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Trends in Security Information
The HSD Trendmonitor is designed to provide access to relevant content on various subjects in the safety and security domain, to identify relevant developments and to connect knowledge and organisations. The safety and security domain encompasses a vast number of subjects. Four relevant taxonomies (type of threat or opportunity, victim, source of threat and domain of application) have been constructed in order to visualize all of these subjects. The taxonomies and related category descriptions have been carefully composed according to other taxonomies, European and international standards and our own expertise.
In order to identify safety and security related trends, relevant reports and HSD news articles are continuously scanned, analysed and classified by hand according to the four taxonomies. This results in a wide array of observations, which we call ‘Trend Snippets’. Multiple Trend Snippets combined can provide insights into safety and security trends. The size of the circles shows the relative weight of the topic, the filters can be used to further select the most relevant content for you. If you have an addition, question or remark, drop us a line at info@securitydelta.nl.
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Limited access to talent for scaleups
Recruiting and retaining the right international talent is one of the hottest issues for Dutch startups and scaleups today. There is fierce competition for professionals with a tech background and for experienced professionals that have scaled a business before. Data suggests that scaleups will need to hire 12,000 individuals every year for the forseeable future. In order to attract talent, Dutch mid-size scaleups must compete with much larger companies in the innovation sector. Competing for talent can feel like a David and Goliath battle as they lack the funds to pay the same as the “big players” or provide comparable secondary benefits. Startups and scaleups still have to realise their potential with most of the expected earnings in the future, but they require experienced team members to make that happen. Added to this, the domestic pool of talent is not sufficient. The unemployment rate fell sharply from 4.9 per cent in 2017 to 3.9 per cent in 2018 and 3.5 per cent in 2019.The Netherlands Bureau for Economic Policy Analysis (CPB) expects unemployment to continue to fall. More than 2.1 million job openings (expansion demand and replacement demand) are expected over the next six years. Foreign talent will have to be attracted to keep the talent pool for scaleups as large and diverse as possible. For today’s talent-driven organisation, diversity is more than an exercise in compliance or corporate social responsibility. It is a core driver of business success. However, the uncomfortable truth is that the technology industry in the Netherlands is not a place in which everyone, of any gender, race, disability, religion, sexuality and socio-economic background can thrive and succeed. In recent years only 0.8% of venture capital in the Netherlands was invested in female founders and only 5.7% in mixed teams. The damaging impact of excluding so much talent compounds with each year that passes. It is a significant challenge for startups and scaleups to face.
The overall goal of Access to Talent is to ensure scaleups get easy access to the best, diverse talent(pool) from the Netherlands or from abroad. By 2023 Techleap.nl wants to accomplish the following:
• Lower the percentage of hard to fill software development vacancies in the Netherlands (open for > 60 days). Currently 48% of all software development roles in the Netherlands are hard to fill. The aim is that by 2023 this percentage is lowered to 23%.
• Make the Netherlands attractive for international tech talent. Currently 7.7% of tech talent in Europe and 7.8% of tech talent outside Europe is choosing the Netherlands as their destination. The aim is that by 2023 this percentage will be 15%.
• Give female founders and mixed founder teams equal access to funding.
• Celebrate diversity and inclusion in the Dutch tech ecosystem.