Association of European Operational Research Societies
The Association of European Operational Research Societies (EURO) was formally constituted in 1976 as the first regional grouping within the International Federation of Operational Research Societies (IFORS). From the outset, EURO succeeded in enabling close cooperation between academics and practitioners across Europe. This paper shows how the Association has built on these foundations to adapt and grow, while maintaining its original aim of promoting Operational Research (OR) throughout Europe. 
 
 
Keywords: 
 
EURO; 
history
Simulated Negotiation Outcomes Through Recommendation Crowding
The goal of the paper is to propose a method for finding outcomes of negotiations of multiple parties with a multi-criteria decision outcomes evaluation. Firstly, the procedure for reduction of continuous set of options to large but finite crowd of compromise recommendations is presented. Next, the crowd is integrated to a single benchmark which is treated as a proposal of artificial auxiliary player called a lone wolf as presented by Kersten and Szapiro (Proceedings of the international conference of the society of systems and science. Budapest, 1987). The strategy of negotiation with this artificial player is proposed to generate a benchmark evaluations scheme for real negotiation. Finally, a multi-agent simulation approach for multi-lateral negotiation process modeling is presented in order to estimate possible negotiation outcomes.
Gender Pay Gap in the European Union Labor Market
The participation of women in the European Union labor market has been increasing over recent years, putting an end to the notion that women are a marginal part of the labor force. However, such increased integration of women into paid work has neither ended the traditional gender divide between jobs nor it translated into gender equality in terms of economic opportunity and economic participation in the labor market. The purpose of the paper is to briefly discuss the gender pay gap in the EU labor market. The paper defines gender pay gap and provides a brief theoretical overview of the underlying causes of such pay asymmetry between men and women. Statistics provided for EU 25 reveal that the current policy attempts to reduce such a gender asymmetry still lack improvement in practice. The paper concludes with selected policy suggestions aiming to make a progress in the issue of the gender equality in pay.