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Transitions through education are crucial for students' development and success. Progressing to higher levels of education can lead to improved outcomes in and through education. The paper uses four cross-national surveys to review the progression of approximately one birth cohort through education into the labour market, focusing on gaps by gender, country of birth and parental education. Results reveal disparities at every educational level, but these gaps are not necessarily persistent, as some countries manage to maintain relatively narrow equity gaps.

While it is not possible to directly link specific policies to these outcomes, the paper maps policy interventions in areas such as education governance, educational interventions and monitoring of outcomes offering insights into strategies easing transitions through education for diverse groups. Policy makers could consider enhancing monitoring efforts, preventing drop out, strengthening connections in pathways, aligning pathways with labour market needs, and supporting future international research with longitudinal surveys.

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The National Foundation for Educational Research's (NFER's) annual Teacher Labour Market report, funded by the Nuffield Foundation, monitors the progress the education system in England is making towards meeting the teacher supply challenge by measuring the key indicators of teacher supply and working conditions. This seventh annual report shows that June's Spending Review is the Government's last chance to enact the policy changes needed to hit its 6,500 new teacher manifesto pledge.

The scale of the challenge is clear. Recruitment into initial teacher training (ITT) remains persistently poor while teacher leaving rates have not significantly improved since the [Coronavirus Disease 2019 (COVID-19)] pandemic. Teacher shortages are having impacts on pupils. Data shows that the unfilled vacancy rate for teachers is six times higher than pre-pandemic, while secondary schools have come to rely more heavily on unqualified and non-specialist teachers, especially in schools with more deprived pupil intakes. The Government should urgently address the teacher supply challenge, as policy action taken now will be crucial to meeting the 6,500 teacher recruitment target by the end of the parliament.

Key findings: (1) Ninety per cent of teachers considering leaving teaching in 2023/24 cited high workload as a factor, and pupil behaviour has become one of the fastest-growing contributors to workload since the pandemic; (2) Trainee recruitment for all except five secondary subjects was below the respective target in 2024/25 and NFER's latest forecast for 2025/26 shows only five subjects have a reasonable chance of recruiting at or above target. Slight improvements to recruitment last year were limited to a few shortage subjects - such as biology and chemistry - driven mostly by higher bursaries; (3) Increased reliance on unqualified and non-specialist teachers suggests teacher shortages are growing. The impacts of teacher shortages tend to be more acute in schools with a higher proportion of pupils from disadvantaged backgrounds; (4) Last year's 5.5 per cent pay rise, coupled with the previous Government's introduction of £30,000 starting salaries, have returned starting salaries to 2010/11 levels in real terms; (5) A lack of access to flexible working arrangements may be contributing to teachers leaving the profession; (6) The national roll-out of the Early Career Framework (ECF) has had little impact on retention of early career teachers (ECTs); and (7) A key policy change in 2022/23, which expanded the list of countries whose teaching qualifications are recognised in England, has re-shaped the pool of international teachers entering the workforce. Countries added include Ghana, Hong Kong, India, Jamaica, Singapore and Ukraine. According to the research future policymaking should sustain this, as international recruitment can be a small, but important, part of new teacher supply.

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Responding to the climate emergency, governments have pledged to deliver a net zero future. Delivery requires more green jobs and a just transition of good jobs and labour market inclusivity. The problem is that there is no agreed methodology for classifying green jobs. The paper reports the findings from analysis of Scotland, applying the GreenSOC - an adaptation of the green occupation's classification of the US Bureau of Labor Statistics and O*NET. The analysis uses the UK Labour Force Survey and web-scraped job vacancy data to assess the extent and demand for green jobs as well as the pay and gender composition of these jobs. The findings are mixed. First, there are few new green jobs but a strong greening of existing jobs. Second, while green jobs offer higher wages, they tend to be dominated by male workers. These findings suggest that the employment benefits of the transition to net zero are less inclusive than anticipated and that policy and practice need to adjust. Offering recommendations, the paper provides improved definitional and empirical understanding of green jobs as well as offering insights into how green jobs might be made more inclusive.

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Each year, Statistics Canada releases data on the labour market outcomes of college and university graduates using data from the Education and Labour Market Longitudinal Platform (ELMLP). Statistics Canada has developed the ELMLP in collaboration with the provincial and territorial ministries of education, Employment and Social Development Canada (ESDC), and other stakeholders. The ELMLP allows longitudinal integration of administrative data related to education with other data sources to provide anonymized, customized datasets for analytical purposes.

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This report provides information on Australian labour market conditions. It is intended to inform people interested in working in Australia on a temporary or permanent basis, and to organisations providing services to migrants and visa applicants. The report notes that while the Australian labour market continues to perform well, there are ongoing signs of an easing of labour market conditions. This edition also provides some additional economic and labour market data for each state and territory.

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The Labour Market Update is a quarterly report that provides information about issues affecting the Australian labour market. The December 2024 update highlights: (1) Employer demand continued to gradually soften and there was a continued uptick in likelihood of filling advertised roles; (2) The Health Care and Social Assistance sectors led the jobs growth, followed by Education and Training, and Accommodation and Food Services; (3) Almost two thirds of jobs growth in the last year came from occupations with Vocational Education and Training pathways.

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Purpose: The purpose of this paper is to test the impact of selected characteristics of jobseekers on employers' decisions regarding potential hires (direct and probabilistic signals). The main focus of the study is to test the impact of jobseekers' participation in selected active labour market programmes on employers' hiring decisions for three positions: unskilled worker, skilled worker and administrative employee. Other characteristics tested include age, gender, presence of children in the household, state of health, experience of short- and long-term unemployment and indebtedness. Design/methodology/approach: This study analyses data from a representative survey of employers with five or more employees in the Czech Republic. The survey was conducted in December 2020 using stratified random sampling, combining online questionnaires and personal interviews. The study includes 1,040 employers and uses the factorial survey experiment (FSE) design.

Findings: The results of the FSE suggest that the perceived positive impact of completing one of the activation programmes depends on the position for which the candidate is being recruited. While for the unskilled job category, the completion of any of the tested schemes (training, subsidised jobs or public works) had a positive effect; for the skilled job category, only the training and subsidised jobs schemes had a positive effect; and for the administrative job category, public works programme even had a negative effect. Research limitations/implications: A somewhat limiting factor in the context of this study seems to be the definitions of the positions tested (unskilled and skilled workers and administrative staff). The decision-making of the respondents was somewhat restricted by such broadly defined categories. Typically, studies with FSE designs have a focus on a specific sector of the economy, which allows for a better definition of the positions or jobs under test. The relationship between position and the impact of individual characteristics is clearly a matter for further research.

Practical implications: The results of the study confirm that completion of the activation programme, as well as other candidate characteristics, constitute differentiating signals for employers that influence their hiring decisions. At the same time, there is evidence that the training programme and the subsidised jobs programme are effective in terms of increasing participants' chances of employment. Originality/value: The demand side should be included in the evaluation of activation policies. The design of the FSE provides an appropriate way to test the impact of activation measures on the decision-making of employers.

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This paper traces the evolution of the study of gender in the labor market, focusing on how academic thinking on this topic has evolved alongside real world developments in gender inequality from the 1980s to the present. We present a simple model of female labor supply to illustrate how various forces discussed in the literature (e.g., productivity differentials, unequal gender roles, wage markdowns) affect the gender earnings gap. A major development in the literature is a clearer distinction between intrinsic differences in preferences and skills between men and women versus differential constraints in driving gender gaps. We discuss insights from research on the relative importance of these explanations, and the implications for economic efficiency. We highlight that much of the literature today emphasizes the relevance of gendered constraints, where women and men typically face differential trade-offs between family and career, with implications for job sorting, job search, and earnings. These constraints have their roots in gender roles within the household that are shaped by wider societal norms. We review recent research that establishes the relevance of identity and norms for understanding gender inequalities in the labor market, both on the supply-side and on the demand-side, as well as what drives the formation and evolution of these norms. Finally, we conclude with suggestions for future research.

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This study examines the implications of artificial intelligence (AI) on employment, wages, and inequality in Latin America and the Caribbean (LAC). The paper identifies tasks and occupations most exposed to AI using comprehensive individual-level data alongside AI exposure indices. Unlike traditional automation, AI exposure correlates positively with higher education levels, ICT, and STEM skills. Notably, younger workers and women with high-level ICT and managerial skills face increased AI exposure, underscoring unique opportunities. A comparison of LAC with the OECD countries reveals greater impacts of AI in the former, with physical and customer-facing tasks showing divergent correlations to AI exposure.

The findings indicate that while AI contributes to employment growth at the top and bottom of wage quintiles, its wage impact strongly depends on the movement of workers from the middle class to below the wage mean of the high-level quintile of wages, hence decreasing the average income of the top quintile.

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This study examines two programmes aimed at integrating refugees into the Austrian labour market: a short-term Skills Assessment and a longer-term Integration Year that includes an internship and training. The theoretical framework draws on the concepts of social field and forms of capital proposed by Pierre Bourdieu. Using data from a large-scale refugee survey in early 2019, we find that Austria's short-term Skills Assessment fails to increase refugees' employment chances. The Integration Year positively helps employment, but this outcome is limited to refugee women. We conclude that integration programmes only help if they provide refugees with both cultural and social capital. Implications for research and practice are discussed.

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