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“Doing nothing would damage our welfare and wellbeing. Potential actions: Activating long-term unemployed (90,000 people in Flanders), but also the (re)employment of inactive groups. We have to train them in the skills of the 21st century – collaboration, digital skills, etc. – to ensure they can work longer and be motivated to do so.

“By 2030, 80,000 Walloon employees will have to have changed their job or position. This will require reorientation for about half this number. It is, therefore, essential to research the evolution of professions by specialists, especially company managers, sectorial representatives, etc. by bringing them together to discuss their points of view.” The defined skills can subsequently be converted into training programmes. One of the main instruments to realise this approach is competence centres where the knowledge of companies and industries are transferred to others

Actiris has implemented a series of measures related to “positive migration”.  “Brussels’ main trump card is superdiversity,” says Grégor Chapelle. “We have to use the skills of migrants to conquer the shortages forecasted by the study.” 5000 people may be affected.

Grégor Chapelle sees the widespread pension gap in Flanders as an opportunity for people looking for work in Brussels.  The only condition is understanding Dutch. Actiris wants to stimulate people in Brussels to learn Dutch to find work more easily within the Flemish labour market: 5000 people may be affected. This is why Actiris has implemented a proactive policy: intensive collaboration with the VDAB in Brussels, language cheques, a new e-learning website (brulingua) open to all people living in Brussels, a communications campaign, etc.

The companies will draw up a charter of the industry commitments. 3500 people may be involved.

In the light of the analyses of the Shaping the future of work study, companies active in metal processing will set up training programmes adapted for technical profiles. This will involve 1000 people.

To meet the growing demand within the NRB itself and its subsidiaries, but also to address the shortage of ICT talent in our country, the NRB group is launching a first training module on Java development for job seekers. This is a technology that, in the context of increasing digitisation, is now in high demand on the labour market. From among the applications, 12 trainees were selected to participate in the first 9-month training cycle.

In order to overcome the shortage of IT profiles, Cegeka has set up two programmes.
Switchfully wants to turn people with little or no IT knowledge into efficient and enthusiastic software developers. The ambition of switchfully is to start 3 classes of about 12 people this year. A growth plan is being developed to train more people.
Switch to IT Business Consultancy. The latter aims to turn ERP experts into consultants, in contact with the needs of different customers. The goal is to train, support and integrate 5 people per year.

In response to the Shortage Punch initiative of the Walloon employment agency Forem, Atos has asked the Technocité and Technobel competence centres to train 24 job-seekers who want to tackle the challenges of digitisation. Atos is committed to recruit 80% of the participants by the end of this training.

The ‘DevOps – Move to Digital’ course covers both theory and practice and is given at Technocité and Technobel. An internship of 9 weeks at Atos itself is also on the program. This immersive approach offers trainee jobseekers the opportunity to put their skills into practice, but also to get a feel for the way the company works.

The four French-speaking competency centres (Technicity.brussels, Technifutur, TechnoCampus and TechnoCampus TIC) reach more than 38,000 people covering the three Be The Change strategies: further training for 18,600 people (employees, students and teachers), retraining for 5,600 jobseekers and employability or outreach for 14,000 jobseekers, children, teenagers and others.