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This inquiry was established on 28 May 2020 to inquire into and report on the future development of the New South Wales (NSW) tertiary education sector. The Department of Education considers that the term 'tertiary education' includes universities, non-university higher education providers, and vocational education and training (VET) providers. This inquiry has focused on the role of universities and non-university higher education providers, including the challenges facing the sector. However, the committee notes that TAFE NSW and private providers of higher education and VET are significant contributors to the tertiary education sector.

In particular, the inquiry has examined the impact on NSW of: (1) tertiary education's economic development role, especially university campuses and Country University Centres (CUCs) in regional NSW; (2) the mission of NSW universities with a particular focus on the role of universities to serve specific geographic communities; (3) the post-[COVID-19] pandemic return of foreign student numbers and the financial sustainability and risk management strategies of NSW tertiary education institutions; (4) the quality of university teaching and research, including the extent and impact of insecure employment in the sector; (5) levels of integration of the tertiary education sector with industry; (7) the quality of campus life and student freedom of expression; (7) foreign political interference within the NSW tertiary education sector; (8) the current levels of coordination and/or support provided to NSW universities by the NSW Government; (9) the recent experience with online learning and lessons for the further development of alternative models of tertiary education service delivery; (10) the appropriateness of current NSW legislation regulating, oversighting and enabling tertiary education; and (11) any other related matters. The report makes 39 recommendations based on the outcomes of the inquiry.

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The economic and labour crisis created by the Coronavirus Disease 2019 (COVID-19) pandemic could increase global unemployment by almost 25 million, according to an ILO assessment. However, if we see an internationally coordinated policy response, as happened in the global financial crisis of 2008/9, then the impact on global unemployment could be significantly lower. These regular reports give a global overview of how countries are grappling with the employment and labour market effects of the COVID-19 pandemic and subsequent recovery.

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This report aims to look at migration from a human capital perspective by bringing together emigration, human capital and labour deployment in Kosovo over the past decade. The report is organised as follows: Chapter 2 sets out the basic emigration trends, such as the size and structure of emigrants from Kosovo, based on Kosovo Agency of Statistics (KAS) available data and ad-hoc surveys commissioned by international and national institutions and Eurostat. Some attention is paid to the exceptional role of Germany in this regard. Chapter 3 links migration trends to the developments and structural features of Kosovo's labour market. Chapter 4 links migration trends to the set-up and outcomes of the educational system. In this chapter, we make use of the findings of a cohort analysis using the Kosovo Labour Force Survey (LFS). Chapter 5 discusses the key features within the nexus of migration, human capital and the labour market, and Chapter 6 lays out the policy implications and conclusions. Emigration to Western Europe remains an important demographic characteristic of Kosovo's population, with stocks estimated as high as nearly half of the domestic population. The official figure, which is based on 2011 census data, put stocks at around 550,000 Kosovars living abroad, over 35 per cent of which resided in Germany, followed by Switzerland (around 23 per cent), Italy, Austria and Sweden.

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This report argues that the world now stands on the cusp of a technological revolution in artificial intelligence and robotics that may prove as transformative for economic growth and human potential as were electrification, mass production, and electronic telecommunications in their eras. New and emerging technologies will raise aggregate economic output and boost the wealth of nations. Will these developments enable people to attain higher living standards, better working conditions, greater economic security, and improved health and longevity? The answers to these questions are not predetermined. They depend upon the institutions, investments, and policies that we deploy to harness the opportunities and confront the challenges posed by this new era. How can we move beyond unhelpful prognostications about the supposed end of work and toward insights that will enable policymakers, businesses, and people to better navigate the disruptions that are coming and underway? What lessons should we take from previous epochs of rapid technological change? How is it different this time? And how can we strengthen institutions, make investments, and forge policies to ensure that the labor market of the 21st century enables workers to contribute and succeed?

The MIT Task Force on the Work of the Future was convened in the spring of 2018. Its goals are to understand the relationships between emerging technologies and work, and to explore strategies to enable a future of shared prosperity. To help answer these questions, and to provide a framework for the Task Force's efforts over the next year, this report examines several aspects of the interaction between work and technology.

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This report is based on desk research and a survey of 106 firms in Oman, carried out between May and June 2022. The research was commissioned by the International Labour Organization (ILO) and was carried out in collaboration with the Omani Chamber of Commerce and Industry (OCCI). The results will help Omani businesses, policymakers, workers organizations, and employers and business membership organizations (EBMOs) to better assess policy options, especially as they pertain to skills development of nationals and to skills-based international recruitment. If conducted regularly, this survey can help assess the skills and competency gaps of the Omani workforce with a view to identifying the resulting skill and labour shortages or surpluses and recommending effective measures with respect to reskilling and upskilling.

Following the introduction, Section 2 of the report analyses the skills needs and trends in Oman based on desk research. Section 3 presents key findings from the employer survey. Section 4 highlights insights based on the analysis. Section 5 concludes.

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This working paper posits that the Fourth Industrial Revolution, driven by the expanding digital economy, will bring significant changes to Asia and the Pacific's labor market - one that is yet to come to terms with its social protection challenges - in the quantity, quality, location, and nature of work. The optimal path for attaining the greatest benefit from the digital economy is to prevent excessive obstacles to factor mobility such as inadequacies in education, training, and retraining systems, as well as the absence of social protection such as unemployment insurance.

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This report provides information about the workforce delivering disability services and supports in the context of the National Disability Insurance Scheme (NDIS) in early 2020. The information comes from a national survey of disability workers which was co-designed by the University of New South Wales (UNSW) research team and the unions representing disability workers, the Health Services Union, Australian Services Union and United Workers Union.

The survey was designed to capture information from disability workers about the nature of the work they do and how it is changing; their experiences of working to support people with disability; and their perceptions of the NDIS. The results provide comprehensive, contemporary evidence that values workers' views and experiences, and which can inform approaches to disability service provision in Australia, and the operation and regulation of the NDIS.

Key findings include: (1) Many workers expressed concern about the NDIS with only just over a quarter believing it provided quality support for participants. Only one in five workers agreed the NDIS had been a positive experience for them as a worker; (2) Working time arrangements contributed to much concern for workers, over half work less than full time across multiple jobs, most reported doing vital tasks in unpaid time and many report constant shift changes and unstable rostering arrangements; (3) Many report dissatisfaction with low pay rates and significant periods of unpaid work. Workers are rarely paid for travel time between clients and many are not reimbursed for out of pocket expenses incurred in the course of their work; (4) Workers report a lack of supervision, which was reinforced by respondents who were supervisors advising they have too many people to supervise effectively; and (5) Many workers report a lack of access to training and training is rarely provided in paid time.

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There is a common misconception that shortages in the regulated nursing workforce have led to an increased reliance on Unregulated Health Care Workers (UHCWs). While UHCWs make up a considerable proportion of the workforce, this is not exclusively due to issues around Registered Nurse (RN) supply. In many instances, employers are choosing UHCWs as they are financially advantageous in comparison to RNs. This White Paper intends to introduce key issues surrounding the UHCW workforce in Australian primary, acute and aged care settings and provides two key recommendations for consideration by the Australian Government. Specifically that it is imperative for nation-wide inconsistencies regarding the UHCW role and UHCW regulation to be addressed promptly.

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Information and Communication Technology (ICT) is a key economic sector and generator of jobs and may be considered the backbone of the digital economy across all sectors. In many countries, the global ICT sector is facing a shortage of skilled ICT workers. A lack of skilled labour will constrain future growth and job creation in the sector, but with the right policies in place, the digital economy could make a significant contribution to advancing decent work and inclusive economic growth at the global, regional and national levels. This report is the first outcome of the ILO development cooperation project entitled 'The Future of Work in Information and Communication Technology'. The global research project focuses on anticipated needs for skilled workers and strategies for addressing labour shortages, including the scaling up of investments in ICT education and training, and more efficient management of ICT specialist migration flows. This report helps us gain a more comprehensive understanding of the most critical aspects of the future of work in ICT by assessing how technological changes, employment, skills development and migration in India, Indonesia and Thailand may be interrelated.

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Demographic change is changing the face of working life across the EU. The increased demand on a shrinking pool of workers to provide for the social needs of an ageing population is leading to increases in the employment rate of older workers and a lengthening of working life. Policy reforms have - on the whole - focused on raising the statutory retirement age and providing financial incentives for older workers to remain in work beyond retirement age. However, a range of other factors also influence workers' decision to continue working into old age - including health and well-being, work-life balance, career prospects and job security, and working conditions such as autonomy, hours of work and psychosocial aspects of the workplace. This report analyses these factors in depth for the 28 EU Member States, using data from the latest European Working Conditions Survey (EWCS 2015) and in the context of Eurofound's concept of 'sustainable work over the life course'.

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