This lessons learned report gives an overview of the output and results of the first phase of the REDUCES project. The introduction states the relevance of combining a policy approach with business model analysis, and defines the objectives. Next, an overview is given of circular economy good business practices in the regions involved. Examining these business practices helped to define the regional needs for circular economy policy. This business approach proved to be a solid base for developing regional circular economy action plans, the last chapter of this report.
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In this dissertation Maarten ter Huurne investigates why users in the sharing economy trust each other.
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This article investigates the phenomenon of rebound effects in relation to a transition to a Circular Economy (CE) through qualitative inquiry. The aim is to gain insights in manifestations of rebound effects by studying the Dutch textile industry as it transitions to a circular system, and to develop appropriate mitigation strategies that can be applied to ensure an effective transition. The rebound effect, known originally from the energy efficiency literature, occurs when improvements in efficiency or other technological innovations fail to deliver on their environmental promise due to (behavioral) economic mechanisms. The presence of rebound in CE contexts can therefore lead to the structural overstatement of environmental benefits of certain innovations, which can influence reaching emission targets and the preference order of recycling. In this research, the CE rebound effect is investigated in the Dutch textile industry, which is identified as being vulnerable to rebound, yet with a positive potential to avoid it. The main findings include the very low awareness of this effect amongst key stakeholders, and the identification of specific and general instances of rebound effects in the investigated industry. In addition, the relation of these effects to Circular Business Models and CE strategies are investigated, and placed in a larger context in order to gain a more comprehensive understanding about the place and role of this effect in the transition. This concerns the necessity for a new approach to how design has been practiced traditionally, and the need to place transitional developments in a systems perspective. Propositions that serve as theory-building blocks are put forward and include suggestions for further research and recommendations about dealing with rebound effects and shaping an eco-effective transition. Thomas Siderius, Kim Poldner, Reconsidering the Circular Economy Rebound effect: Propositions from a case study of the Dutch Circular Textile Valley, Journal of Cleaner Production, Volume 293, 2021, 125996, ISSN 0959-6526, https://doi.org/10.1016/j.jclepro.2021.125996.
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The overall purpose of this consultancy was to support the activities under the Environmental Monitoring and Assessment Programme of the UN Economic Commission for Europe (UNECE) in developing the 7th pan-European environmental assessment, an indicator based and thematic assessment, implemented jointly with the United Nations Environment Programme (UNEP) and in support of the 2030 Agenda for Sustainable Development. The series of environmental assessments of the pan-European region provide up to-date and policy-relevant information on the interactions between the environment and society. This consultancy was to:> Draft the input on drivers and developments to chapter 1.2 of the assessment related to the environmental theme “4.2 Applying principles of circular economy to sustainable tourism”.> Suggest to UNECE and UNEP the most policy relevant indicators from UNECE-environmental, SDG indicators and from other indicator frameworks such as EEA or OECD for the environmental theme for the sub-chapter 4.2.> Assess the current state, trends and recent developments and prepare the substantive part of sub-chapter 4.2 (summary - part I) and an annex (part II) with the detailed analysis and findings.
CRYPTOPOLIS is a project supported by EU which focuses on the financial management knowledge of teachers and the emerging field of risk management and risk analysis of cryptocurrencies. Cryptocurrency has shown to be a vital and rapidly growing component in today’s digital economy therefore there is a need to include not just financial but also crypto literacy into the schools. Beside multiple investors and traders the market is attracting an increasing number of young individuals, viewing it as an easy way to make money. A large pool of teenagers and young adults want to hop on this train, but a lack of cryptocurrency literacy, as well as financial literacy in general amongst youth, together with their inexperience with investing makes them even more vulnerable to an already high-risk investment.Therefore, we aim to increase the capacity and readiness of secondary schools and higher educational institutions to manage an effective shift towards digital education in the field of crypto and financial literacy. The project will develop the purposeful use of digital technologies in financial and crypto education for teaching, learning, assessment and engagement.
In our increasingly global society, organizations face many opportunities in innovation, improved productivity and easy access to talent. At the same time, one of the greatest challenges, businesses experience nowadays, is the importance of social and/or human capital for their effectiveness and success (Backhaus and Tikoo, 2004; Mosley, 2007; Theurer et al., 2018; Tumasjan et al., 2020). High-quality employees are crucial to the competitive strength of an organization in the global economy, as these employees have a major influence on organizational reputation (Dowling at al., 2012). An important question is how, under these global circumstances, organizations and companies in the Netherlands can best be stimulated to attract and preserve social capital.Several studies have suggested the scarcity of talent and the crucial importance of gaining competitive advantage with recruitment communication to find the fit between personal and fundamental organizational characteristics and values for employees (Cable and Edwards, 2004; Bhatnagar and Srivastava, 2008; ManPower Group, 2014; European Communication Monitor (ECM), 2018). In order to become an employer of choice, organizations have to not only stand out from the crowd during the recruitment process but work on developing loyalty and a culture of trust in their relationship with employees (ECM, 2018). Employer Branding focuses on the process of promoting an organization, as the “employer of choice” to a desired target group, which an organization aims to attract and retain. This process encompasses building an identifiable and unique employer identity or, more specifically, “the promotion of a unique and attractive image” as an employer (Backhaus 2004, p. 117; Backhaus and Tikoo 2004, p. 502).One of the biggest challenges in the North of the Netherlands at the moment is the urgent need for qualified labor in the IT, energy and healthcare sectors and the excess supply of international graduates who are able to find a job in the North of the Netherlands (AWVN, 2019). Talent development, as part of the regional labor market and education policy, has been an important part of government programs and strategies in the region (VNO-NCW Noord, 2018). For instance, North Netherlands Alliance (SNN) signed a Northern Innovation Agenda for the 2014-2020 period. SNN encourages, facilitates and connects ambitions focused on the development of the Northern Netherlands. Also, the Social Economic council North Netherlands issued an advice on the labour market in the North Netherlands (SER Noord Nederland, 2017). Knowledge institutions also contribute through employability programs. Another example is the Regional Talent Agreement (Talent Akkoord) framework issued by the Groningen educational institutions, employers and employees’ organizations and regional authorities in which they jointly commit to recruiting, training, retaining and developing talent for the Northern labor market. Most of the hires with a maximum of five year of experience at companies are represented by millennials. To learn what values make an attractive brand for employees in the of the North of the Netherlands, we conducted a first study. When ranking the most important values of corporate culture which matter to young employees, they mention creative freedom, purposeful work, flexibility, work-life balance as well as personal development. Whereas attractive workplace and job security do not matter to such a degree. A positive work environment and a good relationship with colleagues are valued highly (Hein, 2019).To date, as far as we know, no other employer branding studies have been carried out for the North of the Netherlands. Further insight is needed into the role of employer branding as a powerful tool to retain talent in Northern industry in particular.The goal of this study is to provide a detailed analysis of the regional industry in the Northern Netherlands and contribute to: 1) the scientific body of knowledge about whether and how employer branding can strengthen the attractiveness of a regional industry in the labor market; 2) the application of this knowledge and insights by companies and governments in local policy development in the North of the Netherlands.
