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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 article compares the labour force participation of temporary foreign workers with open work permits and employer-specific work permits in terms of their level of labour market engagement in Canada, their distribution by province and industry, and the duration of temporary residence status and rate of transition to permanent residency.

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This report is based on the fourth edition of the European Company Survey (ECS), which was carried out jointly by the European Foundation for the Improvement of Living and Working Conditions (Eurofound) and the European Centre for the Development of Vocational Training (Cedefop) in 2019. The purpose of the ECS is to map, assess and quantify information on company policies and practices across Europe on a harmonised basis. The survey collected information from 21,869 human resources managers and 3,073 employee representatives in the 27 EU Member States and the United Kingdom. The unit of enquiry for the survey is the establishment: the local unit or site. This report covers a wide range of workplace practices and strategies concerning work organisation, human resource management, skills use and skills development, and direct and indirect employee involvement in organisational decision-making. A key objective is to show how workplace practices are combined and how these 'bundles of practices' are associated with the win-win outcome of workplace well-being and establishment performance.

The analysis finds that the establishments that are most likely to generate this win-win outcome are those that combine a high degree of worker autonomy, a balanced motivational strategy, a comprehensive training and learning strategy, and high levels of direct employee involvement in decision-making, as well as offering managerial support for these practices. To boost the adoption of employee-oriented practices - particularly in relation to autonomy, skills and employee involvement - managers should be offered appropriate support, as they play a key role in the decision to initiate workplace change. They are also crucial to its success, as they must continuously support the workplace practices implemented.

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Each year the Workplace Gender Equality Agency (WGEA) publishes the annual key findings from the reporting data in the WGEA Gender Equality Scorecard. The Scorecard includes the latest figures on the gender pay gap, industry comparisons, women's workforce participation, women's representation in leadership and emerging trends in employer action. WGEA's dataset is based on reports submitted in accordance with the Workplace Gender Equality Act 2012 for the reporting period 1 April to 31 March. Under the Act, non-public sector employers with 100 or more employees must submit their gender equality metrics to WGEA annually.

Measuring progress across the Agency's gender equality dataset can be frustratingly slow - a percentage point here, half a percentage point there. But in our fourth year of reporting on data collected from Australian employers, we have seen a steep change in employer focus on gender equality. More employers than ever are prioritising gender pay equity as a business imperative. Over half of reporting organisations now have formal strategies and policies on remuneration. The proportion of these organisations with specific objectives on gender pay equity has doubled over the last three reporting periods. There has been a substantial increase in employers adopting targeted strategies to support gender equality in areas such as succession planning, retention and promotion. More employers report having key performance indicators for managers linked to gender equality outcomes. Most encouragingly, the data shows a remarkable 10.8 percentage point rise over the past year in the proportion of employers analysing their remuneration data for gender pay gaps. Our gender equality indicators tell us there is much more to be done. While the overall gender pay gap is trending down, men still out-earn women by more than $26,000 on average with pay gaps in every industry and occupation. There has been little change over the three reporting periods in the gender balance of Australia's boardrooms. Men still dominate the faces around these top tables and the data suggests boards are not engaging with gender equality issues. Women are also under-represented in management.

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Sexual harassment by guests is part of the vocational culture in many workplaces within the hospitality industry. In this study, we investigate vocational students' descriptions of sexual harassment by guests in the hospitality industry and how these instances can be understood in terms of objectifcation. The empirical material consists of focus group interviews with upper secondary school students who are training to work in the hospitality industry. The students describe four categories of sexual harassment: appearance comments, private and intrusive questions, leering, and physical contact. In the descriptions, men are sexually harassing female students or employees. The types of objectifcation in the descriptions are reduction to appearance, reduction to body, instrumental approach, denial of autonomy, denial of bodily integrity, and denial of subjectivity. Regardless of the type of objectifcation involved, a dilemma arises for the girls who have been taught that being courteous to guests is part of the professional role, while the guests are treating them as sexual objects.

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Skills training in the informal economy, known as informal apprenticeship, caters to the skills needs of millions of young people in the Global South. While it predates the development of formal Technical and Vocational Education and Training (TVET) systems, it was not until the 'discovery' of the informal economy in the 1970s that attention was drawn to this important system of training. Despite the importance of informal apprenticeship, it is striking that there has been a paucity of academic research on education and training and the informal economy this millennium. Whilst there have continued to be papers written by staff of international development agencies, academic accounts are now rare.

This paper explores the role of informal apprenticeship in the human development of informal apprentices. It presents new data on informal apprenticeship and engages with earlier academic and international policy papers on informal apprenticeship, in an attempt to open new ways of theorising and understanding informal apprenticeship.

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Driven by both technological developments and the boom in e-commerce, the logistics sector is currently undergoing far-reaching changes in its production processes. These dynamics could well lead to radical changes in working and employment conditions in a sector in which the demand for manual labour is very high. This edition addresses the various challenges - including digitalisation, the sector's attractiveness to workers and skill and career management - that French warehouses and logistics platforms are currently having to face.

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The world is gripped by a frenzy about what technology means for workers. Barely a week goes by without another prediction of how many jobs are set to be lost to new machines. The consultancy [PricewaterhouseCoopers] PwC says seven million in the UK by 2040. The Bank of England claims it will be closer to 15 million, five years sooner. These fears are understandable given the technological feats achieved of late. DeepMind - a leading light in the field of deep learning algorithms - recently found that its software can diagnose 50 types of eye disease with 94 per cent accuracy. Elsewhere, the Press Association has begun deploying algorithms to generate 30,000 local news stories each month. Should we be afraid? Or should we welcome the apparent dawn of a new machine age?

This paper warns against lurching to conclusions. It rightly argues that technology is still limited in what it can do, for all the recent progress. No machine can fully replace a retail assistant, a warehouse worker, an insurance broker or a graphic designer. Moreover, when machines are deployed, they often augment work, allowing people to achieve more than they could alone.

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This paper considers the debate over ‘good and bad jobs’, first exploring the very concept itself, particularly by which criteria a good job can be defined. Making use of this conceptual framework, the stock of jobs in Queensland and Australia is compared, so as to assess how Queensland is performing in providing good jobs for its workers. Objective evidence comparing Queensland and Australia are presented but these data are not definitive.

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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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