C. WORK CLIMATE & RECRUITING

26 November 2020,  10 am - 1 pm

Even today, power structures in the cultural sector are often still characterised by archaic or hierarchical patterns that contradict contemporary, democratic processes. In order to effectively use the potential of all those involved, strategies are needed to overcome encrusted power structures within institutions and to find new forms of participatory work. Strategic recruitment poses major challenges on cultural providers, even in the digital age. The development of the (cultural) company as an employer brand as well as the experiences and perceptions that an applicant collects with the company during the hiring process play a central role. In order to make the cultural workforce of today fit for the tasks of tomorrow, challenges such as a possible shortage of specialists due to demographic change must be addressed, as must the optimal deployment of cultural experts from different sectors and areas. Training measures for employees and a sophisticated organisational culture are just two examples of measures for future HR management in the cultural sector.

Subject to change without notice. 

A change in tracks is possible at any time.

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