The Chain Table on Archaeology is concerned about the position and valuation of the profession. Various studies show that archaeologists are invariably at the bottom of lists of incomes of college and university graduates. At the same time, entering the recognized profession is not easy and is often a long road. As a result, too many archaeologists leave the profession prematurely or get stuck at an entry level position. The market for excavation companies is complex and does not make solutions easy. Nevertheless, the participants in the chain table are driven to strengthen the labor market position of archaeologists. Henk Koster (independent consultant and currently director of SIKB) joined the chain table as independent chairman.

Deepening research on pricing and labor relations

After preliminary discussions with sector experts from HTH Research’s Vinken-Wolters study, the program was introduced at the Great Reuvens Consultation on Feb. 15, 2022. The sector needs in-depth research on pricing and labor relations. Developing, launching and supervising this research became one of the first activities of a chain table. The Ministry of OCW alerted the archaeology sector to the role of Platform ACCT in response to the SB’s recommendations. Intended chain partners and their representatives were identified and approached from within the program. The first chain table took place on March 17, 2022. Agenda: initiate in-depth research, explore collective bargaining and composition of the table.

Establish labor monitor and develop model terms of employment regulations

Although the subsector has several representative parties, it is difficult to include all interests properly and proportionately. There is a great diversity of professional practices, and representative associations are not always equipped for the role demanded by the chain table. Nevertheless, workers, work providers and mediators are well represented and vocational schools and special specialists join in. A clear focus on the task and the intended result, and the mandate to do so, is an issue that often comes up. The group is working on two lines of content, where necessary with the help of independent researchers from the sector. First, establishing a labor market monitor with a deepening baseline measurement (and intended periodic follow-up) for an objective and accurate picture of all workers, rewards and movements in the labor market. Finding good sources of data for this is not easy because the professionals in archaeology are not easy to find in CBS data, for example.

The second line of approach is to work on a set of terms of employment (also translated to the self-employed) which can be used as guidelines in the industry. This concerns workers who do not yet fall under the scope of an adjacent collective bargaining agreement (for example, archaeologists employed by municipalities). The urgency of the task is supported by the Council for Culture which, in its evaluation of the Heritage Act (February 2022), points out the poor income position of archaeologists. It also suggests the development of a sector collective bargaining agreement. OCW Secretary of State for Culture and Media Gunay Uslu states in her policy response to the Council’s advice to support social dialogue within the fairPACCT chain table, guided by the Fair Practice Code (November 2022).