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This is the second in the new annual series of the World Labour Report - a review of recent events and trends in the ILO's key areas of interest: human rights, employment, labour relations, social protection and working conditions.

This report is being published at a time of profound change in almost every sphere of human activity - political, social and economic. The need for constant reassessment of issues has never been more important. The ILO hopes that this series of World Labour Reports will be a helpful stimulus to debate - and to well-informed action. Show less

This handbook comprises two volumes: 'Developments in research methods and their applications' (volume 4A) and 'New developments and research on labor markets' (volume 4B). The purpose is to examine what new tools and models economists can use to understand how individuals participate in labor markets. Using a mixture of conceptual models and empirical research, the contributors demonstrate how better data and advanced experiments help them apply economic theory, producing better analyses and conclusions. The chapters show how labor economists are developing new and innovative ways to measure key parameters and test important hypotheses. Volume 4A contains the following chapters: Decomposition methods in economics / Nicole Fortin, Thomas Lemieux, Sergio Firpo; Field experiments in labor economics / John A. List, Imran Rasul; Lab labor: what can labor economists learn from the lab? / Gary Charness, Peter Kuhn; The structural estimation of behavioral models: discrete choice dynamic programming methods and applications / Michael P. Keane, Petra E. Todd, Kenneth I. Wolpin; Program evaluation and research designs / John DiNardo, David S. Lee; Identification of models of the labor market / Eric French, Christopher Taber; Search in macroeconomic models of the labor market / Richard Rogerson, Robert Shimer; Extrinsic rewards and intrinsic motives: standard and behavioral approaches to agency and labor markets / James B. Rebitzer, Lowell J. Taylor. Volume 4B contains: Earnings, consumption and life cycle choices / Costas Meghir, Luigi Pistaferri; Racial inequality in the 21st century: the declining significance of discrimination / Roland G. Fryer; Imperfect competition in the labor market / Alan Manning; Skills, tasks and technologies: implications for employment and earnings / Daren Acemoglu, David Autor; Institutional reforms and dualism in European labor markets / Tito Boeri; Local labor markets / Enrico Moretti; Human capital development before age five / Douglas Almond, Janet Currie; Recent developments in intergenerational mobility / Sandra E. Black, Paul J. Devereux; New perspectives on gender / Marianne Bertrand; Great expectations: law, employment contracts, and labor market performance / W. Bentley MacLeod; Human resource management and productivity / Nicholas Bloom, John Van Reenen; Personnel economics: hiring and incentives / Paul Oyer, Scott Schaefer. Show less

This book examines social dialogue and the role of social partners in the governance of the world of work in 34 European countries. Actors in the world of work are facing an increasing number of challenges, including automatization and digitalization, new types of jobs and more diverse forms of employment. Through interviews, surveys and examples of best practice, the volume provides evidence on how social dialogue can meet these challenges, how the social partners can become stranger and more representative, and what role they and social dialogue can play regarding digitalization. The volume also addresses demographic change, migration flows, global supply chain management and environmental objectives.

Excerpt from publisher's website.

The contents are as follows: Enhancing social partners' and social dialogue's roles and capacity in the new world of work: overview / Youcef Ghellab and Daniel Vaughan-Whitehead; Strengthening the representativeness of the social partners and their institutional capacity to shape labour markets through social dialogue / Dominique Anxo; Supporting the autonomous role of the social partners / Bernd Waas; Digitalization and social dialogue: challenges, opportunities and responses / Rafael Munoz de Bustillo Llorente; Enhancing the social partners and social dialogue in the new world of work in the Czech Republic / Sona Veverkova; Reforms and new challenges for work and employment in France: social dialogue under pressure / Christine Erhel; The German industrial relations system under pressure: structure, trends and outcomes / Ulrich Walwei, Lutz Bellmann and Christoph Bellmann; Striking the right balance between autonomy and assumption of responsibility: a way forward for social dialogue in Greece / Daphne Nicolitsas; Social dialogue and the new world of work in Ireland / Philip J. O'Connell; Enhancing the social partners and social dialogue in the new world of work: the case of Italy / Lorenzo Bordogna; Social partners and the world of work in Poland: between East and West / Dominika Polkowska; Social dialogue and world of work challenges in Romania / Magda Volonciu; Enhancing social partners' capacity and social dialogue in the new world of work: the case of Spain / Oscar Molina; Industrial relations, social dialogue and the transformation of the world of work: the Swedish experience / Dominique Anxo; Turkey: enhancing social partners' capacity and social dialogue in the new world of work / Gaye Burcu Yildiz; Social dialogue and the future of work in the Adriatic region / Igor Guardiancich; Social dialogue and the new world of work: the case of the Baltic states / Jaan Masso, Kerly Espenberg and Inta Mierina. Show less

This paper was presented at the Fifth International Conference on Adult Education (CONFINTEA V), organised by the UNESCO Institute for Education (UIE) in cooperation with UNEVOC and held in Hamburg, Germany, from 14-18 July 1997.

The paper presents the perspective of the International Confederation of Free Trade Unions (ICFTU) on the changes taking place in the world of work as a result of global economic competitiveness and rapid technological change, and the implications for workers, their trade unions, and the economy. The author draws attention to issues such as the violation of trade union rights in some countries, the protection of workers outside regular employment relationships, job security and working conditions. Adult and continuing education is presented as a tool to enable workers and their trade unions to adapt successfully to such change. The priorities of the ICFTU concerning adult education are outlined and include the responsibilities of both governments and trade unions. The need for effective partnerships between employers, unions and governments in market-led development is advocated.

The volume of collected papers is indexed at TD/INT 59.65. Show less

Increasing the skills and productivity of Australia's workforce is a priority for the [New South Wales] NSW and Federal Governments. While funds to the vocational education and training (VET) system have been substantially increased, attention should also be given to improving the workplace conditions of those undertaking training as a way to improve VET outcomes. This report focuses on how the completion rate of apprentices and trainees can be improved, as well as considering other factors that may be associated with improved VET outcomes.

Excerpt from publication. Show less

The Swiss [vocational education and training] VET, in its current institutional form, was gradually established over a 50-year period between 1880 and 1930. Beside the Confederation and the Cantons, the third main actor in this institutionalisation process can be identified in professional associations in the craft sector. On the contrary, trade unions play a minor role in the all process. The paper presents the main reasons that could explain the discreet presence of trade unions in the process of institutionalization of the domain and analyses the consequences of this on the first laws on VET and on the successive evolution to the present day.

Published abstract. Show less

Over the last decade, the rise and accelerating growth of the 'gig economy', in which digital platforms facilitate the sourcing of on-demand workers to perform particular tasks, has challenged traditional workforce and economic arrangements, both internationally and in Australia. The growth of the gig economy, already accelerating with rapid technological change, has again transformed during the [Coronavirus Disease 2019] COVID-19 pandemic. Other international and Australian jurisdictions have taken significant steps forward in determining how best to regulate the gig economy, and now New South Wales (NSW) has both the opportunity and the necessity to create desperately-needed reforms in this space. A Select Committee was established on 24 March 2020 to inquire into and report on the impact of technological and other change on the future of work and workers in NSW.

The inquiry was to give particular reference to: (1) changes in the earnings, job security, employment status and working patterns of people in New South Wales; (2) the extent, nature and impact on both the labour market and economy of NSW of (a) the 'on-demand' or 'gig-economy', (b) the automation of work, (c) the different impact of (a) and (b) on regional New South Wales, and (d) the wider effects of (a) and (b) on equality, government and society; (3) the impact of the 'on-demand' or 'gig-economy' and the automation of work on long-term productivity growth, economic growth, as well as the overall attractiveness of NSW as an investment destination for the advanced technological sector; (4) the effectiveness of Commonwealth and NSW laws in promoting fair competition and preventing monopolies and other anti-competitive behaviour in the 'on-demand' or 'gig-economy'; (5) the adequacy of the NSW skills and education system in helping people adjust to the changing nature of work; (6) the impact of the 'on-demand' or 'gig-economy' and the automation of work on accident compensation schemes, payroll or similar taxes, and Commonwealth taxes which support NSW Government expenditures; (7) the application of workplace laws and instruments to people working in the 'on-demand' or 'gig-economy', including but not limited to: (a) the legal or work status of persons working for, or with, businesses using online platforms; (b) the application of Commonwealth and NSW workplace laws and instruments to those persons, including, superannuation and health and safety laws; (c) whether contracting or other arrangements are being used to avoid the application of workplace laws and other statutory obligations; (d) the effectiveness of the enforcement of those laws and regulations; (e) regulatory systems in other Australian jurisdictions and in other countries, including how other jurisdictions regulate the on-demand workforce and are adapting to the automation of work; and (f) Australia's obligations under international law, including International Labour Organisation conventions; (8) whether current laws and workplace protections are fit for purpose in the 21st century, including workplace surveillance laws and provisions dealing with workplace change obligations and consequences; (9) whether workers should have agency over the way the data they generate at work is used and, if so, what legal framework is required to provide this; (10) how employers and other businesses should manage and use the information generated by the workforce; (11) how government as a best practice employer should manage and use the information generated by its workforce; (12) whether, and what, legislative or other measures should be taken to: (a) reform workplace laws and instruments to account for the emergence of the 'on-demand' or 'gig-economy'and the automation of work; (b) reform the skills and education systems to help people adjust to the changing nature of work; (c) reform taxation laws to promote economic growth and protect public finances; (d) reform competition laws to promote fair competition and prevent monopolies in the 'on-demand' or 'gig-economy'; and (e) reform accident compensation schemes and other social insurance schemes to account for the emergence of the 'on-demand' or 'gig-economy'and the automation of work; and (13) any other related matter.

The Committee has concluded that current laws perpetuate the overwhelming power imbalance between lone 'contractors' and multinational platform companies, rather than mitigating it. Correspondingly, the Committee made four key findings: (1) that NSW is falling behind other states and comparable nations in developing laws that establish decent working conditions in the gig economy; (2) that the failure to provide gig workers with a minimum wage, paid leave and other basic workplace entitlements is increasing inequality in NSW; (3) that gig workers currently lack the power to interact and negotiate with on-demand platforms as equals in NSW; and (4) that the failure to provide gig workers with access to a low-cost independent tribunal empowered to hear and decide disputes is leading to injustice in NSW. The Committee has made 22 recommendations to address these failings.

Edited excerpts from publication. Show less

Previous research has picked up some concerns about the place of union learning within unions: on the one hand, some union officers and activists have worried that union learning might develop separately from core union activity, while on the other hand, some union learning activists and project workers have complained that ULRs are not being integrated into the wider union. This research suggests that there has been a shift in the role of union learning: more and more unions consider union learning a crucial component of the wider organising agenda and consciously promote the relationship between learning and organising at national union level. The case studies outline five key themes: (1) learning can be a key strand in union organising campaigns; (2) learning can revitalise union activity because it requires strong workplace/branch organisation; (3) unions are integrating learning into wider union structures and agendas; (4) although union learning may be related to employer and government skills agendas, it also goes beyond individual employability; and (5) union learning offers a path to union activism.

Published abstract. Show less

The authors provide an overview of the dynamically developing area of work-oriented and work-process-oriented vocational training research. The chapters on the volume show that research into qualifications is the precondition for the development of vocational training processes and that the didactic focus of vocational training processes is the knowledge of work processes. The authors argue that an interdisciplinary approach is needed. The chapters are organised into four major areas: (1) research into occupational fields and skilled work; (2) knowledge of work processes as a problem for education theory; (3) the process of work and work process knowledge - practical studies; and (4) knowledge of work processes - work tasks and curriculum. Show less

The [Coronavirus Disease 2019] pandemic has had a profound effect on the UK labour market. It also saw profound changes to the way we live and work. Now the economy is reopening and adjusting. Vacancies are at record levels, but employment remains lower then before the pandemic showing we need to do more to help those out of work find available work. But it is unclear to what extent the economy and life will return to pre-pandemic patterns, or whether the pandemic has led to a permanent step change in longstanding structural shifts. This report explores these issues, including through new polling of employers and employees, and identifies policy priorities to ensure we build an inclusive recovery and renewal of the labour market, economy and society.

The five policy priority areas identified in the report are: (1) extending flexible working - support to businesses to implement flexible and hybrid working, potentially including a Flexible Working Hub of best practice and engaging employers through chambers of commerce, accountants, and colleges and training providers; and extend the right to request flexible working to day one of employment; (2) growing good quality local jobs - 'levelling up' has become even more pressing and challenging as the pandemic accelerates some structural changes; the Government should invest in infrastructure, build in good work and training requirements, and enable local leaders to join up investment, regeneration, and employment and skills support in their areas, including linking to local Good Work Charters; (3) widening employment support - while vacancies are at record levels, unemployment and long-term unemployment remain higher than before the pandemic; we must ensure active support for all those that are out of work, particularly groups with lower employment rates like disabled people and young people not on benefits; (4) improving retraining support - more ambitious support for people wanting to retrain including: fast tracking furloughed staff who lost their jobs to support; extending the Lifetime Skills Guarantee to support retraining and modules of learning; and exploring the best way to help retrainers with living costs; and (5) effective financial support and safe workplaces - the Government should restore the £20 uplift to Universal Credit and review eligibility and generosity of sick pay and support to support self-isolation and health more generally; decisions about requiring employees to be vaccinated are for individual businesses and their staff, but the Government can help by providing clear guidance and enforcing safety standards.

Edited excerpts from publisher's website. Show less