One European priority: how four countries are investing in digital talent
During the 20×30 Advanced Digital Skills Summit, leading policymakers from across Europe came together to examine how countries are strengthening their digital capabilities in an increasingly complex technological environment. The session was moderated by Anne Bajart, Deputy Head of Unit at DG CNECT (Interactive Technologies, Digital for Culture and Education). She was joined by Fernando Escóbar Ruiz, Sub-Director General for Citizens, Digital Employment & Talent in Spain; Mojca Štruc, Director General of the Digital Society Directorate at Slovenia’s Ministry of Digital Transformation; Anne Ribault-O’Reilly from Ireland’s Department for Further and Higher Education, Research, Innovation and Science; and Iris Renoy, Attaché for the Digital Economy at Belgium’s FPS Economy.
Although their national approaches differ, the discussion converged on a shared belief: digital skills sit at the core of Europe’s competitiveness. As Iris Renoy mentioned, even the most sophisticated quantum computer is of limited value if no one can use it effectively. Infrastructure alone is not enough, impact depends on people who can translate technology into economic and societal value.
Four countries, four approaches
Slovenia: coordinated AI excellence
Mojca Štruc explained how Slovenia has chosen a focused and highly coordinated route. Despite a solid research base in artificial intelligence, adoption across the broader economy remained limited. In response, the country established a national AI Competence Centre, conceived as a single access point for businesses, public authorities and individuals. The centre combines training, labour market analysis and the dissemination of best practices. Bringing this vision to life needed extensive cooperation between ministries, universities and researchers, getting there required a complex and time-intensive process of explanation and trust-building.
Belgium: learning within companies
Iris Renoy highlighted Belgium’s employer-led upskilling: rather than relying predominantly on public schemes, training frequently takes place directly within companies. The numbers tell the story: nine out of ten large enterprises provide training for employees, as do six out of ten medium-sized firms. This embedded culture of workplace learning enables rapid responsiveness to technological shifts, though it also raises broader questions about certification and comparability.
Spain: scaling at pace
Spain’s strategy stands out for its breadth: through its National Digital Skills Plan, the country has trained more than two million people in digital competences and developed over 3,500 advanced cybersecurity specialists. The emphasis is on volume and speed, addressing both basic and specialised skills gaps across the population.
Ireland: rebuilding the ICT talent pipeline
Anne Ribault-O’Reilly illustrated Ireland’s current strategy which emerged from necessity. A sharp decline in ICT enrolments in 2012 led to acute shortages. The response was to:
- Create new pathways into ICT, including free conversion courses and bootcamps for workforce “returners,” particularly women.
- Implement measures to reduce student dropouts and incentivised universities to expand ICT places.
- Stimulate demand through career guidance and introducing ICT in the national school leaving exam.
Shared structural challenges
Despite their different trajectories, countries encountered some common obstacles.
- Effective implementation depends on coordination across government, academia and industry, yet this alignment is often described as the greatest difficulty. Reconciling public priorities, academic incentives and business expectations requires sustained engagement and patience.
- Industry involvement is essential, but policymakers note a recurring imbalance: companies are quick to point out shortcomings in existing initiatives, yet less inclined to provide detailed input when invited to co-develop solutions.
- Certification presents another unresolved issue: while recognised qualifications facilitate mobility of talent across borders, the proliferation of in-company certificates and emerging micro-credentials complicates harmonisation at European level.
- Digital skills development is not a one-off project, with technologies advancing continuously, adaptability is indispensable.
The broader message
Europe’s digital ambition rests less on the sophistication of its technologies and more on people’s capacity to use them effectively. Whether through centralised AI hubs, company-based training cultures, large-scale national programmes or diversified education pathways, the conclusion is consistent: building advanced digital skills is an ongoing commitment. In a rapidly evolving landscape, standing still simply is not viable.