Explanatory Memorandum to COM(2023)436 - European framework to attract and retain research, innovation and entrepreneurial talents in Europe - Main contents
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This page contains a limited version of this dossier in the EU Monitor.
| dossier | COM(2023)436 - European framework to attract and retain research, innovation and entrepreneurial talents in Europe. |
|---|---|
| source | COM(2023)436 |
| date | 13-07-2023 |
1. CONTEXT OF THE PROPOSAL
Researchers are the heart of the research and innovation system in Europe. There is a need to strengthen research careers to attract and retain talents and make the overall system stronger and more competitive. This is highly relevant to address the global and societal challenges Europe is confronted with, including the digital and green transition.
Since the launch of the European Research Area in 20001, there has been significant progress for researchers. However, there are still outstanding issues that require more targeted and effective measures.
The Commission Communication on ‘A New ERA for Research and Innovation’2 acknowledges that career development conditions to attract and retain the best researchers in Europe are necessary in the global race for talents, and that precarious employment, notably for early-career researchers has not adequately improved over the past years. It provides for a comprehensive approach towards research careers in Europe, through a toolbox of measures aiming at the recognition of the researchers’ profession and skills, the development of a Competence Framework for Researchers, enhanced mobility and exchanges between academia and industry, targeted training opportunities, and a one-stop-shop portal that researchers can access for a wide range of support services.
The Council Conclusions on ‘Deepening the European Research Area: Providing researchers with attractive and sustainable careers and working conditions and making brain circulation a reality’ of May 20213, pointed out at the need for more coordinated action at European level to overcome the existing challenges faced by researchers and to have adequate and sustainable research careers, stimulate balanced talents circulation, and make Europe an attractive destination for researchers. It is suggested to move towards a single and comprehensive framework, addressing all challenges related to research careers in all possible research employment domains.
The need to make research careers in Europe more attractive is underlined also by the Council Recommendation on a ‘Pact for Research and Innovation in Europe’ of 26 November 20214, and the ERA Policy Agenda annexed to the Council Conclusions on the ‘Future governance of the European Research Area’ of 26 November 20215, which includes an action to ‘4. Promote attractive and sustainable research careers, balanced talent circulation and international, transdisciplinary and inter-sectoral mobility across the ERA’. The action foresees the development of a European framework for research careers, and the creation or upgrade of existing instruments in support of research careers.
Across Europe, researchers often find themselves in a precarious position regarding employment and working conditions. This is particularly true for early-career researchers. While the researcher is usually employed by a university or research organisation, funding comes directly (through fellowships) or indirectly (through research projects) from national and international funding organisations. Researchers are usually on short term contracts funded through grants with no clear prospect of job stability.
Salaries, social protection and working conditions can vary significantly depending on the sponsoring funding body. The Human Resources Strategy for Researchers (HRS4R)6 tool has enabled employers and funders to put the principles of the Charter and Code for Researchers7 into practice. The Marie Sklodowska Curie Actions (MSCA)8 are promoting the Charter and Code, by making them a condition to participate in the programme. The Charter and Code, however, dates back to 2005 and needs to be revised to respond to the new reality and challenges, included but not limited to Open Science and gender equality. The revised version should also aim at a wider uptake beyond academia. The EURAXESS portals and services9 continue providing mobile researchers globally with essential practical information and access to job opportunities across Europe. The RESAVER10 pension scheme has helped but for the moment has limited coverage. There is scope to expand these services and tools.
There has been a lack of significant progress in supporting the transition of researchers to broader employment sectors outside academia, or towards the creation of own start-ups and innovation. One of the core reasons for the above-mentioned lack of progress is the current very narrow means of assessing researchers based on exclusively peer reviewed publications and very often the narrow metric of Journal Impact Factor. The consequence is to make researchers not willing to engage in activities such as open science, inter-sectoral mobility and entrepreneurship, citizen science and outreach as these activities will likely not be beneficial for an academic career. Also, this practice discourages interdisciplinary research due to the lack of journals with high impact factors.
Another factor that hinders career transition outside of academia is that most PhD candidates are trained in an exclusively academic environment. This form of academic apprenticeship leaves them ill equipped for alternative careers in other sectors. The UNESCO Science report 202111 states that there are some 8.85 million researchers worldwide. Since 2007, the number of researchers has risen by nearly 30%. China has overtaken the US (at 21.1% and 16.2% respectively). The EU remains the world leader for the number of researchers, with a 23.5% share. However, there has not been a similar increase in the number of academic positions and the reality is that only a tiny percentage of PhD graduates will find a job in the academic or public research sector. Therefore, they must look for employment outside these sectors12. In fact, given the small number of researchers that progress to become academics, it is academia that is the alternative career. As most researchers will not take up an academic career, they need to develop the skills to be employed in non-academic sectors or to establish own entrepreneurial activities.
There is still asymmetric mobility of researchers from East to West and South to North. Over the years there have been interventions, such as the possibility to use Cohesion Policy funds for research, or specific actions for Widening countries under the Framework Programmes for research and innovation13. However, while they have helped to induce a more balanced circulation of talent, these initiatives have not been sufficient to create longstanding effects.
While significant advances have been made regarding gender equality, there are still outstanding issues. There is a need to effectively address persisting gender inequalities in research careers – including gender pay gap, career progression, gender biases in assessment, work-life balance issues as well as gender-based violence, which all affect participation and career progression. Moreover, specific efforts are needed to address women’s under-representation in the science, technology, engineering and mathematics (STEM).
At a more fundamental level, the definition of the researcher needs to be revisited to ensure that it comprehends the wide range of career options. It must be acknowledged that beyond research, other activities play a significant role, such as teaching, supervision and mentoring, engaging with industry and society. Moreover, it must be recognised that high-level research and innovation requires the support of a multitude of research management roles, undertaken by researchers or other professionals.
Given the importance of research careers, framework conditions and support measures need to be accompanied by an adequate and regular monitoring system, allowing for the collection of relevant data that can support research and innovation stakeholders as well as policy makers.
• Reasons for and objectives of the proposal
The current proposal for a Council Recommendation aims at responding to concerns and recommendations raised by the Commission and the Council14 and implements one of the expected outcomes of action 4 of the ERA Policy Agenda, notably the development of a European framework for research careers. It provides the standards that can guide Member States, research organisations, funders and stakeholders in increasing stability and attractiveness of research careers. The objective is to retain European researchers, and make Europe an attractive destination for foreign talents.
A clear definition of ‘researcher’ is provided15, to allow for a proper recognition of the profession in Europe. It is also clarified that researchers can take up a variety of research professions in all relevant sectors, including academia, business, public administration, and the non-profit sector. The proposal recognises the multitude of research management roles undertaken by researchers or other professionals, underlining the importance of further analysis and alignment of these professions at European level.
Improving working conditions, ensuring a work-life balance, and countering precarity, including by limiting fixed-term contracts and fostering more sustainable funding mechanisms for research organisations, will be a fundamental element for more attractive research careers. This will be complemented by measures to ensure adequate social protection measures and the portability of pension rights beyond borders. A particular focus is placed on early-career researchers, with dedicated incentives.
A new Charter for Researchers will replace the 2005 Charter and Code for Researchers16, and will support the provision of good working conditions and research environments in relevant organisations. It will be a single document addressing simultaneously researchers, employers, funders and policy makers, and featuring a more streamlined number of principles17 to facilitate implementation in all sectors. The new Charter can be the opportunity to launch the process for the revision of the current implementation mechanism Human Resources Strategy for Researchers (HRS4R).
Strengthening researchers’ skills, notably transversal ones by making use of the European Competence Framework for Researchers (ResearchComp)18 and including with the support of micro-credentials19, will foster inter-sectoral mobility and a real flow of talents between sectors. This will underpin knowledge circulation, and help close the gap between researchers and the labour market demand for highly skilled talents.
Talent is at the core of innovation. Creating conditions to deliver and ensure a flow-through of highly skilled and resilient talents able to contribute to Europe’s recovery and competitive edge is key. This entails stronger ties between academia and industry, and an entrepreneurial and innovation culture, with talents able to take the ideas they develop to the market.
While fostering inter-sectoral mobility and all other forms of mobility20, and the creation of start-ups by researchers, the proposal acknowledges and rewards the different career paths, to make sure that their added value is adequately taken into consideration in relation to recruitment, career progression, and researchers’ assessment. This is complemented by the support for career advisory and support services, to help researchers find their most suitable path and foster career development.
The R1-R4 profiles for researchers introduced in 201121 are updated and complemented by examples of occupations for each level and across sectors to make researchers’ careers more comparable and interoperable across employment sectors and countries22.
The implementation of the new standards and recommendations will improve the overall national and European research and innovation systems, contributing to structurally addressing cases of unbalanced circulation of talents.
Support is provided for the implementation and further development of existing and new tools in support of research careers (e.g. EURAXESS, RESAVER, ResearchComp). They will all find place in the upcoming ERA Talent Platform, a one-stop shop for researchers providing support also for research organisations.
A research careers observatory will allow for the monitoring of the implementation of the current proposal, by collecting indicators on the different aspects covered. On the basis of this data, stakeholders and policy makers at national and European level will be able to take evidence-based action.
• Consistency with existing policy provisions in the policy area
Contents
- The current proposal is consistent with existing policy provisions, notably:
- The current proposal is consistent with other Union policies, notably:
- The main elements that emerged from the consultation of stakeholders in the context of the study can be summarised as follows:
- On the basis of these elements, the main recommendations resulted to be in relation to the need for:
- The main findings of the study can be summarised as follows:
- The Commission Communication on a ‘European Skills Agenda for sustainable competitiveness, social fairness and resilience’, adopted on 1 July 202023, which underlines that researchers are at the forefront of science and innovation, and that they need specific sets of skills to have successful careers within and outside academia. Among others, the Skills Agenda foresees the definition of a taxonomy of skills for researchers, the development of a European Competence Framework for Researchers, and support for equipping researchers with the skills needed for inter-sectoral mobility. The first flagship action of the Skills Agenda, the EU Pact for Skills, supports upskilling and reskilling through collaboration between industry, education and training providers, social partners and public authorities in large-scale skills partnerships.
- The Commission Communication on ‘A European Strategy for Universities’24, adopted on 18 January 2022, which foresees the development of a framework for research careers, in synergy with a European framework for attractive and sustainable careers in higher education.
- The Commission Communication on ‘A new European Innovation Agenda’, adopted on 5 July 202225, acknowledges that innovation depends on the successful nurture, attraction and retention of talented individuals and a diverse array of skills, and underlines the importance of inter-sectoral mobility.
- The Council Recommendation on ‘The guiding principles for knowledge valorisation’26, adopted on 2 December 2022, aims to adopt a common line on policy principles and measures for national, regional and local policy makers to maximize the transformation of research and innovation results into solutions that benefit society. Among others, the Guiding Principles promote a framework to support the development of skills and capacities, a system of incentives, and metrics, monitoring and evaluation.
• Consistency with other Union policies
- The European Pillar of Social Rights, proclaimed by the European Parliament, the Council and the Commission in November 2017 and setting essential principles and rights for fair and well-functioning labour markets and welfare systems in the 21st century, and related Union provisions in the field of working conditions and social protection, including the Commission Communication on ‘An initiative to support work-life balance for working parents and carers’27 adopted on 26 April 2017; the Directive on ‘Transparent and predictable working conditions in the European Union’28, and the Directive on ‘Work-life balance for parents and carers’29, adopted on 20 June 2019; the Council Recommendation on ‘Access to social protection for workers and the self-employed’30, adopted on 8 November 2019. The Council Recommendation on Access to Social Protection, in particular, aims at ensuring that both workers and self-employed, under comparable conditions, can adhere to social security systems, build up and claim adequate entitlements, easily transfer social security entitlements from one job to the next, and have transparent information about their social security entitlements and obligations.
- The Commission Communication on ‘Attracting skills and talent to the EU’31, adopted on 27 April 2022 , recognises the importance and the need for the EU to become more attractive for talent from around the world. In this context, the Students and Researchers Directive32 and the recent revision of the EU Blue Card Directive33 contribute to these objectives by making it easier and more attractive for researchers and highly skilled workers to come to the EU, and by promoting the circulation of knowledge and skills by moving between Member States through enhanced intra-EU mobility rights.
- The Commission Communication on ‘Harnessing talent in Europe’s regions’34, adopted on 17 January 2023, focusing on the challenges of the talent development trap in the EU regions linked to the demographic decline, stagnating share of tertiary education population, and significant departure of young people.
2. LEGAL BASIS, SUBSIDIARITY AND PROPORTIONALITY
• Legal basis
The legal bases for this initiative are Articles 182(5) and 292 TFEU. In accordance with Article 292 TFEU, the Council can adopt recommendations and it will act on a proposal from the Commission in all cases where the Treaties provide that it must adopt acts on a proposal from the Commission.
In accordance with Article 179 TFEU, the Union will have the objective of strengthening its scientific and technological bases by achieving a European research area in which researchers, scientific knowledge and technology circulate freely, and encouraging it to become more competitive, including in its industry, while promoting all the research activities deemed necessary by virtue of other Chapters of the Treaties.
In accordance with Article 181 TFEU, the European Union and the Member States have to coordinate their research and technological development activities to ensure that national policies and EU policy are mutually consistent. In close cooperation with the Member States, the Commission may take any useful initiative to promote this coordination, in particular initiatives aiming at the establishment of guidelines and indicators, the organisation of exchange of best practice, and the preparation of the necessary elements for periodic monitoring and evaluation. The European Parliament must be kept fully informed.
Article 182(5) TFEU opens up the possibility of complementing the activities planned in the multiannual framework programme by allowing the European Parliament and the Council, acting in accordance with the ordinary legislative procedure and after consulting the Economic and Social Committee, to establish necessary measures for implementing the European Research Area.
• Subsidiarity (for non-exclusive competence)
Researchers and research careers have specific challenges and needs, such as the recognition of the profession and common definitions at Union’s level of ‘researcher’ and of the research professions to foster interoperability and comparability across Member States and sectors; a common understanding of the set of skills needed by researchers; the promotion of a balanced geographical, inter-sectoral and inter-disciplinary mobility; an improved and coordinated system for career development, progression and the assessment of researchers; Union’s support instruments for research careers, including a comprehensive European monitoring system. These needs for their nature can only be achieved effectively by an initiative at Union level.
The Commission has taken action in the past, notably with the Commission Recommendation of 11 March 2005 ‘on the European Charter for Researchers and on a Code of Conduct for the Recruitment of Researchers’35, however a new updated initiative is necessary to respond to new challenges and the new context.
The Council called on the Commission to take action in the Council Conclusions of 28 May 2021 on ‘Deepening the European Research Area: Providing researchers with attractive and sustainable careers and working conditions and making brain circulation a reality”, and in the ERA Policy Agenda annexed to the Council Conclusions on the “Future governance of the European Research Area’ of 26 November 2021. The Council Recommendation on a ‘Pact for Research and Innovation in Europe’ of 26 November 2021 includes research careers and the mobility of researchers, together with research assessment and a reward system, as important fields of action in the context of the priority areas for joint action by the Union and Member States in support of the European Research Area.
It should also be considered that such an initiative is of paramount importance to make research careers in Europe more attractive, contributing in a decisive way to the objective of retaining research talents in Europe, and of making it an attractive destination for foreign talents.
• Proportionality
The present proposal is in conformity with the principle of proportionality as provided for in Article 5 i of the Treaty on European Union. Neither the content nor the form of this proposed Council Recommendation exceed what is necessary to achieve its objectives. The commitments Member States will make are not of a binding nature, and each Member State remains free to decide on which approach to take.
3. RESULTS OF EX-POST EVALUATIONS, STAKEHOLDER CONSULTATIONS AND IMPACT ASSESSMENTS
• Stakeholder consultations
This proposal is based on evidence gathered and input received in the context of studies contracted by the Commission, which involved extensive interactions with stakeholders.
The study ‘Taking stock, evaluating the achievements and identifying the way forward for the ERA Priority 3 policy measures’ published in December 202136, took stock of the existing policy measures in support of the former ERA priority ‘An open labour market for researchers’, notably the Charter for Researchers and the Code of Conduct for the Recruitment of Researchers, the Human Resources Strategy for Researchers (HRS4R), and the EURAXESS services network. It evaluated their achievements, defined needs and offered recommendations about new or revised policy measures to promote the human resources dimension of the new ERA. Several consultation activities were involved, including 3 online workshops (April, May and July 2021) with stakeholders and research institutions (e.g. universities and other RPOs umbrella organisations, researchers’ organisations, European Universities alliances, research funders, EURAXESS network, Member States), a survey of organisations implicated in the HRS4R process, and a survey of the EURAXESS service network.
The main elements that emerged from the consultation of stakeholders in the context of the study can be summarised as follows:
- There has been wide acceptance of the Charter for Researchers and the Code of Conduct for the Recruitment of Researchers at institutional level within and outside the EU, but they require an update to respond to the new reality (Open Science, research integrity, gender equality, diversity and inclusion, team science, inter-sectoral and interdisciplinary mobility, research assessment), and their uptake should be promoted also beyond the academic sector;
- The HRS4R process and the related award have helped bring about positive change in human resources practices in organisations undertaking research, despite of the perception by some organisations that too much effort is required to gain the award;
- The take-up and effectiveness of the Charter and Code for Researchers and HRS4R are strongly influenced by national context and national policies;
- EURAXESS has reached a critical mass of researchers and research organisations within and outside the EU, resulting in a steady increase in volume and intensity of use. Researchers have gained a diversity of benefits from EURAXESS, but particularly in support of international mobility, whilst research organisations have enjoyed better access to research talent. However, there is a need to broaden the EURAXESS service offer so that it supports the development of research talent more broadly, and the current governance model would need to be strengthened accordingly;
- The labour market challenges facing researchers suggest a need for new and different forms of support for research careers, if the aspirations of the new ERA are to be met. In addition, to satisfy the aspirations of the new ERA relating to research careers, all existing tools should be brought together into an overall framework.
On the basis of these elements, the main recommendations resulted to be in relation to the need for:
- A single policy framework for research careers, featuring a holistic approach addressing all challenges, and with a focus to all sectors of the society where researchers perform their activities;
- An updated Charter and Code for Researchers reflecting the current challenges and opportunities manifested in the labour market for researchers, and a wider endorsement and implementation, including by the private sector, as a core part of the overall ERA;
- The evolution of EURAXESS into an ERA Talent Platform that provides more holistic support to researchers and is based on an improved governance model;
- Tackling labour market issues facing researchers, such as social protection or pension entitlements;
- Supporting mutual learning and exchange of experience related to research careers.
In addition, the higher education sector was consulted to develop a framework to strengthen its research and innovation mission in synergy with the education mission, leading to recommendations ‘Towards a 2030 vision on the future of universities in Europe’ (October 2020)37, including on fostering human capital and career development. The main findings in this respect were to:
- Reform universities’ career development, training and appraisal, recognition and incentives systems and structures, for a more holistic, quality-driven and less quantity-driven evaluation model;
- Reform researchers’ career assessment, towards a balanced system based on the full spectrum of researchers’ capabilities in a manner relevant to their career stage, position sought and other relevant contextual factors, avoiding a one-size-fits-all approach. The assessment should take into account research output, the research process, service and leadership, research impact, teaching and supervision, and other professional experiences;
- Embed skills training and professional development for researchers at all levels, requiring investment in the training and career development for researchers at all levels (R1-R4), with particular focus on researchers at R1 and R2 levels (PhD and postdoc) the majority of whom will not have permanent employment in academic sector;
- Provide training for researchers at all levels (R1-R4) in the practice of Open Science;
- Extend the concept of geographical mobility to include virtual mobility;
- Update the European Charter for Researchers and Code of Conduct for their Recruitment, based on the changed EU research and innovation landscape, and reflect the state of current discussions within the academic sector. This should also explicitly take into account Open Science, open and responsible innovation practices, diversity, research integrity, citizen science and quadruple i-mobility (transnational, inter-sectoral, interdisciplinary and virtual) in career development;
- Strengthen interaction between academia and non-academic sectors to reinforce universities’ role as central actors at the heart of innovation ecosystems.
The study ‘Knowledge Ecosystems in the new ERA’, which ended in 2022, included the analysis of aspects related to research careers, notably skills38, employment and working conditions, and the phenomenon of brain drain and talent circulation39. It also focused on the development of a methodology for an observatory on research careers. The study mapped and modelled inter-sectoral mobility measures across Europe, building on a previous Commission study on ‘Fostering industrial talents in research at European level’ (January 2018)40. Many consultation activities have been conducted in relation to this study, including:
- An online survey (April-May 2021) among researchers to gain insight into skills, social security and working conditions related to jobs in research, followed by 3 working group meetings in May 2021 to validate and refine the results of the interviews;
- An online survey (May-June 2021) to validate the set of skills that are key for researchers’ jobs in the academic and private sector;
- Interviews with researchers (Q2 2021) at different career stages working in academia and other sectors, focusing on competences, skills training opportunities, and inter-sectoral mobility;
- Interviews with representatives of higher education umbrella organisations, associations of research organisations, representatives from Member States and business representatives (Q2 2021), focusing on the update of the European Skills, Competences, Qualifications and Occupations (ESCO), the development of a European Competence Framework for Researchers, the future of tenure tracks and the diversification of research careers;
- A focus group (September 2021) with EU umbrella associations related to research (universities, research organisations, RTOs, etc.), industry associations, and EU and national policy makers to validate the work on the draft European Competence Framework for Researchers;
- A workshop (October 2021) with over 450 participants among stakeholders from all sectors to address challenges related to research careers, notably in the field of competences;
- A workshop (March 2022) with a wide range of stakeholders from all sectors, addressing researchers’ skills and employment conditions, social protection issues of internationally mobile researchers, and the concept of an observatory for research careers;
- A final workshop (September 2022) on competences, balanced talent circulation and inter-sectoral mobility.
- Researchers are of utmost importance for the research and innovation system in Europe, and it is important to strengthen their careers, making them more attractive and sustainable. A very first element to be addressed is a common definition of ‘researcher’ at European level;
- The R1-R4 profile descriptors introduced in 2011 are frequently used and referred to in the recruitment of researchers in the academic sector, but more clarity is needed, including to foster their use beyond academia and allow for easier interoperability and comparability of researchers’ roles across sectors and Member States;
- Researchers consider transversal skills important for recruitment and career progression, but only a minority of PhD candidates in the EU believes the training received during their doctoral training includes transversal skills at a satisfactory level. The roll-out of a European Competence Framework for Researchers is highly awaited by stakeholders, it should not be binding, and it should leave flexibility to the users in relation to its implementation;
- Skills are fundamental for inter-sectoral mobility of researchers, and certifiable formal and informal training should be available for researchers, including in coordination and cooperation with business and other relevant labour market actors to close the gap between demand and supply of researchers. However, it is equally important to provide support and guidance to researchers on career opportunities beyond academia, including via mentoring and career development services;
- The frequent lack of open, transparent, and merit-based recruitment, precarious working conditions and the instability of career paths represent a barrier to the optimal development of the research human capital. Initiatives are needed, including considering a model tenure track system at EU level or any other transparent career accession and progression system;
- Mapping of the main causes contributing to brain drain related to the system level, research environment, recruitment and working conditions, and research excellence, pointing to conditions for more balanced mobility. The mapping is accompanied by the identification of pathways to more balanced talent circulation at Member States level on the basis of existing or upcoming practices in Member States or research organisations, and of pathways at EU level, structured around the dimensions of aligning, inspiring, and supporting;
- Identification of models, best practices and recommendations to promote inter-sectoral mobility in three categories: (i) strengthening academia-business cooperation, (ii) upskilling and reskilling of talents to meet business demand or build capacity in R&I support, (iii) entrepreneurship and business creation;
- Social security and its transferability can demotivate or complicate international research mobility. Several types of social security gaps occur because of mobility and affect mobile researchers the most. The first overarching gap is the varying employment statuses and their implications on social security. Changing employment status when moving between countries can result in different social security entitlements. For instance, when PhD researchers are classified as students instead of employees, they may have limited or no social security coverage. Additionally, access to and quality of the information provided to mobile researchers is often limited. Specific gaps exist to specific kinds of social security. Pension, especially supplementary pension, is undoubtedly the major concern as mobile researchers with frequent short-term contracts might not meet the vesting periods defined for supplementary pension schemes. For the unemployment, previous employment record, regardless of the country, is considered when deciding about the access and amount of the unemployment benefits.
- A methodology and indicators for monitoring of research careers on the basis of existing data and complemented with survey-based approach in four dimensions: jobs, conditions, skills, and mobility (preparatory work for a research careers observatory).
Additional consultation activities with Member States, Horizon Europe Associated Countries, and stakeholders, took place in the context of the work on the Commission proposal for a Council Recommendation ‘on a Pact for Research and Innovation in Europe’41, and on the ERA Policy Agenda, notably Action 4 aiming to ‘Promote attractive and sustainable research careers, balanced talent circulation and international, transdisciplinary and inter-sectoral mobility across the ERA’.
This proposal takes into consideration also the work of the ERAC Triangle Task Force on the revision of the Charter and Code for Researchers, input received in the context of stakeholders’ consultations for the European Strategy for Universities, and information or studies from third parties, including the OECD. In addition, a dedicated ERAC workshop on researchers was co-organised in December 2020 with the ERAC Triangle Task Force and the Trio of Presidencies.