European Social Forum: Europe’s Skills Agenda Needs a Stronger Managerial Voice

The 2026 edition of the European Employment and Social Rights Forum brought together policymakers, social partners, industry representatives and labour market experts in Brussels to discuss how Europe can sustain growth while protecting its social model.

Some of the discussions made it clear that the managerial perspective needs to be more clearly represented in the European debates on skills, job quality and industrial transformation.

Leaders and managers operate at the point where European policy ambitions meet operational reality. They identify skills needs, organise teams, integrate new technologies and guide organisational change.

The discussions during the forum reflected challenges that managers already confront in their daily work, particularly in relation to skills recognition, workforce development and the organisation of quality jobs.

The opening fireside chat between DG EMPL Director General Mario Nava of the European Commission and Ylva Johansson focused on the human dimension of skills policies. Nava stressed a point that framed the wider debate: skills cannot exist without a person. Skills policy therefore needs to recognise individuals and the environments in which they work and develop.

A practical challenge mentioned during the discussion concerns the fact that many employers do not fully understand the skills present in their own organisations.

In numerous workplaces competencies remain invisible because internal recognition systems are weak or incomplete. This situation can lead to missed opportunities in productivity, innovation and internal mobility.

Johansson referred to the Swedish approach to lifelong learning as an example of how systems can encourage continuous skill development.

In Sweden employees can return to education after several years in the labour market, with costs shared between employers and public authorities. The model supports both professional development and economic competitiveness. (see the full article on how the Swedish Social Dialogue model works [+])

The conversation also underlined that education cannot remain disconnected from the labour market. Skills development increasingly requires a holistic environment in which educational institutions, employers and public authorities cooperate more closely.

Technological and economic transformations are accelerating, and workers cannot stop learning once they enter employment.

The debate also touched on the broader issue of human capital in Europe (see the latest adoption of the Council of the European Union here [+]). Participants noted that human capital should be better used across the continent and increasingly treated as a common good, rather than only as an individual or organisational resource. Recognition systems within companies play an important role in this process.

Job quality formed the central theme of the following session titled The Power of Quality Jobs – Europe’s Path to Sustainable and Inclusive Growth. Speakers from organisations such as the OECD, European agencies such as the Eurofound, or social partners such as SMEunited and industriAll Europe discussed how working conditions influence productivity, competitiveness and social cohesion.

Around 55% of workers in Europe consider their jobs physically demanding or stressful.

Job creation alone is not sufficient if working conditions undermine wellbeing and long term employability.

Concerns about stagnating wages and rising living costs were raised during the discussion. Job insecurity remains a reality in several sectors.

At the same time speakers highlighted the connection between job quality and economic performance. Stable working environments, opportunities for training and effective management practices support productivity and employee engagement.

Predictable and stable business conditions remain an essential factor for investment and workforce development.

Research from Eurofound also illustrated how work organisation is evolving.

Approximately one third of jobs in the European Union can be carried out remotely. Hybrid work arrangements increasingly appear as a feature of quality employment. Offering employees flexibility and choice is increasingly associated with responsible and modern management.

Artificial Intelligence also featured prominently in the debate. Evidence presented during the session showed that four out of five European workers report that AI has improved their productivity, while seven out of ten say that AI increases their engagement with their work.

At the same time participants highlighted risks linked to excessive monitoring through digital technologies.

An important observation was made during the discussion: “AI is not firing people.”

The forum also explored how skills policies support Europe’s industrial transformation through initiatives such as the Pact for Skills and the Clean Industrial Deal.

Representatives from renewable energy, advanced manufacturing and steel discussed workforce challenges linked to the green transition.

By 2030 the renewable energy sector alone may require between one and four million additional workers. Key industrial value chains include batteries, solar energy and green hydrogen.

Another important point highlighted during the discussing was that “AI technical knowledge without circularity does not add any value.” Combining digital expertise with circular economy principles and resource efficiency is needed.

Industrial speakers also emphasised the importance of sector specific strategies. Companies such as Celsa Group are developing production processes based on recycled materials, including scrap from vehicles.

Strengthening circular production within Europe can reduce dependency on external markets while supporting decarbonisation objectives.

Irene Garcia Martinez

Corporate Innovation Manager, Celsa

Another challenge discussed during the session concerns the scale and speed of workforce transformation. In sectors such as solar energy, around 50% of today’s installers require additional training in order to adapt to new technologies.

Participants emphasised the importance of accelerating training programmes and developing more standardised approaches across countries.

Speakers also discussed the potential of a Digital Skills Wallet allowing workers to carry verified skills across companies and sectors. Such tools could improve mobility within the labour market and simplify recruitment processes for employers.

Experts from SolarPower Europe underlined the importance of data in workforce planning. Skills observatories and labour market intelligence help organisations anticipate emerging needs and design training programmes accordingly.

The debate also addressed the concept of just transition. In many cases the transition concerns movement from one job to another rather than between sectors alone. Anticipation therefore becomes essential.

Understanding how technologies evolve, mapping future job profiles and engaging human resources departments more actively in skills development are key components of this process.

Participants also recognised the human dimension of rapid economic transformation. One intervention captured the concern clearly: “The toll on us as human beings is that the changes we are facing should not be underestimated.”

Technological and industrial changes are happening at increasing speed, while individuals and organisations often need more time to adapt.

Skills development, quality jobs and industrial transformation are closely interconnected.

Within this framework, managerial experience offers an operational perspective on how policies translate into organisational practice.

Strengthening that perspective within European discussions contributes to more realistic and effective approaches to Europe’s evolving labour market.