Talent Attraction and Work-related Residence Permit Process Models in Comparison Countries

This report seeks to find ways to improve Finland’s potential in attracting highly-skilled workforce by examining talent attraction from two different perspectives. The first part of this report identifies six trends that shape the global context where Finnish actors engage themselves in the intensifying competition for highly skilled workforce. These trends are examined through nine innovative cases of talent attraction around the world. The second part of this report consists of a comparison of the Finnish work-related residence permit process models with the Danish, Norwegian, Swedish and Dutch models. The comparison indicates that while Finland has a good basis for attracting highly-skilled workforce, the Finnish efforts to attract international talent could benefit from a smoother and faster permit process.This publication is part of the implementation of the Government Plan for Analysis, Assessment and Research. (tietokayttoon.fi) The content is the responsibility of the producers of the information and does not necessarily represent the view of the Government

Ilmasto- ja energiastrategian sukupuolivaikutusten arviointi

Tämä raportti tarkastelee tulevaan ilmasto- ja energiastrategiaan ehdotettujen politiikkatoimenpiteiden sukupuolivaikutuksia. Arvioinnissa on mukana yhteensä 101 politiikkatoimenpidettä, jotka jakautuvat kymmeneen eri kategoriaan. Näiden toimenpiteiden ihmisvaikutuksia ja niiden sukupuolittuneisuutta tarkastellaan kuudella eri sektorilla. Energiantuotanto, rakentaminen, liikenne, teollisuus ja metsätalous ovat miesvaltaisia aloja. Ehdotetut politiikkatoimenpiteet vaikuttavat suoraan näiden alojen taloudelliseen toimeliaisuuteen ja työllisyyteen. Varsinkin fossiilisiin polttoaineisiin liittyviä miesvaltaisia työtehtäviä häviää, mutta politiikkatoimenpiteiden kokonaisvaikutus näillä aloilla on positiivinen. Politiikkatoimenpiteet sen sijaan vaikuttavat negatiivisesti palvelusektorin naisvaltaisiin aloihin, kuten kuluttajapalveluihin, matkailu- ja ravintolapalveluihin sekä kaupan alaan. Palvelualojen kasvun hidastuminen lisää sukupuolisegregaation purkamisen merkitystä. Naisten kouluttautuminen politiikkatoimenpiteistä hyötyville aloille ja myös palvelualan sisällä energiaan liittyviin tehtäviin tulisi ottaa tavoitteeksi myös ilmasto- ja energiastrategiassa. Ehdotetut politiikkatoimenpiteet korostavat enemmän miesten osallisuutta ilmastopolitiikassa, sillä ne suuntautuvat pääasiassa miesvaltaisille aloille, vaikuttavat miesten kulutustottumuksiin ja sisältävät miehiä kiinnostavia teknisiä ratkaisuja. Teknisten ratkaisujen rinnalla tulisi korostaa toimenpiteitä, jotka lisäävät naisten osallisuutta ilmastopolitiikassa. Tämä voisi johtaa suurempiin päästövähennyksiin

Overtime in Europe : regulation and practice

Aquest informe s'elabora a partir de les diferents contribucions de la Network of Eurofound Correspondents, i pel que fa a Espanya la contribució ha estat de l'ALejandro GodinoDespite the well-known adverse effects of regular long working hours on workers' health, well-being and performance, many workers in the EU continue to work beyond their normal hours. Part of this additional working time is classified as overtime. This report takes a comparative overview of how overtime is regulated in the EU Member States, Norway and the United Kingdom, including its definition, the limits on its use and the compensation received by workers for working extra hours. The report assesses the extent of the phenomenon using national-level data, delves into the factors that explain it, and examines the potential consequences for workers and firms. Finally, the report summarises the current debate on the topic, as uncompensated working hours, structural overtime and monitoring of working hours are currently some of the most discussed work-related issues across the EU

KOTAMO : Report on the state of equality and diversity in Finnish higher education institutions

The objective of the KOTAMO project (2021–22) has been to examine the state of equality, non-discrimination and diversity among teaching and research staff in Finnish higher education institutions and to propose recommendations for measures to address the problems identified. The study focused on gender equality and ethnic diversity. The report is based on a literature review, a survey addressed to higher education personnel, interviews with personnel and workshops held with personnel and financiers. The project was funded by the Ministry of Education and Culture and implemented by Demos Helsinki, Oxford Research, Includia Leadership, Innolink, Inkeri Tanhua (Equality Research Helsinki), Liisa Husu and Kaskas. The report showed that Finnish higher education institutions still have a great deal of work to do in promoting gender equality and ethnic diversity and that they need support in this work. The main challenges are related to the inadequate implementation of equality and non-discrimination plans, the relatively low number of women and ethnic minorities at the highest career stages in universities, non-transparent recruitment processes, poorer career development among ethnic minorities (when compared to the majority population), discrimination experienced by these minorities, and a non-inclusive working culture. Promoting equality and diversity requires actions, support for higher education institutions and more research.The conclusions and recommendations are those of the authors and do not necessarily reflect the opinions of the Ministry of Education and Culture

Involvement of social partners in policymaking during the COVID-19 outbreak

Aquesta publicació s'elabora a partir de les contribucions de cadascú dels membres nacionals que integren la Network of Eufound Correspondent. Pel cas d'Espanya la contribució ha estat realitzada per l'Oscar Molina GodinoSince 2016, Eurofound has closely monitored the involvement of national social partners in policymaking as part of the European Semester cycle. In 2020, the focus was on their involvement during the first months of the COVID-19 outbreak. While the pandemic has presented a huge challenge to social dialogue, the results of the analysis highlight how social dialogue can be an effective tool in shaping policy initiatives and finding solutions to emergency situations affecting businesses, workers, the economy and society. It is clear that the participation of social partners in the design and implementation of national recovery and resilience plans in 2021 will be key in the recovery process and for strengthening social dialogue going forward

Social partners going digital: using digital tools and adapting social dialogue processes

Aquesta publicació s'elabora a partir de les contribucions de cadascú dels membres nacionals que integren la Network of Eufound Correspondent. Pel cas d'Espanya la contribució ha estat realitzada per l'Alejandro GodinoDigital transformation is changing the world of work. This report looks at how social partners - the actors involved in the regulation of employment relationships - are increasingly adopting technological solutions to improve the services that they provide to their members and facilitate collective bargaining processes. Technological tools offer social partners the opportunity to enhance consultation, engage with their members through digitised processes, improve services and increase networking activities, as well as addressing the issue of membership decline. The findings of this report show that the extent to which the social partners use digital technologies varies greatly across the EU Member States, Norway and the United Kingdom. Provisions in collective agreements on several aspects of digitalisation have been identified in about half of the countries. Through these provisions, social partners encourage their members to boost training on digital skills, ensure fair and safe working conditions and take account of data protection and employee monitoring practices. The European social partners' autonomous framework agreement on digitalisation has provided inspiration to national-level organisations, and follow-up actions in this regard have the potential to greatly benefit their members

Social partners going digital: using digital tools and adapting social dialogue processes

La xarxa de corresponsals d'Eurofound ha contribuït a aquest informe i en concret l'Alejandro Godino com així s'expressa a l'Annex 3: Network of Eurofound CorrespondentsDigital transformation is changing the world of work. This report looks at how social partners - the actors involved in the regulation of employment relationships - are increasingly adopting technological solutions to improve the services that they provide to their members and facilitate collective bargaining processes. Technological tools offer social partners the opportunity to enhance consultation, engage with their members through digitised processes, improve services and increase networking activities, as well as addressing the issue of membership decline. The findings of this report show that the extent to which the social partners use digital technologies varies greatly across the EU Member States, Norway and the United Kingdom. Provisions in collective agreements on several aspects of digitalisation have been identified in about half of the countries. Through these provisions, social partners encourage their members to boost training on digital skills, ensure fair and safe working conditions and take account of data protection and employee monitoring practices. The European social partners' autonomous framework agreement on digitalisation has provided inspiration to national-level organisations, and follow-up actions in this regard have the potential to greatly benefit their members

Minimum wages in 2021 : annual review

Aquesta publicació s'elabora a partir de les contribucions de cadascú dels membres nacionals que integren la Network of Eufound Correspondent. Pel cas d'Espanya la contribució ha estat realitzada per l'Oscar MolinaThis report summarises how minimum wage rates for 2021 were set during 2020 - the year marked by the COVID-19 pandemic. It reviews the difficulties faced by national decision-makers and how they reacted to the challenges of the economic and social fall-out of the pandemic when making decisions regarding the minimum wage. It maps the extent to which minimum wages were referred to in COVID-19-related support measures. It discusses advances made on the EU initiative on adequate minimum wages and maps the reactions of the EU-level social partners and national decision-makers. The report is accompanied by two complementary working papers: one providing an analysis of developments for low-paid employees and minimum wage workers over the past decade; the other summarising the most recent research on minimum wages in EU countries, Norway and the UK

Working time in 2019-2020

Aquesta publicació s'elabora a partir de les contribucions de cadascú dels membres nacionals que integren la Network of Eufound Correspondent. Pel cas d'Espanya la contribució ha estat realitzada per l'Alejandro GodinoThe most relevant changes in working time regulation in Europe in 2019 and 2020 addressed challenges arising as a result of the COVID-19 pandemic. Most focused on short-time working schemes, on approaches to teleworking for those able to work from home and on regulations to ensure the safe provision of essential services. In 2020, the average collectively agreed working week in the EU stood at 37.8 hours. Across the sectors analysed in the report, the collectively agreed normal working week was shortest in public administration (38 hours) and longest in transport (39.2 hours). Paid annual leave entitlement (taking into account those set through collective bargaining) stood at an average of 24.5 days across the EU. Key topics for discussion in all Member States during the COVID-19 pandemic included dealing with the impact of changes in working hours on different groups of workers and the role of working time in supporting economic recovery and job creation