(December 4, 2023 – Centre for European Progression, The Press Club, Brussels)
Speakers:
- Aimée Duprat-Macabies (Policy and Advocacy Officer – European Movement International)
- Adam Mouchtar (Special Political Advisor – European Parliament / Founder – EU40)
- Balázs Brandt (President of the Hungarian Section – Young European Federalists)
- Harry Crichton-Miller (Research Assistant, Jobs and Skills Unit – CEPS)
Moderator:
- Ivett Letenovics (Junior Policy Analyst – C4EP)
The recent conference organized by the Centre for European Progression shed light on the critical challenges concerning the employment of young professionals within the European Union bubble. Its goal was to foster a constructive dialogue aimed at enhancing employment opportunities and engaging young professionals within the EU, discussing ideas such as quotas, among others.
Accessing Institutions as a Young Professional: Between a Holy Grail and a Battleground
With approximately five traineeships before getting a “real job,” Aimée Duprat-Macabies exemplifies a diverse professional journey compared to others who have completed fewer internships. Both Balázs Brandt and Aimée Duprat-Macabies highlighted that the experiences varied significantly based on the agencies, Directorate-Generals (DGs), and integrated teams within the EU institutions. This diversity in opportunities and satisfaction has led to frustration among some young professionals, prompting them to leave Brussels. Additionally, it is worth noting that very few individuals from the ‘Blue Book’ program currently hold positions at the Commission, indicating a perceived issue within the system.
For Balázs Brandt, one of the main ideas to highlight is how crucial the socio-economic status of young individuals aspiring to enter Brussels’ challenging job market is. According to him, having an academic background from the right schools and the ability to undertake unpaid internships are factors for success. This suggests that some candidates are more privileged than others and that even with great motivation, breaking into Brussels’ institutions could be exceedingly difficult without such advantages. As for Adam Mouchtar, he arrived at the Parliament around 2007 and therefore has more senior experience. He values ambition and doesn’t see waiting for years before being among the “top players” as an issue. Securing a position in such employment involves a certain waiting period before actively engaging in discussions. His perspective aligns with a more American ethos, where starting from lower positions and being ready to tackle any task, regardless of hierarchy, is crucial (although the audience seemed to challenge this idea).
Finally, Harry Crichton-Miller has had an unconventional journey within the Brussels Bubble, notably due to Brexit. After an internship at CEPS, he was offered a job. According to him, it was a significant opportunity, sharing the same sentiment as Balázs Brandt regarding the substantial impact of socio-economic advantages on career prospects.
Addressing Compensation Challenges in Brussels
All the panel members highlighted concerns about the pay structure, especially regarding unpaid internships in Brussels and the relatively low salaries in the institutions. Balázs Brandt advocated for matching internship stipends with inflation rates and expressed frustration over restrictions preventing interns from doing internships in other institutions. He emphasized the financial pressure on individuals arriving in Belgium, where high taxes, low salaries, and a very challenging apartment search can lead to discontentment and the potential return to their home countries. Adam Mouchtar echoed these sentiments, stressing the need to urge Belgium to address the broader issue of high taxation that affects not only interns but also professionals across various sectors.
During the discussion, Harry introduced the concept of a “passion tax,” reflecting on how passionate individuals might be underpaid or exploited due to their love for their work. He highlighted the irony where individuals, including interns, expected to gain valuable experience, face tax burdens in Belgium, leading to financial strain rather than pursuing their passions. The conversation shed light on the overall problem of low salaries, taxation, and the frustration experienced by people working in Brussels, especially interns, whose enthusiasm for their work is overshadowed by financial burdens. The panel members unanimously stressed the need for reforms in pay structures, better aligning stipends or salaries with the cost of living and taxation, to ensure fair compensation for the work done, particularly in the context of internships and entry-level positions.
EPSO Competitions: Nonsensical Issues and Technical Problems
The EPSO competitions, crucial for recruitment into the EU institutions, encountered various technical issues and challenges, as highlighted during the event. The moderator expressed her intention to participate in the AD5 competition, initially scheduled to open in November 2023, but then postponed to 2024. The shift to online testing posed significant obstacles, with Balázs Brandt and others sharing their experiences with the CAST exam. They described cumbersome video inspections and organizational issues, questioning the appeal of the process for young applicants. The CAST, known as the Concours Administratifs Sélection Tests, serves as a pathway for non-specialized temporary positions within the EU institutions. Candidates undergo skills-based tests, and successful individuals are placed on a reserve list for potential recruitment. A member of the audience shared a discouraging personal experience where technical failures during online testing hindered their recruitment prospects, emphasizing that it was not solely about motivation but also about privileges and procedural aspects. They explained that the process didn’t seem to select the right candidates based on their skills but rather based on the quality of their internet connection.
The situation for interim workers, individuals hired through agencies for temporary positions, was described as even more problematic. These positions often lacked benefits such as holidays, and the contracts remained uncertain with weekly terms, exacerbating employment challenges. Importantly, these interim workers were not directly contracted by the EU but through agencies, highlighting the significant drawbacks of such arrangements.
Youth Representation: Perspectives on Quotas and Alternatives
The ongoing discussions in the Parliament regarding the implementation of youth quotas have revealed diverse opinions about their feasibility and effectiveness. Adam Mouchtar, representing a liberal standpoint, expressed skepticism regarding quotas and advocated for meritocracy. Aimée Duprat-Macabies leaned more towards supporting quotas but acknowledged their limitations as a temporary solution to a larger problem. Harry Crichton-Miller suggested that quotas might offer benefits, particularly in specific roles, presenting a nuanced perspective.
Within the audience, primarily consisting of young professionals, there was evident support for quotas as a means to enhance youth representation. However, the conversation shifted towards exploring alternative strategies to improve youth employment within the EU. “How many master’s degrees are we supposed to have? How many additional languages are we supposed to learn?” asked a woman in the audience, expressing concerns raised about the employment requirements in the EU. Some audience members questioned the democratic nature of EU employment, pondering whether success depended solely on connections within the Brussels bubble.
The discussion highlighted contrasting opinions on the effectiveness of quotas, stressing the necessity for alternative approaches to address youth representation in Parliament. Participants emphasized concerns regarding the accessibility and fairness of employment criteria within EU institutions, stressing the significance of meritocracy and wider opportunities for youth employment beyond networks and academic qualifications.