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Albania has one of the world's highest emigration rates, relative to its population, at -3.3 migrants per 1,000 people, and a total migrant population of more than 1.25 million in 2014, according to UN Department of Economic and Social Affairs data. In 2010 Albania was granted with visa-free travel to the Schengen area and this also affected the crossing of the borders and the circular migration across the land border between Greece and Albania was for many years, one of the most significant irregular migratory flows across the EU's external borders. Although during the last years it is observed an increase number of return migrants, Albanian citizens continued to migrate and it is observed an increase of the number during 2014, and the new trend now is requesting asylum in EU member states increased during 2014. According to EUROSTAT data show that 65,000 Albanians applied for asylum in 2015, 55,000 of them sought asylum in Germany and 99 per cent of Albanian asylum requests have been refused from European countries, half of them belong to the age group 18-34 years old. Due to the poor economic and living conditions in Albania, the labor market in Albania is still vulnerable and it affects the on-going migrant flows from Albania to the most developed labor markets of other countries. These migrant flows are directly linked with labor market development especially level of unemployment and poverty. Migration in Albania has major development impact and poverty implications in several levels. It has effects for individuals and their families, for origin and destination countries, and the national economy. At the individual level it shows that migrants benefit economically from their movements, their migration leads to better employment opportunities and income; at the household level in the home country migration reduces poverty at the family level and positively contributes to human capital formation, and improving education and healthcare conditions. Migration also has effects at the national level, bringing positive changes to the national economy.

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The problem: Women must often overcome inequitable workplace policies and unsupportive family for career development. Although remote work allows women the freedom to manage both work and family domains, stigma rooted in gender-stereotypes dissuades women from utilizing remote work policies and working flexibly.

The solution: Working from home during the [Coronavirus Disease 2019 (COVID-19)] pandemic, has led to some erosion of the stigma attached to remote work. Through the work/family border theory, we explore the new realities for employees working remotely and its positive impact on women's career development. We argue, organizations can promote women's careers by capitalizing on employee's positive experiences with remote work during the pandemic, and support women's career development even after the pandemic.

The stakeholders: Stakeholders for this article include colleagues, supervisors, partners, and spouses, who have the power to influence women's career development, as well as [human resource development] HRD professionals and organizational leaders who implement policies and practices supporting women's career development.

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This report focuses on the experience of students exploring apprenticeship opportunities. Key findings include: (1) Over half of students looking to apply to higher education in 2022 are interested in apprenticeships, but find it difficult to access relevant information; (2) More needs to be done to highlight the benefits of apprenticeships - only 8 per cent of students surveyed associated apprenticeships with leading to a good job; and (3) Only 4 per cent of students associate the word 'prestigious' with apprenticeships, compared with 76 per cent for a traditional university degree.

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This article examines the career histories of the first generation of UK women to enter professional employment in the 1970s and 1980s in comparatively large numbers. In so doing, it contributes to the sparse literature on older women's working life histories. Presenting empirical research on women's experiences in the legal and [human resource] HR sectors, it reveals how women pioneers were often silenced by requirements to conform with male-dominated norms, values and practices governing masculine career pathways. They learned to speak a predominantly masculine language that in turn constituted a significant barrier to effective resistance and disallowed new ways of speaking about careers. The article argues that these earlier conditions of entry into careers continue to influence the barriers women face at work today. Through this analysis of older women's working lives, the article also contributes to contemporary debates about intersectionality by illustrating how gender and age interact in ways that reinforce earlier patterns of career disadvantage.

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In January 2021, Education and Employers commissioned dmh associates to undertake an evaluation of the Our Future Derby Year 2 programme (January 2021 - July 2021). In Year 2, the project has engaged at least 7,500 children and teachers through a range of inspirational career-related learning activities involving volunteers from a wide variety of sectors and backgrounds. This is a unique Derby city careers-related learning (CRL) programme aimed at children, teachers, parents, and business volunteers. This report provides a brief overview of key findings and recommendations for future development. The evaluation is based on primary and secondary research undertaken with key stakeholders including a selection of primary school pupils (n=905), teachers/careers champions, headteachers, and senior leadership team members (n=42), business volunteers (n=32) and parents/carers (n=13).

Our Future Derby is designed to enhance social mobility, improve gender equality and expand opportunities for primary school children in a minimum of 33 primary schools across 7 of the most deprived Wards in Derby city. Our Future Derby (OFD) programme (2019-present) aims to: (1) Raise the aspirations of all pupils including those on pupil premium, free school meals and from different ethnic backgrounds to close the gap between disadvantaged pupils and their peers; (2) Inspire teachers and senior leaders within the nominated primary schools to take a 'whole school approach' in embedding CRL now and in the future; and (3) Stimulate pupils by developing their understanding of the link between school and the wider world of work, broadening their awareness of the range of jobs, breaking down stereotypes and challenging bias.

The four aims of the Our Future Derby evaluation are: (1) To assess the extent to which current CRL programme design and delivery are effective in achieving set goals and key performance indicators in Year 2; (2) To assess the range of high-quality inputs, outputs and outcomes drawing on key findings from children, teachers, parents and employer perspectives; (3) To generate intelligence to inform sustainable CRL policies and practices across the city; (4) To identify areas in which the CRL programme could be further improved in Year 2 and ensure the approach remains sustainable and fit for purpose.

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International policy and practice reviews support policy development by learning what works, in what contexts, and why. They also provide the opportunity to consider how that learning might be effectively translated to the English context. Three years after the publication of the 2017 Careers Strategy [available in VOCEDplus at TD/TNC 130.534], Pye Tait Consulting and Carol Stanfield Consulting were commissioned to review literature relating to the following two questions: What are the features of Careers Information, Advice and Guidance (CIAG) systems in other countries? What recent causal or outcome evidence is there regarding the impact of CIAG?

This report draws upon the findings of five major international literature reviews, published since 2016, which covered areas such as careers education, careers in the curriculum, career guidance and employer engagement. In phase one, 11 countries were selected for an initial search of documentary evidence on CIAG systems. Phase two comprised a full literature review of eight countries/regions, selected on the basis of the number and quality of sources available and being of policy interest: Ontario in Canada, Germany, Netherlands, Northern Ireland, Republic of Ireland, Scotland, Wales, and Singapore. This phase also comprised the analysis of recommendations from five major careers literature reviews, conducted since 2016, along with the review of robust research and policy evaluation sources identified in phase one.

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This paper presents a discussion on economic incentives and social norms that have contributed to the changing participation of women in the Australian labour market. While that participation continues to increase there is still more that can be done to improve equality and equity in the workforce that will contribute to national productivity and income. [Coronavirus Disease 2019] COVID-19 offers the opportunity of looking freshly at changing social norms and our economic policies to maintain and reward the participation of women in the labour market. Australia as a nation will be better off and families and children likewise.

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This study determined the perceived family-related determinants and implications of low enrolment of female students in electrical trade in technical colleges of Adamawa State. Two research questions were answered and two null hypotheses formulated to guide the study were tested at 0.05 level of significance. A descriptive survey research design was adopted for the study. The population of the study consisted of 13 Electrical Installation and Maintenance Work Trade (EIMWT) teachers and 129 parents of National Technical Certificate Two (NTCII) EIMWT students (either father or mother) in three Government Science Technical Colleges of Adamawa State. There was no sampling done as the entire population was used. A researcher developed 20-item questionnaire was used for the collection of data. Three lecturers from Electrical Technology Education Department of Modibbo Adama University Yola, validated the questionnaire. A reliability coefficient of the questionnaire was established to be 0.87 using Cronbach Alpha method.

The research questions were answered using weighted mean while t-test of independent samples was used to test the hypotheses. The study revealed low contribution from the female gender to family income in households and increased level of dependency of the female gender on the males in Adamawa State as major perceived family-related implications. The study therefore recommended among others that Adamawa State Government in collaboration with corporate bodies should embark on an awareness campaign in order to enlighten parents and family members on the prospects of EIMWT especially to female gender. The study concludes that mechanisms should be put in place to improve female enrolment into EIMWT as a way of investing in the education of females in view of breaking cycles of poverty and social vices that the females might be lured into.

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This article argues the insufficiency of the traditional application of cultural, social and economic capital in conceptualising the non-traditional student experience. Built on the thematic analysis of 52 in-depth interviews with 28 mature-age women nursing undergraduates with family responsibilities in Australia, an alternative, expanded model of capital is proposed. The qualitative study, underpinned by Gadamer's Hermeneutic Philosophy, revealed multiple threats and enablers to progression throughout the degree. Dimensions of capital previously unacknowledged in the nursing literature were necessary to fully conceptualise these rich and complex findings, including important student strengths. These dimensions: aspirational, navigational, resistant, familial and experiential capital, compensated when traditional dimensions were lacking, or incongruent with university expectations. This longitudinal study further revealed how the availability and importance of capital altered with the changing curriculum and participants' personal growth.

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The [Coronavirus Disease 2019] COVID-19 pandemic has been described as a women's pandemic because of its unequal social and economic impacts. While there are some signs of recovery, the future remains uncertain, due to the unpredictability of outbreaks, uncertainty about the effectiveness of vaccines, and the complex global context. Some commentators are concerned that federal government policy is favouring austerity, which will hamper recovery and lead to increased unemployment and economic insecurity. There is also concern that proposed industrial relations legislation could undermine workers' protections. The policy choices made will affect the lives of many, both now and into the future. Rather than austerity, investment is needed to build brighter futures for low-income women and their families.

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