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This paper aims at revisiting the empirical evidence on the recent trends of countries' integration in global value chains (GVCs) in Europe. It investigates two potential sources of unbalances that these processes might relate to (i) the sectoral specialization of the patterns of international fragmentation, whether high-technology manufacturing or knowledge-intensive business services (KIBS), and (ii) the occupational categories that have benefited or been penalized by these trends. A rich empirical mapping of these trends in the European countries is provided, based on World Input–Output Database and European Union Labour Force Survey (EU LFS) data. The results on the overall and sectoral-specific trends of integration in GVCs and the associated changes in the shares of managers and manual workers show dual-speed and qualitatively different integration patterns in Europe, with Eastern European (EE) countries rapidly integrating in high-tech manufacturing and the core of Western countries strengthening their mutual integration in the KIBS area. Despite the relatively "good quality" integration of EE countries, the evidence does not seem to reveal a mirroring upgrading of employment structures. While this empirical contribution does not attempt to identify causal relationships, the picture provided in the paper shows that, overall, integration in GVCs seems to reproduce and perhaps exacerbate the initial asymmetries in the sectoral and employment structure, with employment shares of manual workers reducing on the whole and knowledge-intensive occupations concentrating in Western Europe. [ABSTRACT FROM AUTHOR]

Population aging has forced policy makers in most developed countries to reform pension systems with the aim of maintaining or re-establishing financial sustainability. This usually involves cost-cutting measures like later pension eligibility ages and lower replacement rates. Such reforms face harsh trade-offs with the objective of providing adequate pensions. Social welfare and inequality have emerged as crucial concerns about recent pension reforms, stressing that the lack of "social sustainability" may undermine financial sustainability. This paper analyzes such trade-offs and may explain why support for pension reform has dwindled in Europe. The paper evaluates reform effects on financial sustainability, social welfare, and intra- and inter-generational equality in a rich unified framework with several dimensions of heterogeneity and various behavioral reactions. Our simulations shed light on the complex distributional effects of pension reform on different cohorts and societal groups. They show where policy tends to reform unequally and why reforms may fail to find voters' approval. [ABSTRACT FROM AUTHOR]

Lower-skilled workers face increasing pressures. Their bargaining position is declining under the twin pressures of globalisation and technological change; and they risk losing access to better positions as firms' pay and conditions arrangements increasingly drift apart. Rising between-firm differences partly come about through increasing separation of lower-skilled workers into lower-paying firms with worse conditions, thereby reducing their opportunities further. Such polarisation is partly driven by (domestic) outsourcing where main firms take certain tasks that are seen as non-core out of their payroll, instead purchasing those same tasks from another official employer or temporary employment agency while retaining control. Outsourcing generally brings worse conditions and lower pay. This paper uses cross-national European data from the Labour Force Survey (LFS) along with contextual data to study how outsourcing – proxied by moves to business services providers or temporary employment agencies – contributes to a worse labour market position of lower-educated workers over time. I find that (1) domestic outsourcing is increasing over time across Europe; (2) outsourced workers are working under generally worse conditions than their counterparts; and (3) this process is not universal: it hits harder in sectors with greater technological innovation and can be alleviated by union density and worker representation. [ABSTRACT FROM AUTHOR]

This paper examines the distinct effects of linguistics distance and language literacy on the labor market integration of migrant men and women. Using data from the Programme for International Assessment of Adult Competencies (PIAAC) 2018 in 16 countries of destination mainly from Europe and more than 110 languages of origin, we assess migrant labor force participation, employment, working hours, and occupational prestige. The study finds that linguistics distance of the first language studied has a significant negative association with labor force participation, employment, and working hours of migrant women, even after controlling for their abilities in their destination language, education, and cultural distance between the country of origin and destination. In contrast, linguistics distance is only negatively associated with migrant men's working hours. This suggests that linguistic distance serves as a proxy for cultural aspects, which are not captured by cultural distance and hence shape the labor market integration of migrant women due to cultural factors rather than human capital. We suggest that the gender aspect of the effect of language proximity is essential in understanding the intersectional position of migrant women in the labor force. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to explore the effect of work values and socio-demographic characteristics upon the link between life satisfaction and job satisfaction. Design/methodology/approach: The European Values Study (EVS) 2008–2009 is used as the dataset. The sample is limited to those who have paid jobs (28,653 cases). Findings: Socio-demographic characteristics matter more than work values in explaining the effect of job satisfaction on life satisfaction. The association between life satisfaction and job satisfaction is stronger for higher educated individuals and those who are self-employed and weaker for women, married individuals, religious individuals and those who are younger. Extrinsic and intrinsic work values significantly influence life satisfaction independent of the level of job satisfaction. Practical implications: It is important to pay attention to the working conditions and well-being of the core of the labour force, in other words, of those who are ready to invest more in their jobs. Also, special attention should be given to self-employment. Originality/value: The paper compares the roles of work values and of socio-demographic characteristics as predictors of the association between job satisfaction and life satisfaction. It shows that the role of job in person's life depends largely on demographic factors, religiosity and socio-economic factors. [ABSTRACT FROM AUTHOR]

This paper presents new evidence on the interaction between demographic and occupational change in Europe over the last 25 years. We use data from the European Union Labour Force Survey covering six European countries. The analysis is based on a cross‐sectional comparison between the population and employment distributions in 1995 and 2019. This strategy allows us to study the changing demographic dynamics, which have brought a more feminized, aged, and educated working population, in a context of structural employment change, where higher job polarization or occupational upgrading are the main patterns. The results indicate that the increasing female participation has been associated with a strong general process of occupational upgrading that particularly benefited women. Still, the occupational profile of women is polarized relative to men. Although the process of educational upgrading was also stronger for women and overall they improved their occupational profile more than that of men, we find declining occupational returns to higher education for female workers in two countries. Finally, while European labor markets could accommodate the large increase in older workers, their occupational profile suffered some downgrading. [ABSTRACT FROM AUTHOR]

The development and production of cell gene and tissue (CGT)-based therapies requires a specialized workforce. Entering the CGT arena is complex because it involves different scientific and biomedical aspects (e.g., immunology, stem cell biology and transplantation), as well as knowledge of regulatory affairs and compliance with pharmaceutical quality standards. Currently, both industry and academia are facing a worldwide workforce shortage, whereas only a handful of educational and training initiatives specifically address the peculiarities of CGT product development, the procurement of substances of human origin, the manufacturing process itself and clinical monitoring and biovigilance. The training offered by traditional Master's and PhD programs is not suited for training a skilled workforce ready to enter the increasingly fast-growing CGT field. Indeed, typically these programs are of long duration and only partially cover the required competencies, whereas the demand for a specialized workforce relentlessly increases. In this paper, we (i) present and discuss our understanding of the roots of current growth acceleration of the CGT field; (ii) anticipate future workforce needs due to the expected increase of marketed CGT-based therapies and (iii) evaluate potential solutions that seek to adapt, develop and implement current educational and training initiatives. Importantly for these solutions, we call for scientific societies, such as the International Society for Cell & Gene Therapy, to play a more active role and act as catalysers for new initiatives, building bridges between academia and Industry to establish effective educational and training programs that will engage and prepare a new generation of qualified professionals for entry into the CGT field. [ABSTRACT FROM AUTHOR]

This paper uses data from the Survey of Health, Ageing, and Retirement in Europe to analyze the effect of spousal health shocks on own labor supply decisions. The results suggest minimal changes to the probability of work and the intensity of work for both husbands and wives of disabled spouses. Wives do, however, experience an increase in the probability of retirement after their husbands experience a work-limiting health shock. The results suggest that this increased probability is due to the desire to consume joint leisure. Finally, the analysis finds substantial cross-regional heterogeneity in the effects that spousal health shocks have on the various labor market outcomes examined here, which suggests an important role for country-specific factors in the estimates provided in the earlier literature. [ABSTRACT FROM AUTHOR]

This paper analyzes the impact of source‐country culture on the labor supply of female immigrants in Europe. We find that the labor supply of immigrant women is positively associated with the female‐to‐male labor force participation ratio in their source country, which serves as a proxy for the country's preferences and beliefs regarding women's roles. This suggests that the culture and norms of their source country play an important role for immigrant women's labor supply. However, contradicting previous evidence for the US, we do not find evidence that the cultural effect persists through the second generation. [ABSTRACT FROM AUTHOR]

The aim of this paper is to explore the intergenerational transmission of female labor force participation from mothers to children. Using data collected by the European Social Survey from 2002 to 2018 (N = 118,219), we analyse four different samples of native and immigrant women and men in order to assess the relationship between working mothers and their daughters and sons' wives participation to the labour market. For both native and immigrant women, having had their mothers employed when the respondents were 14 was associated with higher probability they were employed at the time of survey. Similarly, for both native and immigrant men, having had their mothers employed when the respondents were 14 was associated with higher probability their wives were employed at the time of the survey. We concentrate our attention on the role of religion. We find that religiosity is negatively related to the participation of women in the labour market, with differences between those who had a working mother and those who had not. Results of some augmented models indicate that the intergenerational transmission of female labor force participation varies according to religious affiliation. [ABSTRACT FROM AUTHOR]

Purpose: The authors analyse how the receipt of a wealth transfer (inheritance or gift) affects labour force participation in 14 EU countries. They compare the effect of receiving an inheritance or a gift and investigate different behaviours at the gender level and educational level and for elderly individuals. Design/methodology/approach: The authors use data from the Household Finance and Consumption Survey for 14 European countries and adopt an instrumental variable approach. They use information on the type of donor (family and nonfamily) to infer the degree of anticipation of a wealth transfer. Findings: The authors find that unexpected wealth transfers have a negative impact on labour force participation, with a stronger impact for gifts than for inheritances. For gender, they find larger negative impacts for females than for males, which is in line with a weaker attachment to the labour market. Receiving an unexpected wealth transfer may also result in early retirement. Originality/value: The paper offers a novel comparison of the effect of receiving an inheritance or a gift on labour force participation using a unique European dataset. The authors investigate whether males and females react differently to the receipt of a wealth transfer and the existence of different responses at the educational level and for elderly individuals. [ABSTRACT FROM AUTHOR]

Recruiting, retaining and maintaining sufficient numbers of cybersecurity professionals in the workplace is a constant battle, not only for the technical side of cybersecurity, but also for the overlooked area of non-technical, managerial-related jobs in the cyber sector. This paper addresses the lack of cybersecurity skills in the European labour force market and the actions taken to improve the education in cybersecurity for meeting the identified needs. The paper analyses what kind of topics are missing within the cybersecurity curricula of the high-level educational institutions in Europe and in the courses provided by the cybersecurity trainers on the market. The findings are based on the data collected by the surveys carried out by the European competence centres on cybersecurity and the European CyberSecurity organization. These findings show that there are missing topics in the context of higher education cybersecurity programmes and within the private courses offered on the market. The problem of common programme accreditation of European higher education institutes (HEI) and the competence certifications for different work profiles in the area of cybersecurity are briefly presented and discussed as well. The actions undertaken to improve the education in both sectors are presented and the emerging educational landscape is proposed based on our findings. Recommendations to the stakeholders and scholars for improving the current state of cybersecurity education and training are explained in the concluding section. • There is a big gap of cybersecurity skills in the world labour market. • Cybersecurity is both technical and business risk. • The cybersecurity field is changing at a faster pace than in the advanced-technology fields. • New ecosystem for cybersecurity training is being built in Europe to overcome the gap. • Education of cybersecurity needs updating to be applied on both sectors: high level education and in the relevant industry. [ABSTRACT FROM AUTHOR]

Background: COVID-19 has reinforced the centrality of health workers at the core of a well performing and resilient health system. It has concomitantly exposed the risks of staffing and skills shortages and the importance of protecting the health workforce. This paper focuses on highlighting some of the lessons learnt, challenges and future needs of the health workforce in Europe in the context of COVID-19. Methods: We use secondary sources and expert information. Results: During the pandemic innovative and flexible approaches were implemented to meet increasing demand for health workers and new skills and responsibilities were adopted over a short period of time. We have seen the rapid adaptation and use of new technologies to deliver care. The pandemic has underlined the importance of valuing, protecting and caring for our health workforce and the need to invest appropriately and adequately in the health workforce to have sufficient, capable and wellmotivated health workers. Some of the main challenges that lie ahead of us include the imperative for better investment, to need to improve recruitment and retraining whilst better retaining health workers, a focus on domestic sustainability, redeploying and developing new skills and competences among health workers, enabling more effective multi-professional collaboration and team work, improving the quality of education and training, increasing the public health focus and promoting ethical and sustainable international recruitment of health workers. Conclusions: The WHO European Region through its European Programme of Work 2020-2025 is fully committed to support countries in their efforts to continue to respond to COVID-19 and whilst addressing upcoming health workforce challenges. [ABSTRACT FROM AUTHOR]

Background: Healthcare professionals (HCPs) provide an important point of contact through which people who use performance and image enhancing drugs (PIEDs) could access reliable information, advice, and interventions on a range of PIEDs, their use and related harms. However, HCPs often report difficulties engaging and building rapport with people who use PIEDs, and research suggests that they often lack specialist knowledge on these substances. Providing credible evidence-based resources to support HCPs is thus important. However, educational materials in this area are generally absent and the ones that exist have not been assessed for their utility in the HCP workforce. This paper examines the acceptability and usability of a PIED e-learning module (the Dopinglinkki e-module) targeted at HCPs in three EU Member States and Australia.Methods: A standardised two stage, mixed methodology was implemented. Stage 1 involved HCPs completing the e-module and completing an online survey (N = 77). Stage 2 involved conducting individual structured interviews with a subset of survey respondents (N = 37). Normalisation Process Theory and the Theoretical Framework of Acceptability were used as conceptual lenses.Findings: The e-module provided information that was perceived as useful for HCPs' current and future practice. However, several individual, organisational and societal level barriers were reported as preventing the e-module becoming an accepted and normalised aspect of the HCP workforce, including the need for up to date evidence, the time-consuming nature of completing the e-module, lack of organisational support, the use of over-complex language, and the module's potential to reinforce the stigmatisation of PIEDs.Conclusion: Providing credible evidence-based resources to support HCPs' knowledge development is important. Evidence-based and theory informed interventions are needed to equip HCPs with knowledge that can aid culturally sensitive interactions and effective engagement with people who use PIEDs. Reflecting on our study findings, it is important that the development of interventions should include the voices of both HCP and those using PIEDs, and that careful consideration is given to the various factors that may act as a barrier to effective implementation. [ABSTRACT FROM AUTHOR]