In 2023, the Arnhem-Nijmegen Region Human Capital Agreement was signed in collaboration with 25 partners. Much has been achieved since then, notes Renate Bouwman, Labour Market Strategist at The Economic Board, with satisfaction. But she is by no means resting on her laurels. In her view, we are also missing out on opportunities in the region.
Since the signing of the Arnhem-Nijmegen Region Human Capital Agreement, many steps have been taken, says Bouwman. “We have set up a programme team with Adam Galijasevic as programme manager and appointed coordinators for the various sectors. Together with our partners, we have also secured one million in co-funding.”
She lists a number of concrete results. “We have contributed to the creation of the ASM Student Festival, where students from vocational and higher vocational education in the Lifeport Arnhem-Nijmegen region can connect with companies. The Labour Match Platform has also been launched, where companies collaborate to attract talent. Through the Semicon Talent Plan, we are investing in attracting, training and retaining the people who will make tomorrow’s chip technology possible. And last month, the Energy Talent Plan was launched with partners such as Connectr, SEECE, Alliander, Elaad and TenneT. Yes, I’m very pleased with the progress I’m seeing and the initiatives that are emerging. It all contributes to a strong labour market.”
A sound regional approach is essential, she explains. “The Lifeport region focuses on the transitions in the energy, healthcare and high-tech sectors. But it is precisely in these sectors that there will be a talent challenge as we move towards 2030. Tens of thousands of people will be needed there.”
Important accelerator
The Human Capital Agreement is about lifelong development, attracting and retaining talent, and utilising untapped labour potential. According to Bouwman, this last aspect could well be a key catalyst for the region. “We mustn’t labour under the illusion that we can still attract and train tens of thousands of people in this region. And even if we did manage that, where would they live? My argument is that we should also focus on the potential that is already here.” She prefers to use a different term for this rather than ‘untapped labour potential’. “Let’s call it what it is: hidden capital.”
That hidden capital is greater than you might think, she explains. “Around thirty per cent of employees indicate in surveys that they have more knowledge and skills than are required for the work they currently do. That therefore represents underutilised potential in the region. Some of them are open to other roles or projects, perhaps even in a new sector. In addition, there is untapped potential: people who are currently out of work but who could work under certain conditions. There are also asylum seekers who are keen to work and part-time workers who want to work more hours. Finally, there are people whose jobs may well disappear, for example due to digitalisation and AI. That potential can be re-utilised. Perhaps, at the same time, we also need to have a discussion about what we consider to be meaningful work. Some jobs contribute more to the region’s overall prosperity than others.”
Filling shortages in key sectors starts with education, she points out. “For example, there are good initiatives to introduce pupils to technology at an early age. It also works well when employers make it clear from the outset that there are job guarantees in certain sectors for people with specific qualifications. It is important that businesses, the education sector and the government work together on initiatives of this kind.”
Focus on skills
A skills-based approach, with a focus on skills rather than diplomas, contributes to a healthier labour market, according to Bouwman.
"Companies would do well to put the focus in vacancies on 'can you learn it?' rather than 'can you do it?'."
Bouwman advises companies to just start. "First map the potential of your people. What skills do you already have in-house and how can you perhaps use them more intelligently?" She says it is mainly about looking at talent differently.
