Naalakkersuisut has published an employment strategy to address the growing shortage of labor in vital sectors of society. Six action areas must ensure that more citizens can contribute actively to the labor market.
The presented employment strategywhich extends to 2035, is based on an overarching goal of ensuring a sustainable and robust labor market that develops in line with society’s needs, it is stated in the 34-page long strategy report.
– In order to overcome the labor shortage, it is important that efforts are launched that both strengthen the skills of the employed and the unemployed, while at the same time that cooperation across different sectors is strengthened to increase the workforce, the report states.
It’s urgent
It is established that “more people must enter the labor market – and it is urgent”.
At the same time, it is emphasized that there is a need for an upskilling of the workforce “especially among the unskilled within the social and health sector, day care, day care facilities and care for the elderly, where the need is greatest.
The strategic plan has identified six action areas, from which Sermitsiaq has chosen to bring an extract.
Strengthening the workforce according to society’s needs
There is a need to improve the conditions for unskilled social and health workers. It requires an information campaign for employers and trade unions about what real competence assessments really mean, so that they are treated as skilled workers after completing upskilling with a training certificate in hand.
The development of the demographics broken down into age groups must be followed closely. The development must be followed closely per location, so there are figures for the elderly population. Data must be available annually. How many are associated with elderly care per city, number of residents and those on the waiting list. There is a need to look more closely at the standardization of personnel. How many are really needed? And how many employees are there?
- Upskilling in the field of day care, residential institutions, the health service and care for the elderly. Professional advice before preparing material for an information campaign.
- Information campaign on credit-bearing courses with prior learning assessment. The aim is to have an education course recognized that makes it possible to go from unskilled to skilled status – both in society and with the employer – in order to avoid bottleneck problems.
- Coverage of needs according to demographic developments. Talk about the elderly population and how many are connected to care for the elderly per location, number of residents and waiting list. The data and knowledge collection must include a gender perspective as well as a perspective at city and village level.
Incentives to improve conditions for seniors in the labor market
More seniors who can and will stay longer in the labor market must be catered for by creating a bridge between the elderly and the labor market, where flexibility is a key word. The announced pension reform also plays an important role here.
- The information campaign is aimed at the business world and older citizens via social media and KNR.
- Better conditions for seniors in the workplace – Encouraging a flexible approach to the older workforce.
- Pension reform – The Department of Social Affairs, Labor Market and Home Affairs has set up an impartial expert group regarding pension reform. The expert group’s principles, including regarding the labor market area, are that it must continue to be attractive to be in employment. The expert group’s recommendations will be presented no later than 2026. The labor market topics must help strengthen information campaigns.
Resource building among young people
- Better opportunities must be created for young workers. The intervention area is aimed at both young people and businesses.
- Research must also be done on how young people can be encouraged to return home after completing their education abroad.
- Faster upskilling in individual subjects so that they progress in the education system. Introduction of the MA Majoriaq final exam.
Outreach guidance
- Outreach guidance must continue to be a priority topic. This can be developed with extraordinary efforts, where other actors are involved in uncovering the extent of the black figure (Greenland Statistics, Majoriaq, the municipality, the police (about how many are serving a sentence in the 18-29-year-old age group and figures on how many of them are employed)). The covering work can be carried out every 4 years.
- Majoriaq continues with ongoing outreach guidance, where the target group is previously registered citizens and new ones who have not yet been registered. They must have more time for the outreach work.
- Better linkage to apprenticeship capacity and company collaboration.
- Mental well-being – Individually based approach to the students’ action plan.
Diverse labor market – Increase the size of the workforce
- Addresses people with disabilities and companies via social media and KNR.
- External labor.
- Motivational initiatives – Promoting principles of equality.
- Tightening of job search benefits.
Diverse learning opportunities related to the labor market or education
- Upskilling at production-style schools must be in 2 tracks: Coping with everyday life better on your own and getting credit for education.
- Concrete task starting in 2030: Evaluation of the established institutions’ promotion of their students.
- Upskilling at Majoriaq. Implementation of the MA – Majoriaq final exam. Strengthened outreach guidance.
About the new strategic plan, Naalakkersuisoq for Social Affairs, Labor Market, Housing, Infrastructure and Outlying Districts, Aqqaluaq B. Egede, says the following:
– Political and public support is important in the effort to strengthen the workforce. It must be worthwhile to work, and if we are to ensure growth, welfare and cohesion, it is crucial that more people are in work. We are few on a national level, but when we stand together, we are better placed to meet challenges in society. Everyone who can work is needed. Diversity in the labor market not only strengthens the workforce, but also increases the number of the workforce. Work must give meaning and it is also largely about dignity, community and the opportunity to contribute.
Three time perspectives
The objectives in Naalakkersuisut’s Employment Strategy 2026-2035 have been prepared to ensure a short, medium and long-term perspective. It is also planned that needs analyzes will be carried out on an ongoing basis, which can form the basis for Naalakkersuisut’s employment-promoting efforts, informs Naalakkersuisut.
Get access to the entire employment strategy via this linkwhere it is possible to deepen the background and content of the six action areas.
