This report presents the final results of the study Comprehensive analysis of emerging competences and economic activities in the European Union in the electricity, gas, water and waste sector. The report is part of a series of sixteen future-oriented sector studies on innovation, skills and jobs under the same heading, commissioned by the European Commission (DG Employment, Social Affairs and Equal Opportunities). Eleven of these studies were executed by a core consortium led by TNO (Netherlands Organization for Applied Scientific Research) and consisting of TNO Innovation Policy group (Leiden, the Netherlands), TNO Labour (Hoofddorp, the Netherlands), TNO Innovation and Environment (Delft, the Netherlands, SEOR Erasmus University (Rotterdam, the Netherlands) and ZSI (Centre for Social Innovation, Vienna, Austria). The core consortium was in charge of the overall management of the study, the further elaboration and application of the overall approach and methodology, as well as data collection and analysis (see annex 1 for team composition).

Our strong skills (NCF) is a tool for recognizing and valuing generic skills. This tool is based on a group facilitation approach. It is aimed at adults of all ages and in all conditions and allows them to make three formal learning: know how to recognize strong generic skills; know how to recognize strong generic skills in others; recognize generic skills useful in work situations.

This set of Appendices sets out two supply chain case studies that fed into the study on Maximising employment and skills in the offshore wind energy sector supply chain. The main report is available separately to this set of Appendices and incorporates the main findings from the supply chain case studies. This first Appendix introduces the supply chain case studies, setting out: • the purpose of the case studies; • case study selection; • methods for undertaking the case studies; and • reporting structure for the case studies

In summary, this report is a technical paper describing the complex matching procedure that we have undertaken between the O*NET and UK SOC. It examines the feasibility of matching US and UK occupations, and includes an evaluation of the quality of the matching and some assessment of the sensitivity of the resulting profiles to the various assumptions that are necessarily made at different stages of the process. We also provide some examples of the occupational skills profiles that can be constructed, and compare these profiles with some other extant measures of job skills and activities in order to provide some assessment of the validity of the methodology that we have developed.

The offshore wind energy sector has been identified as having the potential for employment growth in the next decade. This study is intended to explore the extent and nature of that employment growth and implications for government, employers and other stakeholders in light of current spending and policy priorities. In particular the research explores the role that skills demand and supply may play in helping the sector achieve its full potential; and the lessons for other emerging sectors that might help to rebalance the UK economy1 • risks to making the most of the employment opportunities afforded by offshore wind energy generation; and . The study’s aims were to identify: • responses to those risks and potential actions that could be taken by government, industry, firms, individuals and providers of education and training to make the most of the offshore wind energy sector’s employment and skills potential. The first phase of the research comprised a wide-ranging literature review on the public policy environment and the offshore wind energy sector, including previous research on employment forecasts, and a series of bilateral consultations with employers, training providers and other stakeholders in the sector. The findings of this initial phase were analysed and synthesised for calibration at two policy-workshops, which were also used to discuss potential actions on skills issues. Two in-depth supply chain case studies were conducted on existing offshore wind farms to draw out learning, practice and observations for the future. In preparing the final report, the study also drew on the latest employment forecasts for the sector.

Up to now, diversity initiatives have focused primarily on fairness for legally protected populations. But organizations now have an opportunity to harness a more powerful and nuanced kind of diversity: diversity of thought. Advances in neurological research that are untangling how each of us thinks and solves problems can help organizations, including governments, operationalize diversity of thought and eventually change how they define and harness human capital.

Contrary to warnings about a growing unemployment problem, this essay highlights the potential for a growing scarcity of labour in Canada. Specifically, a slowing population growth rate and a declining labour force participation rate due to retiring baby boomers and an aging population will reduce labour force growth rates over the next few decades. Furthermore, historical experience suggests that technological change primarily alters the mix of employment while promoting faster economic growth, which also creates new jobs. Hence, it seems unlikely that technological change will result in a decline in the aggregate demand for labour. Indeed, rather than facing a future unemployment crisis, Canada is more likely to face a prolonged period of labour scarcity.

As part of Canada Beyond 150, our nine-person interdepartmental team looked at the changing nature of work: how automation, telepresence, aging, identity, and capital and asset formation can lead to prosperity and social inclusion. We considered the traits, tools, places, and composition of work; how we find work; how we develop skills in a digital age; the nature of firms; and the character of the social contract.

An essay contribution to "Technology, automation and employment: Will this time be different?" report. The business media is rife with warnings about automation—primarily driven by technological change, artificial intelligence (AI), and machine learning—leading to dramatic changes in the labour markets of developed countries (Robertson, 2019). Media reports often warn of large net job losses from a new era of automation with a corresponding need for government initiatives such as a guaranteed annual income to take care of those rendered unemployable by technological change (see Noonan, 2017). Contrary to warnings about a growing unemployment problem, this essay highlights the potential for a growing scarcity of labour in Canada. Specifically, a slowing population growth rate and a declining labour force participation rate due to retiring baby boomers and an aging population will reduce labour force growth rates over the next few decades. Furthermore, historical experience suggests that technological change primarily alters the mix of employment while promoting faster economic growth, which also creates new jobs. Hence, it seems unlikely that technological change will result in a decline in the aggregate demand for labour. Indeed, rather than facing a future unemployment crisis, Canada is more likely to face a prolonged period of labour scarcity