Fostering attractive research careers across the European Research Area enables the EU’s ambition to remain competitive.
Research cannot happen without the workforce. Researchers and scientists are essential in strengthening European competitiveness and to secure its position as a global leader in research and innovation (R&I). Yet, today, researchers still face difficult working conditions, such as short-term contracts, fragmented career schemes and project-based fundings. In a time where research careers are increasingly international and mobility is easier than ever before, Europe has to gear up its research career standards to remain competitive and attractive.
On the political agenda, following the Draghi report on EU competitiveness, R&I stands as an important pillar in EU economy. This also leads to promoting better research conditions and opportunities, but also to tackle the challenge of brain drain. On the European level, several initiatives and strategies are conducted to address this issue. The European Commission (EC) introduced different sets of programmes to support researchers in their career path and to attract talents to Europe. Research mobility is especially promoted through programmes and projects such as MSCA, EURAXESS, as well as the Choose Europe for science initiative (see SwissCore article). The latter, especially highlights Europe as an attractive destination for researchers with excellent quality of life. On the other hand, the Structural Policy on Research Careers, under the current ERA Policy Agenda for 2025-2027, aims to promote inclusive, sustainable and attractive research careers by fostering a good working environment, supporting better mobility, and facilitating the recognition of diverse research roles and skills. The measures range from strong guidelines and social security provisions to ensuring seamless transitions between different sectors. Looking ahead, enhancing research careers will also be part of the upcoming ERA Act.
While guidelines, strategies and initiatives at the government and EU levels are crucial to promote good working conditions for researchers, research funding organisations (RFOs) and research performing organisations (RPOs) also play an essential role in enhancing the quality of research careers. The Science Europe report on research careers highlights the role of both RFOs and RPOs in delivering impactful results. Indeed, these organisations, being in direct contact with research professionals, can influence current practices. Therefore, the report provides recommendations on minimum standards for research careers.
First, the report emphasises on working conditions and employment. To ensure good conditions, RFOs and RPOs should offer attractive salaries aligned with the skills, competencies, and experience. Long-term career stability should become the standard, and while it is important to support mobility, it should not be a compulsory path to career development. Furthermore, social security is an essential protection measure to which all professionals should have access. In this context, RFOs and RPOs should actively engage in implementing these rights across the ERA and advocate for such provisions.
Second, research environment is critical for research careers. Organisations should guarantee academic freedom, promote fair and transparent career progression and funding allocation processes, ensure that justified breaks from research do not penalise future careers, and adopt clear anti-discrimination policies.
Lastly, professional development should be supported by organisations, for example by enabling opportunities for lifelong learning. Researchers’ well-being must also be considered, and promoting a healthy work-life balance should be one of the priorities of RFOs and RPOs. Additionally, organisations should play a supporting role in research by providing the necessary infrastructure and equipment to carry out research activities.
Above all, promoting research careers is a joint effort between governments and research organisations. Guidelines and frameworks are useful; however, they must be effectively implemented to create tangible improvements and impact.