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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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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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The Jobs and Skills Summit (the Summit) will bring together Australians, including unions, employers, civil society, and government, to discuss our shared economic challenges and propose both immediate and long-term solutions. The goal of the Summit is to find common ground on how Australia can build a bigger, better trained and more productive workforce; boost real wages and living standards; and create more opportunities for more Australians.

The Summit will cover five broad themes: (1) Maintaining full employment and growing productivity; (2) Boosting job security and wages; (3) Lifting participation and reducing barriers to employment; (4) Delivering a high-quality labour force through skills, training and migration; and (5) Maximising opportunities in the industries of the future. Throughout the Summit there will be a strong overarching focus on women's experiences of the labour market and ensuring women have equal opportunities and equal pay.

This Issues Paper outlines the labour market challenges associated with these five themes. It is intended to provide Summit participants and the broader community with a common understanding of these issues so that we can begin working towards solutions to our shared economic challenges and ensure the labour market delivers good outcomes for all. The Summit is the first stage in the process. Ideas raised at the Summit may also be explored further through the White Paper on Employment (the White Paper), which will map a comprehensive blueprint for Australia's future labour market.

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Virtual-reality headsets show blueprints to workers as they walk through a construction site. A carpenter plots precise cuts down to the millimeter with the aid of computer-assisted design. A welder performs her job remotely with the help of a robot. Technological change, accelerated by the pandemic, has transformed not only the tools available to tradespeople, but the skills needed to operate them. Today's industrial mechanics, electricians and automotive service technicians must have the digital savvy to operate the electronic-testing equipment, [three-dimensional] 3D technology, and digital diagnostic tools becoming commonplace in the manufacturing and construction sectors. They will also have to brace for frequent retraining on evolving technologies.

Meanwhile, soft skills - critical thinking, curiosity, creativity, problem solving and communication - are more important than ever in an economy that demands collaboration across sectors. These skills will increase in importance as the Fourth Industrial Revolution unfolds. But they won't replace traditional technical ability. A foundational understanding of metallurgy, for instance, will remain crucial to a welder programming a robotic arm. Canada's skilled tradespeople - the welders, machinists, electricians and plumbers that have long been the backbone of our economy - are more critical than ever. In this report, we identify the main challenges facing the sector - the under-representation of women and immigrants, the need to double down on digital training, and the ongoing stigmas surrounding trades careers - and how best to tackle them.

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This report presents an in-depth cross-country analysis of how long-term care workers fare along the different dimensions of job quality. In the initial stages of the [Coronavirus Disease 2019] COVID-19 pandemic, the applause for care workers was a clear expression of the strong recognition of their hard work and exposure to risks in their job. However, as the applause faded after the peak of the crisis, questions have re-emerged about how to improve the working conditions of long-term care workers in a sustainable way. Over the coming decades, the demand for these workers will increase substantially. Several countries are already facing shortages as the large baby-boom generation joins the older population.

To go 'beyond applause', a comprehensive policy strategy is needed to tackle poor working conditions and insufficient social recognition of long-term care work, attract workers in the sector and avoid labour shortages reaching unacceptable levels. Such a strategy should cover several dimensions, with different priorities across countries depending on their specific context, including: direct interventions to raise wages and increase staff requirements; increasing public financing and fostering the leading role by governments; supporting collective bargaining and social dialogue; strengthening training; increasing use of new technologies; and strengthening health prevention policies.

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In the light of the importance of skills for the EU economy and the European Year of Skills, the 2023 annual Employment and Social Developments in Europe (ESDE) review provides evidence on persistent labour shortages and changing skills needs in the EU. The report considers the implications of skills demands in the context of the green and digital transitions. It highlights certain labour market participation challenges, including demographic changes (notably ageing) and lower labour market participation among certain population groups, with a particular focus on women and migrant workers born outside the EU.

The analysis shows that labour shortages are found in a diverse range of occupations across all skill levels: construction, healthcare, science, ICT, engineering and mathematics (STEM). The importance of the structural drivers, underlying shortages, vary by occupation and sector. Overall, the working conditions or human resource management (HRM) practices are more often linked to employers' difficulties in finding people, rather than a lack of skills among job applicants. Still, a limited supply of skilled workers poses challenges in certain fields (e.g. STEM, healthcare).

The report highlights the importance of policies and reform measures to alleviate persistent labour shortages. Those include investing in training and adult learning, increasing financial incentives to work, alleviating the barriers to people entering the labour market, improving work and pay conditions and social protection coverage, and implementing policies to attract workers from abroad into jobs facing shortages.

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