{"id":57,"date":"2023-01-16T21:15:31","date_gmt":"2023-01-16T21:15:31","guid":{"rendered":"https:\/\/european-hrd-circle.org\/?page_id=57"},"modified":"2026-02-23T10:33:54","modified_gmt":"2026-02-23T10:33:54","slug":"next-forum","status":"publish","type":"page","link":"https:\/\/european-hrd-circle.org\/en\/next-forum\/","title":{"rendered":"Next forum"},"content":{"rendered":"\n
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14th FORUM
11-12 June 2026
Lisbon<\/p>\n\n\n\n

AGEING, SHORTAGES,
WORKING ACROSS GENERATIONS:
ADDRESSING DEMOGRAPHIC
CHALLENGES IN EUROPEAN BUSINESSES<\/p>\n\n\n\n

European businesses facing demographic shock:
the need for anticipation and innovation
In the coming decades, European societies will face unprecedented demographic challenges \u2013
declining fertility, accelerated ageing, labour shortages \u2013 which directly threaten their economic
stability, social model and geopolitical position. Businesses, on the front line, will not be able to
escape this new reality. The trends are irreversible and go far beyond debates of opinion:
an ageing workforce, increasing female participation rates, massive reliance on foreign labour,
intergenerational work, risks of age discrimination, etc. All this is taking place in a context
marked by the increasing digitisation of activities, but with labour productivity struggling
to take off.
Anticipate or suffer: the dilemma facing businesses
Faced with these predicted shortages, European businesses no longer have a choice: they must
break with short-termism and radically rethink their human resources management strategy.
Workforce planning (GPEC) is once again a hot topic, while employer branding, attractiveness
and CSR policies are becoming strategic levers. But beyond these traditional tools, a complete
overhaul of societal initiatives is needed \u2013 training, welfare, family support, housing, employee
benefits, integration of foreign workers. Businesses, as key players in European societies,
find themselves at the heart of a paradox: their well-understood economic interests can
\u2013 and must \u2013 converge with their societal responsibilities.
Businesses as laboratories for social innovation
Within their own walls, businesses will have to take advantage of the coexistence of generations
with radically different attitudes to work, especially in the era of digitalisation and artificial
intelligence. Managing this diversity without falling into generational stereotypes or age-based
simplifications will be a major challenge. This requires rethinking collaboration methods, career
paths and corporate cultures to turn them into levers for performance and innovation.
A forum to identify priorities and best practices
However, despite the urgency, best practices remain rare and scattered. The challenge is
twofold: to recognise the scale of these transformations and then to resolutely choose to
anticipate them. This is the purpose of the forum we are proposing: to identify priority themes
for companies and HR departments and to identify concrete courses of action. How can these
challenges be turned into opportunities? What concepts can be used to avoid the pitfalls of
generalisation? How can businesses become key players in European demographic resilience?
How can HR policies be rethought?<\/p>\n\n\n\n


<\/p>\n\n\n\n

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14th FORUM11-12 June 2026Lisbon AGEING, SHORTAGES,WORKING ACROSS GENERATIONS:ADDRESSING DEMOGRAPHICCHALLENGES IN EUROPEAN BUSINESSES European businesses facing demographic shock:the need for anticipation and innovationIn the coming decades, European societies will face unprecedented demographic challenges \u2013declining fertility, accelerated ageing, labour shortages \u2013 which directly threaten their economicstability, social model and geopolitical position. Businesses, on the front line, will […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"next-forum.php","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-57","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/european-hrd-circle.org\/en\/wp-json\/wp\/v2\/pages\/57","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/european-hrd-circle.org\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/european-hrd-circle.org\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/european-hrd-circle.org\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/european-hrd-circle.org\/en\/wp-json\/wp\/v2\/comments?post=57"}],"version-history":[{"count":14,"href":"https:\/\/european-hrd-circle.org\/en\/wp-json\/wp\/v2\/pages\/57\/revisions"}],"predecessor-version":[{"id":1248,"href":"https:\/\/european-hrd-circle.org\/en\/wp-json\/wp\/v2\/pages\/57\/revisions\/1248"}],"wp:attachment":[{"href":"https:\/\/european-hrd-circle.org\/en\/wp-json\/wp\/v2\/media?parent=57"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}