.
Recent events have also led to noticeable changes. The COVID-19 pandemic accelerated existing trends and brought about new ways of working and learning, making resilience and adaptability key for a changing working environment. The large displacement of individuals due to war also affects the labour market, creating a diverse workforce in need of guidance and tailored support.
The current and future challenges are significant, as are the opportunities. Individuals wonder what will happen to their jobs. Employers ask themselves how to attract and retain talent, with 77% of employers indicating difficulties in find employees with the required skills. Policy-makers seek to understand how our societies can harvest the benefits of a changing world of work in a fair manner.
There is no simple answer to these questions but enabling a culture of lifelong learning is a fundamental step in the right direction. Learning at all stages of life and in all forms helps to successfully navigate through predictable and unpredictable shifts at the workplace, and opens up new opportunities, including for those most in at risk of marginalization.
EU policies recognize the potential of lifelong learning: it empowers individuals, supports sustainable economic growth and contributes to just societies. Over the years, EU countries have intensified their cooperation, developed common principles for adult learning and agreed on priorities and actions. Despite this progress, the challenge persists. In 2019, only one in ten adults in the EU participated in training. Unfortunately, the participation rate of low-qualified, inactive and unemployed Europeans was even lower.
To tackle those issues, EU leaders took a number of decisive steps. In 2017, they proclaimed the European Pillar of Social Rights, establishing the right to quality and inclusive education and training and lifelong learning for all as its first principle. In 2021, they further deepened their pledge via thePorto Declaration, committing to the EU-level target of at least 60% of adults participating in learning every year by 2030.
These are important milestones towards a much-needed skills revolution. The recognition of access to lifelong learning as a right establishes a common vision. The agreement on a target allows to steer and to measure progress. Together, they create a strong foundation for action and cooperation across institutions and countries in Europe.
EU efforts now focus on making the right to lifelong learning a reality for all. Individuals need the right up-skilling and re-skilling tools. But what are these? Empowering individuals to take up training means addressing the obstacles that prevent them to do so in the first place. Not everyone has the means to follow a training course, not everyone is equally motivated and not everyone is sufficiently aware of available training opportunities.
The 2020 European Skills Agenda, a strategic framework of 12 actions, aims to tackle these obstacles with innovative responses. Examples include our initiatives on individual learning accounts and micro-credentials, which call upon EU countries to offer individuals financial and non-financial support for training and to expand the training offer by shorter, bite-sized and reliable training options.
The lessons learnt from the development of these policies can inspire countries beyond Europe to ensure training for all.