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In April 2014, Young Women's Trust launched its 'Scarred for life?' inquiry to understand the immediate and long term impact on young women of being out of work, education and training. This current report presents the outcomes of the inquiry and is accompanied by a literature review setting out the policy context for the inquiry and its final recommendations. Evidence gathered during the first phase of the inquiry between April and September 2014 resulted in the publication of 'Totally wasted?: the crisis of young women's worklessness', which is referenced in this report. During the first phase of the inquiry, a combination of qualitative and quantitative evidence was gathered from the target beneficiary group of [not in education, employment or training] NEET young women, as well as a range of statutory and voluntary organisations that work with NEET young people. The second phase ran from September 2014 to March 2015 and gathered evidence through a total of 64 interviews with a range of stakeholders. The analysis and interpretation of the collective responses from these interviews form the basis of the findings and recommendations in this report.

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The OECD skills strategy provides countries with a framework to analyse their strengths and weaknesses as a basis for taking concrete actions according to three pillars that comprise a national skills system: (1) developing relevant skills from childhood to adulthood; (2) activating the supply of skills on the labour market; and (3) using skills effectively in the economy and society. An effective skills strategy ensures policy coherence across the three pillars while strengthening the enabling conditions of effective governance and financing, which underpin the skills system as a whole. The OECD is working with countries to support the development of effective skills strategies at the national and local level. Putting the OECD skills strategy's integrated paradigm into practice requires whole-of-government collaboration across ministries and government levels, as well as co-operation with and among stakeholders, such as education institutions, social partners and civil society. This diagnostic report identifies 12 skills challenges for Portugal. They are: (1) improving quality and equity in education; (2) strengthening the responsiveness of [vocational education and training] VET to labour market demands; (3) targeting adult education and lifelong learning towards the low-skilled; (4) reducing youth unemployment and [young people not in employment, education or training] NEETs; (5) increasing labour market re-entry for the long-term unemployed; (6) reducing barriers to employment; (7) promoting entrepreneurship; (8) stimulating innovation and creating high-skilled jobs; (9) providing employers with incentives to engage in skills development, especially [small and medium enterprises] SMEs; (10) financing a more equitable and efficient skills system; (11) adjusting decision-making power to meet local needs; and (12) building capacity and partnerships for evidence-based skills policy. Show less

This paper examines the effectiveness of active labour market policies (ALMPs) in improving labour market outcomes, especially of low-skilled individuals. The empirical analysis consists of an aggregate impact approach based on a pooled cross country and time-series database for 31 advanced countries during the period 1985-2010. A novelty of the paper is that it includes aspects of the delivery system to see how the performance of ALMPs is affected by different implementation characteristics. Among the notable results, the paper finds that ALMPs matter at the aggregate level, both, in terms of reducing unemployment, but also in terms of increasing employment and participation. Interestingly, start-up incentives are more effective in reducing unemployment than other ALMPs. The positive effects seem to be particularly beneficial for the low-skilled. In terms of implementation, the paper finds that the most favourable aspect is the allocation of resources to programme administration. Finally, a disruption of policy continuity is associated with negative effects for all labour market variables analysed.

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The Atlantic Canada seafood processing industry employs approximately 17,000 individuals. The employment composition of the industry is mainly comprised of general labourers and line workers who require on-the-job training and skills acquisition through safety training and experience. Higher level occupations in the seafood industry include quality assurance/quality control inspectors, supervisors, skilled technicians such as refrigerator engineers, maintenance technicians, power engineers and other occupations. Atlantic seafood is in high demand not only nationally, but also internationally due to problems at salmon farms in Europe and Chile, and increasing demands from Asian markets. Given the growing global requirements for protein sources, the demand is forecasted to increase. Despite these significant growth opportunities there is a serious issue confronting the seafood processing sector - the aging workforce. With the average age of employees at 56, processors are facing the reality that their experienced workforce will soon be retiring. Add to this scenario, ineffective foreign worker programs and rural youth that are leaving Atlantic Canada communities to attend post-secondary education and to secure careers in other industries. Growth of the seafood processing industry and economic development for the region is in jeopardy if labour constraints aren't accurately understood and solutions implemented.

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This report recommends continued engagement with the business community to significantly improve recruiting, hiring, and retaining practices and to address any policy or practical barriers that would hinder employment of people with disabilities. This paper provides an overview of Registered Apprenticeship (RA) and how it can be utilized to increase the employment of people with disabilities. The US Department of Labor describes apprenticeship as a combination of on-the-job training and related classroom instruction in which workers learn the practical and theoretical aspects of a highly skilled occupation. RA is a program that connects jobseekers looking to learn new skills with employers looking for qualified workers. Employers, employer associations, and joint labor-management organizations, known collectively as 'sponsors', provide apprentices with paid on-the-job learning and academic instruction that reflects industry needs. The goal of such instruction is to provide workers with advanced skill sets that meet the specific needs of their employers.

The current report provides an overview of RA and presents strategies for increasing employment of people with disabilities through participation in it. The aims of the report are to: highlight the RA program as a career planning strategy; emphasize the need for career and technical education preparation and planning; and identify job growth industries in the RA program. The methodology used to develop this report consisted of conducting a literature review and discussions with community-based organizations, state apprenticeship agency contacts, public school transition coordinators, disability serving non-profit organizations, American Job Centers, unions, and vocational rehabilitation offices.

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Significant labour market mismatches and insufficient mobility penalise employment and productivity. Mismatches have above all a skills dimension, with an excess of low-skilled workers and a possible lack of skilled workers in certain domains. Reducing the high tax wedge on low salaries and avoiding excessive minimum wage increases would support demand for low-skilled labour. In the longer term, upgrading the labour supply requires improving educational outcomes, especially of disadvantaged students, and making the school-to-work transition less abrupt. To facilitate good matching and enhance sectoral mobility, a somewhat longer duration of unemployment benefits and an upscaled Public Employment Service would be of value, as well as greater focus on reintegration in the public works program and more efficient and developed lifelong learning. Besides skills mismatches, important geographic mismatches are illustrated by high and persistent regional disparities in the unemployment rate. Mobility is hampered by the underdevelopment of the rental housing market, while there is room to enhance the efficiency of public transport to further support commuting.

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This study reviews the emerging structure of employment services in India, with specific focus on the nature, role and outcomes of partnerships in delivering employment services and active labour market policies (ALMP). The relevance and performance of the National Employment Service (NES) of the Government of India, designed to mitigate labour market mismatches, enhance skills and increase employment opportunities, had been waning over the years. The NES is currently undergoing dramatic changes in its structure. In this revamped employment service set-up, partnerships between the public and private sectors play a key role. After delineating the background for the establishment of the refashioned NES through the National Career Service (NCS), this study traces the nature of the partnerships that are evolving, and the lessons learnt.

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Launched in 1995, the Annie E. Casey Foundation's Jobs Initiative aimed to boost employment options for young Americans living in low-income communities in six cities. This report looks at how the initiative's participating sites approached hiring and retention inequities related to race and ethnicity. [The report discusses] the successes and challenges of their efforts to address cultural competence and what strategies the sites developed to expand opportunities for job seekers and workers of color.

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Japan's coal industry met its demise following a number of stages of restructuring under policies to change the structure of the energy industry. More than 200,000 coal mine workers were displaced from 1955 onward. The task of providing measures for displaced workers was recognized as an issue to be addressed at national level and such initiatives were considered to have considerable significance for the interests of society as a whole. This led to the development of substantial support systems of the kind not seen in other industries, and comprehensive measures were adopted to cover not only re-employment, but also relocation, housing, and vocational training.

In the light of the processes of restructuring in the coal industry noted above, this paper outlines how displaced coal mine workers found careers in other businesses and industries, and how the employment measures and support which were provided assisted them in doing so. This reveals the following two points. Firstly, although the Unemployment Insurance System for Displaced Miners (Black Notebook System) was developed to support displaced coal mine workers, fundamental issues were left unresolved, and as a result, support for displaced workers relied on the strength of individual companies and regional communities. Secondly, personal support founded on the unique culture of coal mining, in particular the sense of solidarity among workers, has compensated for the insufficiencies of the formal support systems. This support included not only financial assistance, but also individual support, such as individual counselling and employment assistance provided by former coal mine employees acting as counselors. The labor unions played a central role in developing these measures.

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This synthesis report, completed in 1998, is addressed to all decision-makers, players and users of advice on matters of vocational integration and, in the wider sense, social integration of both young people and adults. Its aim is to summarise the main outcomes of common experiences, outline an analysis and potential debates, and provide practical guidelines to help anyone involved in trying to get the unemployed into training, retraining, work practice or a job. In part it is a response to all those wishing to know more about the concepts of target groups and forms of action. It clearly defines the fields not yet fully explored and argues against the idea that the sole aim is vocational integration. The authors contend that while this is the central aim, it cannot be the only objective as, in fact, it may never be achieved. The report covers a series of interim solutions either put to the test or recommended in various European Union (EU) countries and is in line with various EU actions to promote employment. Show less