Join us in Creating
Sustainable Careers

At the launch of the SD Worx Chair ‘Next Generation Work: Creating Sustainable Careers’ in 2011, the question of who was really losing sleep over sustainable careers was still standing. Today, the concept of sustainable careers is well established among policy makers, social partners, employers and employees. The question is no longer whether it is necessary to develop a sustainable career policy, but how best to do so. Together, we examine the dimensions of a sustainable career policy: a policy that really contributes to organizational results and that facilitates sustainable employability.

The guiding principle in our cooperation is the conviction that, to arrive at sustainable solutions for working longer, long-term absenteeism, talent scarcity and employability, we need a different view on careers and labor organization. Our partnership opens up traditional thinking and focuses on initiatives such as career transitions, co-sourcing and flexible talent management. We examine how organizations can organize themselves in a flexible and agile way by optimally deploying talent in a rapidly changing context.

Fill out the form and stay tuned on the Chair, upcoming blogs and our 10 years celebration event!

10 Stories on 10 years of Creating Sustainable Careers

We've highlighted insights from research over the past 10 years that are relevant to build the future of work in a sustainable way. In 10 blog posts, we counted down to the celebration in May 2022, where we brought everything together in the celebration of 10 years of Next Generation Work. Read here what the Chair stands for and what have we learned from 10 years of Next Generation Work research.

Work and careers are a-changin’

‘Flexibility', 'dealing with change' and 'adaptability' have long become part of the jargon of (HR) managers. Today’s labor market shocks make their relevance even more explicit than we may have ever intended.

The future of work: the impact of digitization and automation

Digitalization, automation and robotization undoubtedly have an impact on job content, job creation and / or job destruction. How can we address this, and how do we prepare for the future?

Innovations in workplace & organizational design

More and more companies are shutting down offices and allowing their employees to work from home. Hybrid work, or the combination of working from home, at the office or at a third location, is definitely on the rise.

From 19% to 99% employee engagement?

Employers have every interest in keeping employee engagement high. And yet, statistics show that this is very hard. So how can you build and maintain employee engagement?

The multigenerational workplace: a golden opportunity?

The percentage of older workers is increasing and the mix of young and old is broader than ever. How can we make the most of this shift in age demographics in the workplace?

Structural deployment of flexible talents

A lot of companies hesitate to work with freelancers. Yet, the importance of freelancers for the job market and within organizations can no longer be underestimated.

Wanted: (more) flexible career paths

Because of the unpredictable and rapidly changing context, a flexible labor market is more important than ever. The coronavirus crisis, for instance, demonstrated that flexibility was much needed to keep workers employed and to keep organizations up and running.

How can I develop a sustainable career?

How can organizations facilitate their employees to take control of their careers and hone their skills?

Social dialogue: creating mutual gains

How do we get from a conflict model to sustainable partnership thinking with social partners?

The human side of HR analytics

What can we learn from big data? And how can this data support us in different areas: learning from current projects, making adjustments, impact measurements, etc.