We must not be afraid of change and the challenges it brings about. What is important is that we prepare ourselves properly for these changes when they take place for the benefit of all and to avoid as much as possible any damaging effects it might have on the people. Taking note of what is happening in society, identifying the challenges and addressing them by implementing well thought-out and carefully planned strategies is what is needed in this day and age.
In the next half a century, all European countries will be facing demographic changes with projections envisaging a 15 per cent drop in the working-age population. Only seven EU member states will experience an expansion in their working-age population and this is mostly due to migration. It is true that in a few European countries the birth rate is rising again, but the population is getting older and life expectancy keeps growing.
Between 2004 and 2005, Europe experienced a high point in immigration with four million people entering the 25-member bloc, one way or another. However this is not enough, as it has been estimated that by 2050 Europe will need 60 million immigrant workers to make up for its shortfall. In this scenario, demand for highly-qualified workers is projected to rise by over 16 million by 2020. Demand for low-skilled workers is expected to decline by around 12 million.
In a recent background paper on national strategies to ensure the supply of skilled labour, distributed at an EU Ministerial Working Group on Employment and Social Policy, it is stated that across Europe and until 2020, rising demand for skills seems to go along with skill supply. The number of people in the working population aged over 15 with a university degree or equivalent is likely to rise by 16 million and the number of low-qualified people is projected to fall to around by 15 million.
Statistics show that over the next few decades, it will be possible for the EU to significantly raise the size and the skill profile of its workforce. The benefits of such achievements should make good for the negative demographic effects. However, to maintain this trend, it is being recommended that European governments “aim at higher educational attainment rates, higher labour market participation of specific groups such as women, and intensified lifelong learning activities”.
In Malta, various initiatives are being taken to ensure that this trend is maintained. The government’s policy in education includes measures aimed at achieving a number of strategic objectives including attracting more young students and adults to further and higher education and ensuring fair and open access to all students willing to further their studies. Today, the number of female graduates from the University of Malta outnumbers males by far.
Earlier this month, at the presentation of the pre-budget document, the Minister for Finance stated that this year government would look at ways of attracting more women and elderly to the job market. Such targets are achievable, especially if we can keep the momentum in implementing measures intended to balance work and family life. For instance, the government has already expressed itself in favour of the extension of maternity leave as long as a level playing field across the European Union is achieved. At present, the duration of maternity leave differs from one member state to another and in some cases maternity leave is not even paid in full. In Malta’s case, maternity leave has already been increased from 13 to 14 weeks and is paid in full.
We are also committed to further protect the working mother. By virtue of Legal Notice 130/2011 published earlier this year, pregnant women were afforded further protection as it is now deemed illegal for an employer to sack employees during their maternity leave even during the probation period. Dismissal in such circumstances is illegal unless there are substantiated grounds justified in writing.
LN 130/2011 also introduced a number of other changes, such as the suspension of the probationary period for pregnant women. If a pregnant employee starts her maternity leave during her probation, the probationary period is considered to be automatically suspended and resumes once she returns to work.
Moreover, if a risk assessment carried out by the employer shows that the work performed by a pregnant employee poses a risk to her health and mitigating measures are not enough to reduce the risk, employers have to grant the employee special maternity leave. Prior to the latest changes made, such special maternity leave was limited to a maximum period of eight weeks. Now it has been extended to “the whole of the period necessary to protect her safety or health”.
This is the kind of change that we must prepare our society for: the gradual change that instils more confidence in our young people, which creates more opportunities for our workers, and which allows women and mothers to participate fully in the job market. By taking the best possible decisions, we are helping shape the future just as the past decision-makers shaped our present.
Dr Said is the Parliamentary Secretary for Consumers, Fair Competition, Local Councils and Public Dialogue