Poverty

Spain 2050 is the first comprehensive strategic foresight report ever produced by the Spanish Government. It explores the main social, economic and environmental challenges that Spain will face over the next three decades; sets 50 quantitative goals for 2050; and advances more than 200 policy measures to achieve them.
The report was crafted by a multidisciplinary team of over a hundred experts and the Spanish National Office of Foresight and Strategy, with the support of several ministries, the Bank of Spain, and the Joint Research Centre of the European Commission.

Agenda 2063 is Africa’s development blueprint to achieve inclusive and sustainable socio-economic development over a 50-year period. The continent aims to achieve this objective through the realisation of five ten-year implementation plans. The First Ten-Year Implementation Plan of Agenda 2063, spanning 2014 to 2023, outlines a set of goals, priority areas and targets that the continent aims to achieve at national, regional and continental levels. Against this background, the African Union Commission (AUC) and the African Union Development Agency (AUDA-NEPAD) were tasked by policy organs of the African Union to coordinate and prepare continental-level biennial performance reports to track progress made towards the goals and targets of Agenda 2063.
This second continental-level report consolidates progress reports from 38 of the 55 AU Member States. The report analyses progress made on the implementation of Agenda 2063 against 2021 targets.

The coronavirus crisis has underlined the need for the European Union (EU) to devote greater efforts to anticipatory governance, and to attempt to strengthen its resilience in the face of risks from both foreseeable and unforeseeable events. This paper builds further on an initial 'mapping' in mid-2020 of some 66 potential structural risks which could confront Europe over the coming decade, and a second paper last autumn which looked at the EU's capabilities to address 33 of those risks assessed as being more significant or likely, and at the various gaps in policy and instruments at the Union's disposal. Delving deeper in 25 specific areas, this new paper identifies priorities for building greater resilience within the Union system, drawing on the European Parliament's own resolutions and proposals made by other EU institutions, as well as by outside experts and stakeholders. In the process, it highlights some of the key constraints that will need to be addressed if strengthened resilience is to be achieved, as well as the opportunities that follow from such an approach.

The current coronavirus crisis emphasises the need for the European Union to devote more effort to anticipatory governance, notably through analysis of medium- and long-term global trends, as well as structured contingency planning and the stress-testing of existing and future policies. In order to contribute to reflection on and discussion about the implications of the coronavirus pandemic for EU policy-making, this paper builds on an initial 'mapping' of some 66 potential structural risks which could confront Europe over the coming decade. Taking 33 risks which are assessed as being more significant or likely, it looks first at the capabilities which the EU and its Member States already have to address those risks, and then looks at the various gaps in policy and instruments at the Union's disposal, suggesting possible approaches to overcome them in the short and medium terms.

The start of the decade has seen a convergence of three major trends: the accelerated use of Fourth Industrial Revolution technologies in the midst of the pandemic, job market disruptions to both remote work and work requiring physical presence, and a wide-ranging call for greater inclusivity, equity and social justice. Now more than ever, in the midst of such sweeping change, organizations have an opportunity to embed greater diversity, equity and inclusion. Societal change and the need for future creativity and innovation demand that business consider the best use of new technologies in enabling this journey. Successful organizations are powered by the diverse opinions, skill sets and life experiences of their employees. To tap into the full potential of human diversity, organizations need to hire diverse talent and create an inclusive working culture underpinned by a fundamental sense of belonging, fairness and equity, enabling people to bring their “full self” to work. In the Fourth Industrial Revolution, most companies are set to implement new technologies and practices to manage their workforces. However, implementing these tools without due consideration risks a range of unintended consequences which can ultimately undermine a company’s reputation and competitive position. Today, more than ever before, new workplace technologies and practices are no longer simply “neutral” with regard to diversity, equity and inclusion outcomes. Leading companies are increasingly recognizing this and proactively leveraging technology as part of organization-wide strategies for achieving “Diversity, Equity and Inclusion 4.0”. Conversely, companies without such an integrated approach are increasingly facing unintended consequences and risks when implementing new technology tools. Recent events are a reminder of the persistent inequities that continue to pervade our societies and economies. As companies seek to take on more responsibility for addressing social justice ensuring that diversity and equality becomes the norm in the very near future, a key pathway is to adopt an integrated approach to diversity, equity and inclusion in the workplace, and a renewed commitment to tangible change. Ensuring racial justice, gender parity, disability inclusion, LGBTI equality and inclusion of all forms of human diversity needs to be the “new normal” in the workplace set to emerge from the COVID-19 crisis.This toolkit is designed to highlight the opportunities and outline the challenges specific to greater use of technology in the service of diversity, equity and inclusion efforts. It is designed for organizational leaders, Chief Diversity and Inclusion Officers (CDIOs), and others actively working to promote diverse, equitable and inclusive workplaces globally. It is intended to complement a range of related publications produced by the World Economic Forum’s Platform for Shaping the Future of the New Economy and Society: “HR4.0: Shaping People Strategies in the Fourth Industrial Revolution”, developed in collaboration with the Forum’s community of Chief Human Resources Officers (CHROs) and a guide to sound decision-making in the context of the coronavirus pandemic, “Workforce Principles for the COVID-19 Pandemic: Stakeholder Capitalism in a Time of Crisis”.

Within Europe, public debate has become increasingly concerned with issues of identity, belonging and threats associated with ‘out-groups’ (such as immigrants and refugees). These issues are the focus of many insurgent populist parties, which are shaping debates in many countries across Europe.
When asked to identify the most important issue facing Europe, survey respondents in 2017 gave the highest rankings to terrorism and immigration – two issues that provoke public debate on the threat of minority ‘out-groups’ to majority ‘in-groups’.
Polarisation is reflected in deeper divisions and distrust between opposing groups. There are many indicators of increasing polarisation in European societies (though no agreed measure or major comparative study).
The issues around which polarisation is taking place are especially related to national identity, culture and inclusion, between people who espouse cosmopolitan values and people who espouse traditional cultural and nationalist values.