Championing the skills revolution : evidence on bridging skills gaps through vocational education and training in the green and digital transition : Cedefop highlights 2021-22.
Date: 2022-01-31
Institutions: Cedefop
Subjects: Cedefop, adult education, digital transformation, green economy, labour market, manpower needs, professional qualifications, vocational training

BRIEFING NOTE

CHAMPIONING THE SKILLS REVOLUTION

Evidence on bridging skills gaps through  
vocational education and training in the green  
and digital transition: Cedefop highlights 2021-22 

A  high-profile  visit  to  Cedefop  in  2021  emphasised 
the crucial role of vocational education and training 
(VET) in the EU’s post-pandemic recovery. The joint 
visit  by  European  Commission  Vice-President  Mar-
garitis Schinas and European Commissioner for Jobs 
and Social Rights Nicolas Schmit reaffirmed the sig-
nificance of Cedefop’s research and policy support. 
‘Cedefop is at the heart of European Union efforts to 
forge  new  skills  and  bridge  the  important  skill  gap 
that the pandemic has revealed’ said Vice-President 
Schinas addressing Cedefop staff.

SCALING UP SKILLS INTELLIGENCE 
FOR BETTER POLICIES AND PRACTICE 
Having  sound 
is  a 
information  and 
investment 
for  optimising  countries’ 
prerequisite 
in  skills.  To  know  which  skills  are  required  at  which 
levels, in which areas, for whom, and how, is crucial. 
For  this  purpose,  Cedefop  has  been  stepping  up  its 
skills intelligence work.

intelligence 

BOX 1. 

SKILLS INTELLIGENCE: MUCH MORE THAN  

JUST INFORMATION 

As a compass devised by Cedefop, skills intelligence 
is the outcome of an expert-driven process of  
identifying, analysing, synthesising and presenting  
quantitative and/or qualitative information to  

anticipate labour market and skills trends. It helps to:
   pinpoint demands in the labour market;
   assess current and future skill needs;
   address skill gaps and mismatches;
   adapt education and training policy and provision;
   provide  customised  education  and  career  guidance  and 

counselling.  

Source: Cedefop.

A  high-level  virtual  conference  in  2021,  followed 
by  a  series  of  thematic  workshops,  kick-started  Ce-
defop’s next generation skills intelligence activities. It 
provided new insights into skills intelligence in the con-

text  of  megatrends  –  digital,  green,  demography  and 
others – and showed how to maximise its potential for 
policy. Engaging stakeholders, prior to and throughout 
the events, helped to identify gaps and obstacles for 
strengthening  skills  intelligence.  Discussions  focused 
on priority areas in the pursuit of making next-genera-
tion skills intelligence more contextualised, timelier and 
more relevant to sectors, businesses and people. 

Cedefop released new and updated information for 
the event: new data in its real-time labour market infor-
mation platform, SkillsOVATE, which analyses millions 
of online job advertisements in all EU Member States; 
a set of research findings; and hands-on information, 
authored together with EU and international organisa-
tions, on how big data can be used for skills policy.

Commissioner  Schmit  stressed  that  ‘Cedefop’s 
work is extremely important since we will need to know 
what skills will be necessary in various growing sectors 
and various regions.’ 

GOING GREENER RELIES  
ON SKILLS
Cedefop has been exploring trends towards a green-
er  and  more  sustainable  economy  and  its  implica-
tions for VET for over a decade. 

To  illustrate  the  implications  of  the  Green  Deal, 
Cedefop  developed  a  skills  forecast  scenario.  Job 
growth  is  expected  in  greening  sectors,  such  as 
electricity and water supply, waste management and 
construction,  while  decline  will  accelerate  in  mining 
and quarrying. A cascade of indirect employment ef-
fects will be felt in many sectors including services. 
In most others, employment is likely to be redirected 
towards greener production without leading to signif-
icant net employment change.

The  green  transition  drives  skills  and  training 
needs in all sectors and achieving the objectives of 
the  Green  Deal  does  not  rely  only  on  high-skilled 
workers.  The  scenario  results  identify  employment 

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gains for almost all occupational categories, includ-
ing middle-skilled ones and elementary occupations. 
The green transition has the potential to alleviate pro-
gressive job polarisation.

While  our  scenario  provides  a  model-driven,  al-
beit imprecise, image of a greener future, it can help 
shape  future-oriented  VET,  employment  and  skills 
policies. 

Cedefop’s new Green Observatory, to be launched 
in 2022, will generate new insights by blending infor-
mation from different data sources. It will draw on the 
Agency’s  real-time  labour  market  analysis  on  green 
jobs and skills, the sectoral foresights, the skills fore-
cast and results from several studies.

It is essential to understand how VET can help cit-
izens and enterprises joint efforts to shape and man-
age the ‘new green paradigm’, as well as becoming 
greener  itself.  This  was  a  clear  message  from  the 
Agency’s  skills  intelligence  conference,  with  similar 
questions at the core of the Cedefop-OECD sympo-
sium on apprenticeships for greener economies and 
societies in 2021. Apprenticeships allow young peo-
ple to acquire occupation-specific ‘green’ skills and 
more  general  sustainability  competences;  but  they 
also cater for adults who need to move from declin-
ing sectors to new jobs.

Discussions  demonstrated  how  apprenticeships 
can  be  best  designed  for  emerging  green  occupa-
tions  and  changing  jobs  involving  all  stakeholders, 
particularly  social  partners  and  professional  bodies. 
With their dual learning venues, apprenticeships en-
able  faster  reflection  of  changes  in  production  pro-
cesses and technologies in learning outcomes.

These  reflections  were  timely  in  view  of  the  new 
framework, 
European  sustainability  competence 
to  which  Cedefop  contributed,  and  the  envisaged 
Council Recommendation. 

‘Apprenticeships,  if  designed  well,  bring  about 
green innovation, green mindsets and green ambas-
sadors’ according to Professor Gonon of the Univer-
sity of Zurich. His view of apprentices as ‘greeners’ 
fits Cedefop’s vision of proactive VET that is not sim-
ply responsive but empowers learners to shape the 
future.

A FRESH LOOK AT LONG-TERM 
MOBILITY FOR APPRENTICES 
While  greening  apprenticeships  is  a  comparatively 
new  theme,  raising  the  share  of  apprentices  in  the 
Erasmus+ generations has been on the agenda for a 
long time. However, stays abroad in apprenticeships 
are  still  limited.  Long-term  mobility  is  a  particular 
challenge for apprenticeships due to the specificities 
of blending education and employment. 

The  2020  policy  framework  has  re-emphasised 
mobility in VET as one of the priorities and raised the 
previously set target. With the current Erasmus+ cy-
cle, mobility opportunities for VET learners have dou-
bled.  Against  this  backdrop,  Cedefop  conducted  a 
study  to  identify  obstacles  to  long-term  apprentice 
mobility.  It  shows  that  there  is  a  long  way  to  go  to 
create  demand,  among  employers  and  apprentices 
and  their  parents.  The  best  way  forward  is  at  sec-
toral level, and using short-term mobility as stepping 
stones for the long-term option. 

The report and the accompanying suggestions for 
policy-makers informed the dedicated French Presi-
dency event in the context of the 35th anniversary of 
the Erasmus+ programme.

FOCUSING ON  
MICROCREDENTIALS
Many  see  considerable  potential  in  microcreden-
tials as a tool to support up- and reskilling within the 
EU’s recovery measures, along with their focus on a 
green, digital and just transition. They are considered 
as a new way for people to ‘stack’ learning in a flex-
ible  way  according  to  their  needs.  This  is  reflected 
in the 2020 EU Skills Agenda and VET Recommen-
dation. Given the variety of providers and formats in 
which microcredentials are offered, and the lack of a 
common  definition  and  standards,  the  Commission 
has proposed a common EU approach. 

As related research in this area has mainly focused 
on higher, academic education, Cedefop has taken a 
closer look at the use of microcredentials in and for 
labour market-related learning. This has been the first 
step in a comprehensive study. Interim findings were 
discussed  at  a  Cedefop  conference  in  2021,  which 
demonstrated the global appeal of this theme and re-
lated concern. 

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BOX 2.  MICROCREDENTIALS FOR VET AND LABOUR MARKET  

LEARNING

Uncertainty  among  VET  stakeholders  about  the  name  and 
function  of  microcredentials,  as  well  as  questions  of  trust: 
these study findings kicked off the debates at Cedefop’s con-
ference in November 2021. 
The  event  took  a  global  perspective  on  microcredentials  as 
independent building blocks in national and international skills 
strategies. With 240 participants from 40 countries, it was a 
world-spanning audience. Speakers included representatives 
of the European Commission, the European Students’ Union, 
the OECD, UNESCO and the ETF. Participants agreed that mi-
crocredentials can be tools to:
   give  visibility  to  the  outcomes  of  short  and  on-demand 

learning experiences; 

   give value to such learning, knowledge, skills and compe-

tences; 

   encourage  learning  and  motivate  individuals  to  develop 

from a lifelong and life-wide perspective.

From the European perspective a ‘quality seal’ is seen as im-
portant to strengthen trust in such credentials. 
A major aim will be to understand whether we are observing 
a  revolution  in  the  way  learning  is  being  valued  or  whether 
microcredentials are just a new name for something that has 
existed all along in different shapes and guises.
Continuing its contribution to the debate in 2022, Cedefop will 
examine: 
   if partial qualifications and module certificates can be con-

sidered microcredentials;

   whether  microcredentials  need  to  be  included  in  formal 

qualifications systems and how they (would) fit in;

   how they operate in the labour market.

Work  to  understand  better  the  role  of  microcre-
dentials in helping people accumulate learning across 
VET,  sectors,  industries,  borders  and  lifespans  will 
continue  throughout  2022.  It  will  be  supported  by 
a  sounding  board  with  members  from  Cedefop’s 
tripartite  Management  Board.  With  this  research, 
Cedefop  contributes  to  preparations  for,  and  sub-
sequently,  the  follow-up  of  the  forthcoming  Council 
Recommendation.

STIMULATING ADULT LEARNING 
SUPPORT 
An advisory group of Board members also accom-
panies Cedefop’s work to support the Commission’s 
initiative  on  individual  learning  accounts.  These  are 
one  of  the  financial  instruments  for  adults  and  en-
terprises to engage in training activities presented in 
the forthcoming update of the Agency’s comprehen-
sive  online  database.  The  interplay  of  financial  and 
non-financial incentives supporting training activities 
in micro, small and medium-sized enterprises will be 
discussed in a publication to be released in 2022. Its 
findings will inform a policy learning event for Mem-
ber States and social partners. 

It takes coordinated approaches, rather than sin-
gle  measures,  to  make  support  policies  for  CVET/

adult  learning  more  effective.  Practising  what  it 
preaches, Cedefop has reinforced the links between 
its  work  on  financing  VET/adult  learning,  lifelong 
guidance, and validation of non-formal and informal 
learning.  We  are  cooperating  with  the  Commission 
to  help  prepare  the  updated  guidelines  on  the  last, 
which will be released in 2022, and the next Europe-
an validation festival. 

Working  towards  comprehensive  lifelong  guid-
ance  systems,  many  EU  Member  States  have  been 
integrating  advanced  skills  intelligence  resources. 
They have also been linking public employment ser-
vices,  enterprises  and  education  providers  to  users 
looking for work or learning opportunities. 

Closely  collaborating  with  its  CareersNet,  Cede-
fop  has  been  monitoring  the  development  of  these 
systems,  particularly  the  broad  introduction  of  ICT-
based services. Updating of systems and practices is 
under way. In 2021, work focused on guidance prac-
titioners’ changing roles, (digital) competences, skill 
needs  and  continuous  professional  development. 
The work will result in the release of first insights into 
Member  States’  efforts  in  investing  in  career  guid-
ance for adults; and a proposal of shared minimum 
standards  for  monitoring  and  evaluating  lifelong 
guidance systems and services. 

These  support  measures  matter  specifically  in 
coherent upskilling pathway policies. Reviewing ap-
proaches  in  France  and  Italy  to  empowering  adults 
through upskilling pathways has been a further step 
in  implementing  the  related  Council  Recommenda-
tion. How to encourage employers to invest in inclu-
sive  skills  development  was  one  of  the  main  ques-
tions discussed at the Agency’s joint seminar with the 
Slovene Presidency. Evidence from our research and 
analyses  contributed  to  their  conference  and  their 
work towards the renewed agenda for adult learning. 

PARTNERSHIPS FOR ADDED VALUE 
Joint  commitment  and  cooperation  have  under-
pinned the systematic approach to working on com-
mon  priorities  for  VET  initiated  20  years  ago.  From 
the outset Cedefop has contributed to this joint effort 
by Member States, associated and candidate coun-
tries, European social partners and the Commission. 
Work in 2021, the first year of the new VET policy cy-
cle, was dedicated to shaping a revamped approach 
suited  to  the  new  policy  context  and  our  extended 
mandate to monitor the VET Council Recommenda-
tion  and  the  Osnabrück  Declaration,  together  with 
ReferNet and the ETF. 

With the national VET policy implementation plans 
ante portas, the new approach will be put to test and 
help define the further scope of the work. Cedefop’s 

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evidence  on  policy  developments  will  inform  the 
Commission’s follow-up of countries’ recovery plans 
and its work in overall economic coordination.

Pooling  resources  and  expertise  translates  into 
more effective services, as our collaboration with Eu-
rostat and Eurofound on skills intelligence and mis-
match  demonstrates.  Providing  effective  services 
and relevant products also means listening to users’ 
needs and tapping their expertise. As in the preced-
ing years, Cedefop will again engage with the Europe-
an Commission, governments and social partners at 
critical junctures of its research and policy analyses. 
Close cooperation with ReferNet and other thematic 
networks, with researchers, experts and practitioners 
reinforces the relevance of our work.

INTERACTING WITH THE VET  
COMMUNITY
Conducting  forward-looking  research  and  generat-
ing  up-to-date  and  sound  evidence  on  VET,  skills 
and  qualifications  is  not  enough.  Results  and  find-
ings need to be communicated to the VET and skills 
community, too. 

Our  new-generation  web  portal,  launched  in  au-
tumn  2021,  empowers  users  to  interact  with  our 
online content in new ways to suit their needs. The-
matic  entry  points,  reflecting  our  strategic  vision  of 
VET, compile related data and content across Cede-
fop’s portfolio. This approach is supported by access 
points to national VET systems and statistics, which 
help  contextualise  the  information.  User-friendly 
dashboards,  online  tools  and  target-group-specific 
data  visualisations  complement  the  easy  access  to 
publications  and  events,  country-specific  findings, 
statistical overviews and indicators, and news, vide-
os and podcasts.

CEDEFOP: AGILE AND RESILIENT
The commitment to the green agenda does not end 
with our core business: we also walk the talk as an 
organisation. Drawing on the lessons learned during 
the  pandemic,  we  will  opt  for  a  mix  of  online,  hy-
brid  and  physical  events  in  the  future.  This  way  we 
will  achieve  two  aims  at  once:  lowering  Cedefop’s 
pre-pandemic  environmental  footprint;  and  cutting 
mission and meeting expenses by about half in 2022 
for  the  benefit  of  our  core  business.  Further  slim-
ming  down  print  publishing  and  investing  in  meas-
ures  to  improve  energy  efficiency  and  reduce  CO2 
emissions  are  key  elements  of  what  will  become  a 
comprehensive  strategy  towards  achieving  climate 
neutrality by 2030. 

This also shows that Cedefop is fully committed 
to the EU agencies’ joint priorities to act as forerun-

ners for sustainable management and role models for 
administrative excellence. Further investment in new 
technologies to digitalise our work processes and the 
use  of  shared  services  with  other  EU  agencies  and 
institutions are key pillars of our strategy for achiev-
ing efficiency gains. As throughout the pandemic so 
far, Cedefop will support its staff to minimise health 
risk and ensure resilience and wellbeing while main-
taining business continuity.

BOX 3. 

CEDEFOP IN FIGURES

Documents citing Cedefop work:

EU
International organisations   

195 (+18%)
125

Contributions to meetings informing
policies and implementation  

140

Citations in academic literature

988 (+3.5%)

Publication downloads

518 000

Satisfaction with Cedefop events

98%

Web portal visits

+23%

Social media followers:

Facebook
Twitter
LinkedIn 

Establishment plan posts filled

Budget implementation

Environmental indicators:

16 730 (+8%)
11 570 (+11%)

5 650

97%

100%

CO2 emissions (ton)
Paper consumption 

645 (-3.22%)
-58.15%

NB: preliminary figures; changes relate to 2020. 
Source: Cedefop’s performance measurement system.

Briefing note – 9164 EN
Cat. No: TI-BB-22-001-EN-N
ISBN 978-92-896-3297-3, doi:10.2801/886
Copyright © European Centre for the Development of Vocational  
Training (Cedefop), 2022. Creative Commons Attribution 4.0 International.

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