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The Dutch labour market is strong but very tight. The unprecedently fast recovery from the [Coronavirus Disease 2019 (COVID-19)] pandemic, fast-changing skill demand, low hours worked, and the segmentation of the labour market contribute to labour shortages, weighing on growth potential and jeopardising the green and digital transitions. To tackle shortages, lifting labour supply is a necessary complement to raising productivity, as labour-saving innovation alone is unlikely to significantly reduce overall labour demand. Lowering the effective tax rate on moving from part-time to full-time employment and streamlining income-dependent benefits while improving access to childcare would both increase labour input and reduce gender inequalities in career prospects, incomes, and social protection. Narrowing regulatory gaps between regular and non-standard forms of employment further would alleviate shortages by facilitating transitions between occupations. Better integrating people with a migrant background and easing medium-skill labour migration in specific occupations would help to fill vacancies, especially those related to the lowcarbon transition. Scaling up the individualised training scheme while ensuring quality and providing stronger incentives for co-financing by employers would boost the supply of skills and promote growth in expanding industries. Rewarding teachers in schools where shortages are significant and facilitating mobility between vocational and academic tracks would improve equality in education and better prepare the future workforce.

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This publication presents and discusses some of the key information available in the newly created Database on Immigrants in OECD Countries (DIOC). The many graphs and tables include data on: immigrants' demography including age, gender and duration of stay; and their labour market outcomes including labour market status, occupation and sector of activity. The book consists of nine thematic chapters, each including a brief description of sources, and a discussion of cross-country differences. The chapters also include a short analysis of specific issues relevant to the data, such as the gender dimension of 'brain drain', the international migration of health professionals, and the role of low-skilled foreign-born workers in domestic services.

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Public infrastructure is defined as any structure that is owned by the government or that is developed for the public good. Public infrastructure draws on a range of workers and skills to support delivery from four main infrastructure-based occupational groups: project management professionals; engineers, scientists and architects; structures and civil trades and labour; and finishing trades and labour. Australia has ambitious plans when it comes to investing in public infrastructure. A skilled workforce that is available when required will be pivotal in realising these plans. The proposed rapid expansion of public infrastructure is testing the limits of existing capacity and capability. Signs of shortages are already prevalent across the workforce with demand anticipated to reach unprecedented levels, well beyond the sector's ability to service them. Projections show that at its projected peak in 2023 the infrastructure workforce will be 48 per cent short of demand, a deficit of 93,000 people.

Efforts to grow the workforce are compromised by a range of cultural, geographical, diversity and education issues that constrain the sectors' ability to rapidly grow its workforce. Migration cannot meet the gap alone, and border closures, limitations of visa programs and poor utilisation of existing migrants are additional constraints. As the gap between demand and supply grows, the importance of early action is perspicuous. Many proposed investments are in the early stages of planning, but continued investment without significant expansion of workforce supply risks compounding shortages already evident in the public infrastructure workforce, increasing the risks to delivery of this once in a generation investment pipeline in the years to come. Section 1 of this report provides an overview of the type of workforce needed to design, construct and maintain public infrastructure in Australia. Section 2 outlines the current public infrastructure workforce including the geographic distribution for each occupation category. Section 3 assesses pressures on the current public infrastructure workforce. Section 4 assesses the capacity and capability of the future public infrastructure workforce to meet predicted future workforce demand. Section 5 outlines the constraints to addressing Australia's looming infrastructure workforce shortage through mobilisation of existing workers and growth in new workers.

The initial Market Capacity Program report identifies potential resource challenges and risks from estimated demands from the Major Public Infrastructure Pipeline. The report provides an evidence base to increase understanding of the supply and demand of the skills and materials critical to the pipeline, and associated risks in planning and delivery, to support decision making, and help ensure value for money outcomes from our future infrastructure investments. The challenges and opportunities highlighted through this report underscore the importance of continuing to drive productivity and innovation across government and industry.

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Over the next 50 years, population aging will contribute to a dramatic decline in the European working age population. One important question for policy makers is to what extent an increase in labour force participation of migrants, their descendants, and women can compensate for the decline in labour supply. Thus it is relevant to know more about the factors which can encourage participation of these groups. In this report [the authors] examine the employment of second generation (children of immigrants) Turkish and young adult women from the majority population. [The authors] focus on the Turkish group since it is the largest single origin country group who also settled in different European countries allowing for examining differences among the second generation across countries of residence by using unique data allowing for this for the first time.

This report covers four European countries (Germany, the Netherlands, France, and Sweden) in which the largest share of the total Turkish population in Europe live. [The authors] give special attention to the effect of motherhood on employment. [The] findings show that policy and institutions matter for the employment of all women in society, irrespective of migrant origin. Still, levels of employment are lower for the Turkish second generation compared to women from the majority group in all countries. Being a mother has a negative impact on employment, but [the authors] do not find this association to vary by origin. Furthermore [the authors] find clear differences across the countries studied but again these differences are similar for women of the majority population and those of Turkish origin. Although [the authors] are unable to pinpoint the exact policies and institutional arrangements it seems to be the case that these are related to policies across the life course starting from educational to family policies. Findings make clear that policymakers must give special attention to the unique economic position and potential of women in general and the growing share of children of immigrants among them, whose employment behaviours will be essential to bolstering the European labour force in the future.

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To remain competitive in technological growth and innovation, Europe must recruit and retain women for the fastest-growing tech roles of the foreseeable future.

European leaders looking to build competitive advantage and growth by addressing their technology gap should consider one fact: women occupy only 22 per cent of all tech roles across European companies. That's a stunning statistic at a time when technology underpins so much of the innovation and growth in the world today. Addressing this shortfall is about much more than doing the right thing; it's an economic necessity. While the spate of tech layoffs in the face of economic uncertainties ahead has caused companies to rethink their talent strategies, only 7 per cent of the layoffs have been in Europe, according to the State of European tech report for 2022, and the underlying economic fundamentals that rely on tech talent remain in place.

In fact, McKinsey analysis shows a tech talent gap of 1.4 million to 3.9 million people by 2027 for EU-27 countries. If Europe could double the share of women in the tech workforce to about 45 per cent, or an estimated 3.9 million additional women by 2027 - something we believe is possible - it could close this talent gap and benefit from a GDP increase of as much as €260 billion to €600 billion. To better understand why Europe struggles to find and retain tech-talented women, and to determine how best to address the issue, we undertook a detailed analysis of the entire development funnel in Europe, from primary school all the way to entering the workforce.

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The Jobs Summit in early September 2022 is the chance to chart a course towards full and secure employment for all. The Jobs Summit Series - a series of papers released by the Australian Council of Trade Unions (ACTU) in the lead up to the Summit - aims to provoke debate and build common ground on what that course could be.

If you are a woman working today, chances are that you will earn less than a man, have less job security and retire with less income. There may be no greater measure to boost national productivity and economic growth than delivering respect for women at work. This report maps out the many challenges to realise this, from the gender pay gap, barriers to women at work, improving safety and respect for women, the crisis in the care economy and the insecure work and low pay facing women.

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Supporting the rapid growth in the ageing population is one of EU's greatest challenges, placing the care sector high on policy agendas. Demographic change, technological advancements and poor working conditions exercise pressure on care workers' employment and skills. This policy brief discusses developments in the employment and skills of care sector workers, and the role that vocational education and training (VET) can play in support, building on Cedefop's skills forecast and online job advertisement analysis.

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In Asia, aging countries with slow population growth worry about a lack of workers in the future and see older people's labor as a potential solution. However, this leaves out the work that many older people already do-unpaid care work. Drawing on data from Bangladesh, India, Mongolia, and Thailand, the estimates in this paper show that older people, especially older women, are doing a great deal of work caring for others. In this case, policies that aim to increase overall market labor force effort by increasing the market labor of older people may underachieve their goals if they do not account for the older people's unpaid care work responsibilities. Finally, we use the estimates of the older people's unpaid care work to think about investments in the paid care economy that might be needed to replace unpaid care work of the older people if they increase labor market effort but not total work. These simple calculations indicate that the scale of investment required is manageable.

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This report examines skills shortages and labour market dynamics in Western Australia's (WA's) labour market and provides a fresh conceptual look at what skills shortages are, new empirical evidence on how they arise, as well as potential responses by government and industry. The report explores barriers that prevent fuller engagement in the labour force as well as solutions in the short term and longer term that would improve access to employment opportunities, and by doing so, capitalise on Australia's potential workforce talent. In addition, the report assesses the process and speed of labour market adjustments across Australia's states and territories and highlights the unique features of WA's labour market that impede efficient adjustments and prevent the full utilisation of potential labour.

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The Australian government response to skill shortages has been to raise net international migration levels and to boost training initiatives with a particular focus on apprenticeships for the industrial and building sectors. The authors of this report argue that an alternative source of highly educated labour is already at Australia's disposal and with the right set of policy options this pool of labour can be unlocked. Closing the gap between male and female employment rates would have important implications for the Australian economy. Recommendations are made as to how the government could achieve this. The report provides an overview of women in the Australian workforce, then discusses the economic benefits of lifting the female employment rate and the number of women in board and senior executive level positions, and the role of public policy. Further policy initiatives are proposed as a way of maximising the economic benefit from the female labour pool. Show less