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Previous studies have found a strong association between source-country female labour force participation rates and immigrant women's labour market activity in the host country. This association has been interpreted as the lasting influence of source-country gender role attitudes. These studies, however, do not measure gender-role attitudes directly and examine labour market activities only in terms of labour force participation in the host country. Employing data from the 2006-to-2012 Labour Force Survey and the 1994-2007 World Values Survey, this analysis includes both source-country female labour force participation rates and an explicit measure of source-country gender role attitudes to account for group differences in immigrant women's labour market outcomes in Canada across several measures. The results indicate that the effect of source-country gender role attitudes on immigrant women's labour market participation in Canada works through its relationship with source-country female labour force participation rates. Moreover, source-country female labour force participation rates are positively correlated with immigrant women's wages in Canada independent of source-country gender role attitudes. This is mostly accounted for by occupational and industry differences, as immigrant women from countries with high female labour force participation rates are more concentrated in higher-paying industries and occupations in Canada than immigrant women from countries with low levels of female labour force participation.

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The purpose of this paper is to provide an understanding of the emerging skill requirements of the Australian labour force and the appropriate responses of education, training and other authorities to the changing nature of work. It looks at recent trends in the nature of work and in the skill composition of employment in light of the emerging knowledge economy. The focus is on Australia and the United States of America (USA), a country in which the changes are likely to be the most advanced. A range of OECD countries are also reviewed. The paper is structured as follows: the first section provides an overview of the paper; section two highlights some of the main changes becoming apparent in the nature of work and in the context in which work takes place focusing on changes in the composition of employment, in the relative position of men and women in the labour market, the fall in full-time employment, and the development of a core and periphery model in the labour market; section three looks at the complex patterns of skill change and provides a general review of patterns of similarity and difference in the OECD countries and a more detailed occupational analysis of Australia and the USA; and the final section explores the complex pattern of skill change by examining the changing structure of employment by earnings.

The monograph from which this paper is taken is indexed at TD/TNC 69.231; selected papers are indexed at TD/TNC 69.232 and TD/TNC 69.233. Show less

This paper argues that skill formation is a life-cycle process and develops the implications of this insight for Scottish social policy. Families are major producers of skills, and a successful policy needs to promote effective families and to supplement failing ones. We present evidence that early disadvantages produce severe later disadvantages that are hard to remedy. We also show that cognitive ability is not the only determinant of education, labor market outcomes and pathological behavior like crime. Abilities differ in their malleability over the life-cycle, with noncognitive skills being more malleable at later ages. This has important implications for the design of policy. The gaps in skills and abilities open up early, and schooling merely widens them. Additional university tuition subsidies or improvements in school quality are not warranted by Scottish evidence. Company-sponsored job training yields a higher return for the most able and so this form of investment will exacerbate the gaps it is intended to close. For the same reason, public job training is not likely to help adult workers whose skills are rendered obsolete by skill-biased technological change. Targeted early interventions, however, have proven to be very effective in compensating for the effect of neglect.

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This paper provides among the first rigorous estimates of the labor-market returns to community college certificates and diplomas, as well as estimating the returns to the more commonly-studied associate's degrees. Using administrative data from Kentucky, we estimate panel-data models that control for differences among students in pre-college earnings and educational aspirations. Associate's degrees and diplomas have quarterly earnings returns of nearly [USD] 2,400 for women and [USD] 1,500 for men, compared with much smaller returns for certificates. There is substantial heterogeneity in returns across fields of study. Degrees, diplomas, and - for women - certificates correspond with higher levels of employment.

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The teacher recruitment and retention challenge in England has significantly intensified since the [Coronavirus Disease 2019 (COVID-19)] pandemic. Recruitment to initial teacher training (ITT) was considerably below target last year across a range of subjects and as of February 2023, this year's ITT recruitment is likely to be little better than last year, while teacher vacancies are significantly higher than the year before the pandemic. The recent trends in recruitment and retention affirm that addressing recruitment and retention should be an urgent policy priority in order to ensure schools have sufficient staff to provide a high quality education for pupils in England.

The aim of this annual series of Teacher Labour Market reports is to monitor the progress the school system in England is making towards meeting the teacher supply challenge. This report summarises the key trends in teacher recruitment, retention and working conditions. The findings also point towards areas where policy actions are likely to have the greatest impact on addressing the challenges.

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This CD-ROM provides for OECD member countries, data on the labour force, employment, and unemployment broken down by gender and age; data on part-time and self employment; data on job tenure, hours worked, and trade union membership; and data on employment protection, and minimum wages. This CD-ROM provides, for OECD countries, up-to-date comparative statistics and information on employment and labour markets for OECD member countries. It includes the following datasets: (1) Labour Market Database - OECD Member Countries includes a range of annual labour market statistics and indicators broken down by sex and age as well as information about part-time and short-time workers, job tenure, hours worked, unemployment duration, trade union, employment protection legislation, minimum wages, and labour market programmes. Most series cover the period from 1960 onwards; (2) Annual Labour Force Statistics includes annual data for population, labour force, employment and unemployment, broken down by gender, as well as unemployment duration, employment status, employment by sector of activity and part-time employment. It also contains participation and unemployment rates by gender and detailed age groups as well as comparative tables for the main components of the labour force. Most series cover the period from 1960 onwards; (3) Main Economic Indicators: Labour Force Survey based statistics contains household survey data compiled on a monthly or quarterly basis for OECD member countries and four non-member economies: Brazil, China, Indonesia and Russian Federation. Data are available for labour force, employment, unemployment (including standardised unemployment), and employees. Most series cover the period from 1970 onwards. All databases are available in user-friendly Beyond 20/20TM, a WindowsTM-based software that allows you to build customised tables and charts, export the data, and perform your own analysis.

Published abstract from OECD Online Bookshop website. Show less

This yearbook is an annual publication and presents the principal labour statistics for over 190 countries, areas or territories. Most of the tables cover the ten years from 1988 to 1997 and the data are those available at 31 August 1998. The subjects are grouped in nine chapters, each with an explanatory note indicating the main characteristics of the different types of data published. These are: Economically active population; Employment; Unemployment; Hours of work; Wages; Labour cost; Consumer prices; Occupational injuries; and Strikes and lockouts. There is also an appendix of classifications used in the yearbook and references. Show less

This paper shows that earnings losses after unemployment increase with age. First, older employees start out with relatively high earnings in comparison to employees without employment interruptions several years before the non-employment spell. This earnings advantage turns into a strong earnings disadvantage shortly before the non-employment spell. Younger unemployed have a relatively stable and small earnings disadvantage before non-employment. Second, while the younger employees quickly enjoy earnings higher than those without employment interruptions after the non-employment spell, earnings for older employees are lower even six years after the unemployment spell. If those with non-employment spells re-enter the labour market at the same employer, the earnings impact is the more positive the younger the employee. This paper uses representative administrative spell data for 1993-2001 that allow us to take into account the precise length of all non-employment spells and calculate the exact dates before and after the spells.

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Workers who have lost their jobs due to plant closures or large-scale reorganisation are called displaced workers. These workers are often targeted with specific assistance programs. This chapter discusses and evaluates programs that are used to retrain workers. Displacement and displacement wage losses are defined and analysed. Assistance programs in several countries that have undergone some form of scientific evaluation are presented. The evaluations show that most programs have some positive impact on the employment prospects and income. This is especially true in the longer run.

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In 2016, 79.9 million workers age 16 and older in the United States were paid at hourly rates, representing 58.7 per cent of all wage and salary workers. Among those paid by the hour, 701,000 workers earned exactly the prevailing federal minimum wage of $7.25 per hour. About 1.5 million had wages below the federal minimum. Together, these 2.2 million workers with wages at or below the federal minimum made up 2.7 per cent of all hourly paid workers. The percentage of hourly paid workers earning the prevailing federal minimum wage or less declined from 3.3 per cent in 2015 to 2.7 per cent in 2016. This remains well below the percentage of 13.4 recorded in 1979, when data were first collected on a regular basis.

This report presents highlights and statistical tables describing workers who earned at or below the federal minimum wage in 2016. The data are obtained from the Current Population Survey (CPS), a national monthly survey of approximately 60,000 households conducted by the U.S. Census Bureau for the U.S. Bureau of Labor Statistics (BLS). Information on earnings is collected from one-fourth of the CPS sample each month. The CPS does not include questions on whether workers are covered by the minimum wage provisions of the federal Fair Labor Standards Act (FLSA) or by individual state or local minimum wage laws. The estimates of workers paid at or below the federal minimum wage are based solely on the hourly wage they report, which does not include overtime pay, tips, or commissions.

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