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This study documents the prevalence and nature of re-employment among workers who left long-term jobs in paid employment at age 50 or older. The analysis is based on a 28-year administrative panel dataset, the Longitudinal Worker File, capitalising on its large sample size and detailed information on mobility across employers. The study examines the prevalence, time and covariates of re-employment as a paid employee and in unincorporated self-employment; the nature of paid re-employment, including job duration, mobility across industry and firm size; the distribution of average earnings in re-employment compared with the long-term job; and the covariates of low and high relative earnings in re-employment.

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This paper examines the ways that innovation status as opposed to technology-use status affects the training activities of manufacturing plants. It examines training that is introduced as a response to specific skill shortages versus training that is implemented in response to the introduction of advanced equipment. We find that advanced technology users are more likely to have workers in highly skilled occupations, to face greater shortages for these workers, and they are more likely to train workers in response to these shortages than are plants that do not use advanced technologies. The introduction of new techniques is also accompanied by differences in the incidence of training, with advanced technology users being more likely to introduce training programs than non-users. Here, innovation status within the group of technology users also affects the training decision. In particular, innovating and non-innovating technology users diverge with regards to the extent and nature of training that is undertaken in response to the introduction of new advanced equipment. Innovators are more likely to provide training for this purpose and to prefer on-the-job training to other forms. Non-innovators are less likely to offer training under these circumstances and when they do, it is more likely to be done in a classroom, either off-site or at the firm. These findings emphasize that training occurs for more than one reason. Shortages related to insufficient supply provide one rationale. But it is not here that innovative firms stand out. Rather they appear to respond differently to the introduction of new equipment by extensively implementing training that is highly firm-specific. This suggests that innovation requires new skills that are not so much occupation specific (though that is no doubt present) but general cognitive skills that come from operating in an innovative environment that involves improving the problem-solving capabilities of many in the workforce. These problem-solving capabilities occur in a learning-by-doing setting with hands on experience.

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Over the last three decades, full-time jobs and permanent jobs have generally become scarcer for youth. In addition, median real hourly wages of young men employed in full-time jobs grew little, if at all, from the early 1980s to the mid-2010s. Along with other pieces of evidence from media reports, these facts have raised concerns that recent youth cohorts now experience less favourable earnings trajectories as they age than previous cohorts did 40 years ago. This study compares the earnings trajectories of several recent cohorts of young workers with those of cohorts who entered the labour market in the late 1970s. The study combines three versions of Statistics Canada's Longitudinal Worker file (LWF) and covers the 1978-to-2015 period.

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Canada and the United States are two major immigrant destinations with distinct immigration policies. The two countries also differ in immigration level and economy size, but their government structures, economic systems and social environment have many similarities. These similarities and differences provide a useful setting for comparative immigration research. This study compares the differences in the mismatch between the education and occupations of immigrants in Canada and the United States, operationalized by over-education. It further explores how the cross-country differences may be related to the supply of and demand for university-educated immigrants and the way they are selected.

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This study contributes to the debate about the role of self-employment in helping women improve family-work balance by offering evidence from a uniquely rich dataset that links individual records from the 2006 Census of Population to records from the 2011 National Household Survey. It focuses directly on changes in the main labour market activities of women with newborn children. The study shows that becoming a new mother increases the probability of making a transition from wage employment to self-employment. Furthermore, the weekly work hours of the new mothers who make such a transition become far more uniformly distributed than their hours were when they were wage earners. The work-hour distribution of new mothers who make a transition to self-employment is also considerably more uniform than the work-hour distribution of new mothers who remain wage earners.

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As a new general-purpose technology, robots have the potential to radically transform industries and employment. In contrast to previous studies at the industry level that predicted dramatic employment declines, this study finds that investments in robotics are associated with increases in total firm employment, but decreases in the total number of managers. It also finds that robot investments are associated with an increase in the span of control for managers remaining within the organization. This study provides evidence that robot adoption is not motivated by the desire to reduce labour costs, but is instead related to improving product and service quality. These findings are consistent with the notion that robots reduce variance in production processes, diminishing the need for managers to monitor workers to ensure production quality. Decreases in managerial headcount may also arise from changes in workforce composition.

This study finds that investments in robotics are associated with decreases in employment for middle-skilled workers, but increases in employment for low-skilled and high-skilled workers, potentially changing managerial activities required by the firm. With respect to organizational change, this study shows that robots predict both the centralization and the decentralization of decision-making authority, but decision rights in either case are reassigned away from the managerial level of the hierarchy. This contrasts with previous studies on information technology that have generally found decentralizing effects on decision-making authority within organizations. Overall, the results of this study suggest that the impact of robots on employment and organizational practices is more nuanced than previous studies have shown.

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Canada's oil reserves are concentrated in three Canadian provinces: Alberta, Saskatchewan, and Newfoundland and Labrador. Oil prices received by Canadian oil producers more than doubled between 2001 and 2008. The proportion of young men employed in the oil industry differs markedly across provinces and education levels. Taken together, these facts suggest that the increases in world oil prices observed between 2001 and 2008 may have induced cross-educational and cross-provincial variation in labour demand and male wage growth in Canada. Using data from the Canadian Labour Force Survey, this study exploits this variation in wage growth in order to estimate the elasticity of young men's labour market participation and school enrollment with respect to wages. The main finding is that increased wages have a dual impact for young men: they tend to reduce their full-time university enrollment rates - at least temporarily - and to bring (back) into the labour market those who were neither enrolled in school nor employed. Contrary to previous research from the United States, the study finds no evidence that school enrollment rates of less-educated young men fall in response to increased pay rates, whether these are measured in real terms or relative terms. These findings hold under a variety of robustness checks and do not appear to be driven solely by selective migration.

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Occupations related to science, technology, engineering and mathematics (STEM) are generally associated with high pay and contribute to the development of new technology. Continued growth is expected for STEM occupations, which would provide STEM-educated workers with additional labour market opportunities. However, less is known about the extent to which STEM graduates enter into and remain in STEM occupations in Canada. This study uses data from the 2006 and 2016 longitudinal census files to examine the occupational pathways of women and men with postsecondary credentials in STEM fields.

Generally, male STEM graduates were more likely than female STEM graduates to be employed in a STEM occupation. The occupational pathways of male and female STEM graduates also differed. Among STEM graduates who were employed in a STEM occupation in 2006, women were more likely than men to have moved to a non-STEM occupation by 2016. Younger STEM graduates were more likely to exit a STEM occupation than older graduates, and men and women with college-level STEM credentials were more likely to leave a STEM occupation than their counterparts with a bachelor's degree. Some differences in the occupational mobility of men and women with STEM credentials were associated with their field of study. For example, men who studied mathematics or computer and information sciences were less likely than their counterparts who studied engineering or engineering technology to exit a STEM occupation between 2006 and 2016. However, there was no statistically significant difference in the likelihood of leaving a STEM occupation among women who had studied in these two fields. Lastly, the wage growth of male and female STEM graduates who persisted in a STEM occupation between 2006 and 2016 was not significantly different from the wage growth of their counterparts who had moved from a STEM occupation to a non-STEM occupation.

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The [Coronavirus Disease 2019] COVID-19 pandemic has both highlighted and accelerated the roles that digital technologies and Internet connectivity play in our lives. Physical distancing and 'stay-at-home' responses have changed how Canadians work, shop, attend school, and spend their leisure time. In the workforce, the share of paid employees who were teleworking reached 40 per cent in April 2020 - comparable to the estimated share of Canadian workers estimated to be in jobs that could possibly be carried out from home. A robust Internet typology is essential for monitoring how individuals are responding to the digital transformation and for assessing the divide between digital 'haves' and 'have nots'. Individuals' capacities to use the Internet and digital technologies are an important aspect of this digital divide. Using data from the 2018 Canadian Internet Use Survey (CIUS), this study presents an Internet-use typology that is based on the range and complexity of online activities and digital skills that Canadians report they perform. Five Internet-user groups are identified.

About 9 per cent of Canadians are Internet 'Non-users' and another 16 per cent are 'Basic users'. Together, almost one-in-four Canadians (24 per cent) had either no engagement or only very limited engagement with the Internet and digital technologies in late 2018 or early 2019. Another 20 per cent of Canadians are identified as 'Intermediate users' of the Internet and digital technologies, with a further 22 per cent identified as 'Proficient users' and 34 per cent identified as 'Advanced users'. Age and education are strongly associated with the distribution of Canadians across these groups. About 63 per cent of seniors are either Non-users or Basic users of the Internet and digital technologies, as are 40 per cent of Canadians with a high school diploma. In contrast, 77 per cent of Canadians aged 15 to 34 are either Proficient or Advanced users, as are 76 per cent of Canadians with a Bachelor's degree or higher. Individuals in these latter Internet-user groups are most well-positioned to access online programs and services and adapt in an increasingly online society.

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This study examines which factors underlie the narrowing of wage differences observed between young bachelor's degree holders and high school graduates from the 2000-to-2002 period to the 2010-to-2012 period and the widening of differences in full-time paid employment rates between these two groups.

The study uncovers three key findings. First, while the oil boom seen during much of the 2000s tended to reduce wage differences across education levels for both young men and young women, the remaining contributing factors differed across gender. Increases in real minimum wages and in the relative supply of bachelor's degree holders tended to narrow wage differences for young women but not for young men. In contrast, movements in unionization rates and in the relative prevalence of temporary jobs reduced the education wage premium for young men but not for young women. The second finding is that increases in real minimum wages appear to have had a dual impact for young women, narrowing wage differences between young female bachelor's degree holders and high school graduates but widening differences in full-time paid employment rates between these two groups. The third finding is that the narrowing of wage differences between young bachelor's degree holders and high school graduates employed in full-time jobs was offset by a widening of differences in full-time paid employment rates between these two education groups. As a result, differences in unconditional average weekly earnings or in average annual wages and salaries between young bachelor's degree holders and high school graduates displayed no trend during the observation period.

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