1. Comparing regional strategies and policy options for addressing the lack of human capital Marifé Zudaire Echávarri and Marian García Martínez,NASUVINSA Arnoud Lagendijk and Frans de Man, Nijmegen School of Management Frans Coenen, University of Twente RSA, Delft, 16-05-2012

2. Setting Material is taken from sub-project BUTTON – Pushing the right Button, Towards tailored policy measures to attract and retain highly educated workers, a part of the INTERREG IV C Mini- Programme ‘Brain Flow’, funded by the ERDF. Button aims at delivering bespoke regional policy options based on an understanding and analysis of attraction, retention and outmigration of highly educated people.

3. Five Regions Ostwestfalen-Lippe (OWL) NRW, Germany Hedmark, Norway Navarra, Spain Twente, Netherlands Greater Basel, Switzerland All in ‘non-core’ positions between peripheral and core metropolitan areas, located at a certain distance from the core.

4. The regional ‘talent’ issue talent is relatively immobile and remains sticky relative to finance or knowledge highly educated workers are often prepared to travel longer distances, facilitated by for instance high-speed rail and cheaper flights, but they are generally susceptible to ‘intervening opportunities’ innovative business and talent always tends to cluster together. the result is an economic geography of slow but ongoing concentration.

5. Three pervasive major spatial trends core regions prone to grow, particularly if they welcome new talent (cf. London), benefitting from ‘smart growth’ peripheral areas bound to undergo population decline and hence socio-economic change, requiring bespoke strategies of ‘peripheral specialisation and ‘managed decline’ intermediary regions too small for ‘smart growth’ and too big for ‘peripheral specialisation’, requiring focused ‘smart specialisation’ based on the attraction/retention of ‘talent’ and knowledge valorisation, amongst others

6. The meaning of ‘talent’ not just mean the embodiment of ‘knowledge’ or ‘knowledge creation’. also reflexivity, i.e. sensitivity to local and global opportunities and challenges, and for local capacities and opportunities for capacity building and collective learning important social dimension: expression of interests, preferences, passion orchestrators of local socio-economic development ‘talent’ presents a complex, context-specific regional asset (or vector).

7. So, what is the role of ‘brains’, or ‘talent’ - under the conditions of increasing need for talent for wealth creation (knowledge intensity, sensitivity to local and global opportunities and challenges, reflexivity) ongoing trends towards urban agglomeration and concentration, in polycentric forms – deepening the divide between core, peripheral or intermediary spaces (‘non-core’) specific local challenges of economic restructuring, population decline and other pressing social problems mounting socio-economic problems prompted by economic crisis?

8. Assessing policy response insights into the drives, reasons and motives behind in and out migration of highly educated workers, in view of regional development challenges awareness amongst politicians, employers and society of the multiple aspects of the problem and remedies understanding the role for place-marketing engagement of private partners and non- governmental organizations in policy design

9. Policy aspects 1. Strategic development: selection of key issues, domains, clusters, forms of governance 2. Image building and branding, as basis for retention & attraction 3. Quality of life: housing, transport, provisions and amenities 4. Labour market: brokerage, targeting particular social groups 5. Education policies and measures (e.g. life-long learning) 6. Business support: training and improvement of local living conditions by large firms; talent attraction and use by SMEs 7. Research and innovation; role of talent in research centres, universities, consultancies, R&D departments, innovation projects and circles etc.

10. Regional assessments AspectTwenteOWLNavarra StrategyAttraction/ retention/ clustering Nurturing talent/ ‘future oriented sectors’ Comprehensive plans; nurturing talent Brandingcluster-basedOutreach strategy Quality of LifeFamily orientation Labour MarketHuman capital route focusing on women and ethnic groups Competencies & skills improvement Education‘Linx’ learning chainpreventing dropouts Internationalisation strategy Business supportTOP-programmeSME focusclustering & exports Innovation‘Triple Helix’Triple Helix +unionR&D promotion

11. Regional assessments AspectGr. BaselHedmark StrategyAccommodating talent, no attraction Creative class, attraction talent Brandingcluster basedRegional branding Quality of Lifehousing, family focus, clean streets nature and sports, HST Labour Market EducationHE investment Business supportcluster based InnovationLabs & innovation circles ‘Triple Helix’

12. Conclusion Tendency in policy discourse to use ‘talent’ in an instrumental way Policy perspectives in the regions often manifest a richer, more varied socio-economic use of ‘talent’ But also the tendency to copycat Search for the right balance between local pathways and learning from other regions, between ‘bespoke’ and ‘boilerplate’ solutions Need for a more inclusive policy discourse (in development)