The events of recent years such as the recent pandemic, the Ukrainian-Russian crisis, demographic and environmental changes, the industrial revolution, digitalisation, artificial intelligence and globalisation have profoundly affected European countries economically, transforming the labour market in terms of the nature of work, occupations and required skills. All this has brought new challenges that have highlighted the lack of workers with appropriate skills, the so-called skill mismatches and skill gaps. These are European phenomena that urgently need to be countered by involving not only training institutions, but also companies and workers' representatives at national and European level.
The EZA Seminar on “The Italian vocational training system and professions for the labour market", which took place from December 13th to December 15th 2023 in Milan/Italy and which was organised by FLC (Fondazione Luigi Clerici), was the perfect occasion for the necessary exchange and discussion on the chosen topic as it facilitated the involvement of key players from Italy and abroad. The seminar was organised in cooperation with EZA and financed by the European Union.
During the seminar, the speakers had the opportunity to illustrate the challenges that the vocational training system is facing and to share strategies with the aim to find together, through dialogue, practical and concrete solutions in order to cope with the new challenges (in particular skill mismatch and skill gaps).
The seminar was attended by 63 representatives of workers' organisations. The participants were from: Italy, Ireland, Bulgaria, Spain, Slovenia and Romania.
The following thematic areas were discussed:
- New perspectives of the vocational training system and its vertical line
- Business needs and new skills in the vocational training system
- The role of workers' organisations in reskilling and upskilling
- The importance of the business system for upskilling and reskilling
- The importance of accessibility in training
- The reorganisation and innovation of learning spaces
- New ways learning
- Flexibility in learning
Several results emerged from the round tables discussions and presentations:
Adaptation of qualification and requalification courses in Italy: there are numerous elements such as demographic aspects (ageing population), digitalisation, the so-called green transition and the internationalization of the markets which require an adaption of the vocational training systems: shorter training paths, definition and anticipation of training needs, flexibility and more accessible training also through scholarships, coverage of expenses, modular design (a good model is the Finnish system where, for example, vocational paths are customised, modules completed during a training pathway remain valid if a new pathway is undertaken, the obtaining of the diploma/qualification is subject to the completion of the foreseen modules and this entails flexible timeframes, not predetermined in advance).
In Italy, the collaboration of companies with the vocational training system needs be strengthened not only for the identification of needs, but above all for the co-design of training courses, for the updating of training standards and for the promotion of apprenticeships. Furthermore, a change within the corporate culture is needed: school-work alternation should be seen as an added value for companies and not as a burden, since it can contribute to the training of the future workforce. Therefore, it is necessary for companies to transmit passion for work and profession to students.
To counteract the shortage of skilled labour force, the German vocational training system offers, in addition to curricular apprenticeship opportunities, a dual training system that aims at training students with specific vocational skills. In addition, almost 50 per cent of German companies offer both internal and external training programmes in the field of continuous training.
During most of the speeches held by both the Italian and foreign speakers, the importance of transversal skills emerged in a world of work that is characterised by uncertainty, constant changes, and updates. It is recommended that attention needs to be paid to this type of skills as they are indeed 'transversal' and as such they can be applied regardless of the role, profile or context in which the person is working. Focusing on these skills will promote the development of a workforce capable of adapting to changes in a world that is certainly not static. This is based on the assumption that transversal skills, once honed, always remain relevant, unlike professional skills which require continuous updating. In other words, workers with soft skills are an added value for companies.
The importance of flexible learning (flexibility in learning) through digital tools which reduce the need for physical presence, which enable a larger number of participants (e.g. students from rural areas), which simplify learning through the use of online simulators, etc. was emphasised in several interventions. Likewise, these interventions did not forget to emphasise any barriers that may arise with flexible learning. These include: appropriate Internet connection, possession of a suitable ICT device, adequate work space, self-discipline, risk of isolation, credibility of the learning course, etc. For these reasons a tailor-made approach that considers the characteristics and needs of the individual is recommended.
Upskilling and reskilling must involve all age groups of workers and be the result of collaboration between companies and workers' organisations with the support from training providers. A good example is the Austrian model as the Austrian speaker explains: Austrian trade unions play a key role in the process since they are promoters and providers of courses.
Fondazione Luigi Clerici, especially thanks to the dialogue with the foreign speakers, was able to compare its training system with other European models. Although our system is extensively regulated at regional level, it is still possible to apply the methods and techniques proposed by the speakers, particularly regarding the following: flexible and accessible learning, expansion of our training offers to keep pace with the current needs of the labour market, further intensification of the dialogue with companies.
The Seminar was also an opportunity to bring together partners and organisations from all over Europe, allowing a direct comparison and exchange of ideas and best practices. All this fostered the immediate start of new virtuous collaborations between the participants.