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This report provides examples and recommendations to help overcome obstacles to engage low-skilled workers and their employers in skills development. England has implemented impressive measures aimed at helping workers and employers to upskill. Nonetheless, there remains room for improvement. More can be done to identify workers with low basic skills, raise awareness of why improving those skills is important, increase the accessibility to relevant courses, ensure these courses are flexible enough to accommodate adult learners who are already employed, and finally make the provision relevant to career aspirations.
This report urges England to establish and promote a vision for raising the skills of low-skilled workers, identify their needs more systematically, and provide targeted guidance and information to them and their employers. It highlights that accessible and flexible adult learning opportunities in the workplace, home, community and by other means such as online and distance learning can better meet the varied needs of low-skilled workers. It also makes the case for the use of contextualised learning approaches, which create connections between basic skills and vocational context, and a more effective use of basic skills in workplaces to maintain, develop and realise the benefits of prior skills investments.
L'édition 2020 des Perspectives de l'emploi de l'OCDE se concentre sur la protection des travailleurs et la crise liée au COVID-19. Le chapitre 1 présente une première évaluation des conséquences de l'épidémie de COVID-19 sur le marché du travail et de la crise économique qui en résulte. Il présente également une vue d'ensemble des mesures d'urgence mises en œuvre par les pays de l'OCDE en matière de marché du travail et de politique sociale et examine les orientations à suivre pour poursuivre l'adaptation des politiques à mesure que les pays lèvent les mesures de confinement. Le chapitre 2 étudie l'inégalité d'accès aux allocations chômage pour les travailleurs occupant des emplois à temps partiel et peu stables, qui accentue souvent les difficultés auxquelles ils sont confrontés en temps de crise, et examine le difficile équilibre entre les incitations au travail et la sécurité des revenus. Le chapitre 3 propose un examen comparatif de la législation sur la protection de l'emploi (LPE) dans les pays de l'OCDE en développant une nouvelle version des indicateurs de la LPE de l'OCDE, qui comprennent désormais une meilleure évaluation de la réglementation en matière de licenciements collectifs et de licenciements abusifs, ainsi que des questions liées à la mise en application de la réglementation. Le chapitre 4 jette un regard neuf sur la polarisation des emplois, et en particulier sur l'éviction des emplois dans les professions moyennement qualifiées. Enfin, le chapitre 5 examine l'évolution des performances sur le marché du travail des diplômés de l'enseignement professionnel, de l'éducation et de la formation de niveau intermédiaire, dont les perspectives sur le marché du travail sont remises en question par la contraction des emplois dans les professions moyennement qualifiées.
All OECD economies are undergoing rapid population ageing, leading to more age diversity in workplaces than ever before as people are not only living longer but working longer. Greater diversity of experience, generations and skills gives employers an important opportunity to harness the talent that different age groups bring to the workplace and improve productivity and profitability. What can employers do to maximise the benefits of a multigenerational workforce? This report presents a business case for embracing greater age diversity at the workplace and debunks several myths about generational differences in work performance, attitudes and motivations towards work. It points to key employer policies and offers practical examples in three key areas to support and promote an age-inclusive workforce. This includes designing and putting in place all-age and life-stage policies covering the full span of workers careers through best practice in recruitment, retention and retirement, as well as the promotion of life-long learning and good health at work.
The COVID-19 pandemic has shaken long-accepted beliefs about education, showing that learning can occur anywhere, at any time, and that education systems are not too heavy to move. When surveyed in May 2020, only around one-fifth of OECD education systems aimed to reinstate the status quo. Policy makers must therefore maintain the momentum of collective emergency action to drive education into a new and better normal. This Handbook provides practical guidance to support them to do just that. It presents the current state-of-play in over 40 education systems, and efforts to improve pedagogical practices in the midst of the pandemic. It proposes three key lessons and related policy pointers for the current academic term and beyond. Drawing on concrete examples of COVID-19 policy responses from primary to tertiary, as well as impactful pre-crisis policies, it addresses the policy areas of flexible learning, educator skills, and student equity. The Handbook has been prepared with evidence from the Education Policy Outlook series – the OECD’s analytical observatory of education policy. As such, it benefits from a decade of policy analysis, outcomes from the Education Policy Reform Dialogues 2020, and the development of an actionable Framework for Responsiveness and Resilience in education.
Les économies et les sociétés sont en pleine transformation numérique. Ces changements apportent à la fois des opportunités et des défis et l’aptitude des pays à tirer parti des avantages d’un monde numérique dépend largement des compétences de leur population. Cette édition des Perspectives de l’OCDE sur les compétences a pour objectif de comprendre comment les politiques, en particulier celles qui affectent le développement et l’utilisation des compétences, peuvent influencer les résultats de la transformation numérique et garantir que la nouvelle vague technologique se traduise par un partage plus équitable des avantages entre les populations des pays et au sein de celles-ci. Pour que les individus puissent tirer parti des nouvelles technologies et ne soient pas laissés pour compte, un effort politique global et coordonné est nécessaire. Cet ensemble de politiques doit à la fois promouvoir la numérisation lorsque cette dernière augmente la productivité et le bien-être, et atténuer ses impacts négatifs.
COVID-19 is testing the Basque Country’s (Spain) resilience. Before COVID-19, employment indicators were recovering from the 2008 crisis, while automation of production was underway. Job quality remained low despite rising educational attainment in the region. COVID-19 is likely to accelerate structural changes in the labour market, including automation and digitalisation. Firms may increasingly look to technology as a way to pandemic proof their operations, while individuals may develop preferences for automated services as opposed to face to face contact. This OECD report sheds light on the potential impacts of automation on the Basque labour market, including which types of jobs and groups of workers are most likely to be impacted, in light of COVID-19 and other labour market changes. The report also highlights the critical role to be played by employment services, training policies and social dialogue to help people and firms make labour market transitions while upholding social cohesion. The report delves into how the Basque Country’s employment and skills system can continue to be at the front line as the crisis evolves.
The impact of COVID-19 on local jobs and workers dwarfs those of the 2008 global financial crisis. The 2020 edition of Job Creation and Local Economic Development considers the short-term impacts on local labour markets as well as the longer-term implications for local development. Chapter 1 explores the immediate local employment impacts of the crisis, the divides within and across local labour markets even prior to the pandemic, and the likely diverging recovery patterns. Chapter 2 considers the underlying trends that COVID-19 will accelerate (digitalisation, the automation of jobs and polarisation of skill profiles; a transition to greener jobs) or slow down (reconfigured global supply chains, concentration of the high skilled in largest cities). Chapter 3 explores local action in the recovery. It highlights the strategies to strengthen local employment services and training providers to meet the increased demand for job placement and skills upgrading, particularly for the most disadvantaged workers (youth, low-skilled, women) or business development to serve the hardest hit firms and sectors (tourism, culture, hospitality). It also considers strategies and tools to “rebuild better” by rethinking local development futures, taking advantage of the changing geography of jobs due to remote working or other opportunities such as the social economy. Individual country profiles are available online.
في الوقت الذي تتطلع فيه العديد من بلدان منطقة الشرق الأوسط وشمال إفريقيا إلى تسريع وتيرة النمو الاقتصادي وبناء مجتمعات أكثر استقرارًا وانفتاحًا، يشير هذا التقرير إلى أن المزيد من التمكين الاقتصادي للمرأة هو أحد المفاتيح لتحقيق ذلك. كما يؤكد أنه على الرغم من التحديات التي تواجه بعض البلدان لضمان المساواة للمرأة في الوصول إلى الفرص الاقتصادية، فإن التقدم يحدث حاليًا ويمكن تعزيزه بشكل أكبر من خلال تدابير سياساتية موجهة ومنسقة وشاملة للجميع. وبالبناء على استنتاجات تقرير رصد أول صدر في عام 2017، يحلل هذا التقرير الإصلاحات التشريعية والسياساتية والمؤسسية التي أجريت مؤخرًا لدعم التمكين الاقتصادي للمرأة في مصر والأردن والمغرب وتونس، كما يسعى إلى تحديد عوامل النجاح التي ساعدت على ترسيخ الإصلاح. وعلاوة على ذلك، يقدم التقرير أمثلة لتدابير قابلة للتنفيذ وأدوات عملية لمساعدة صانعي السياسات على تحويل السياسات إلى إجراءات وتدابير فعالة من أجل تحقيق التمكين الاقتصادي للمرأة.
At a moment when many countries of the MENA region are looking to accelerate economic growth and build more stable, open societies, this report argues that greater women’s economic empowerment holds one of the keys. It asserts that despite challenges some countries are facing in guaranteeing women equal access to economic opportunity, progress is underway and can be further nurtured through targeted, inclusive and coordinated policy actions. Building on the conclusions of a first monitoring report released in 2017, the report analyses recent legislative, policy and institutional reforms in support of women’s economic empowerment in Egypt, Jordan, Morocco and Tunisia and seeks to identify success factors that have helped anchor reform. Moreover, it delivers actionable examples and practical tools for policy makers to help them transform policies into effective actions for women’s economic empowerment.
À l’heure où de nombreux pays de la région MENA cherchent à accélérer leur croissance économique et à construire des sociétés plus stables et plus ouvertes, ce rapport soutient qu’une plus grande autonomisation économique des femmes est l’une des clés pour atteindre ce double objectif. Il affirme qu’en dépit des difficultés rencontrées par certains pays pour garantir aux femmes un accès égal aux opportunités économiques, des progrès sont en cours et peuvent être renforcés par des actions politiques ciblées, inclusives et coordonnées. S’appuyant sur les conclusions d’un premier rapport de suivi publié en 2017, le présent rapport analyse les réformes législatives, politiques et institutionnelles récentes en faveur de l’autonomisation économique des femmes en Égypte, en Jordanie, au Maroc et en Tunisie et cherche à identifier les facteurs de réussite qui ont contribué à ancrer ces réformes. Il fournit par ailleurs des exemples concrets et des outils pratiques à l’intention des décideurs politiques pour les aider à transformer les politiques publiques en actions efficaces pour l’autonomisation économique des femmes.
Global transformations – from population ageing to digitalisation, rising inequalities and climate change – have created profound uncertainties for young people and future generations, despite unprecedented access to information, education and technology. Moreover, the COVID-19 pandemic has exacerbated pre-existing challenges in youth’s mental well-being and employment, while raising concerns about the sustainability of public finances.
This report provides the first comparative assessment of the policies, laws, institutional capacities and governance tools put in place by 42 national governments and the European Union to promote youth empowerment and intergenerational justice. It sets benchmarks for cross-country comparisons in three main areas: 1) Supporting youth’s transition to an autonomous life, 2) Enhancing youth’s participation and representation in public life as well as trust in government, and 3) Delivering fair policy outcomes for all generations. Finally, it provides practical insights for policy makers, civil society and young people seeking to build a present and future that leaves no generation behind.
This report comes at a time when policy makers are challenged by the COVID-19 crisis that is generating a profound reflection on economic and social well-being. Before COVID-19 hit, Indonesia had experienced remarkable economic growth, making substantial progress in poverty reduction and gains in employment. However, there are large differences in outcomes across Indonesian provinces, which often reflect the quality of local infrastructure, services, education, and jobs. This joint Asian Development Bank (ADB) and Organisation for Economic Co-operation and Development (OECD) study sheds light on challenges and opportunities to promote employment and skills outcomes at the local level in Indonesia. The analysis presented in this OECD/ADB report shows the importance of strengthening local institutions managing and delivering employment and skills policies.
In order to pave the path to future success, Latvia has developed its Education Development Guidelines 2021-2027, which identifies key policy initiatives that are critical for skills development. The Guidelines outline how Latvia will equip its citizens with skills to flourish in work and in society. Evidence on the strengths and weaknesses of Latvia’s education and skills systems has informed the prioritisation of relevant policies in the Guidelines. A wide range of Latvian actors across ministries, levels of government, education and training providers, employers, trade unions, the non-profit sector and learners have been involved in the development of the Guidelines, demonstrating their commitment to work together to implement these initiatives.
Looking to the future, more can be done to position Latvia to successfully implement the policy priorities and reach the targets encompassed by the Guidelines. As the COVID-19 crisis has reminded us, the future is uncertain and therefore all plans must be designed to be responsive and adaptable to overcome future challenges and seize future opportunities.
Building on the OECD Skills Strategy Assessment and Recommendations phase, the Implementation Guidance phase has supported Latvia in the development of the Education Development Guidelines 2021‑2027 by providing guidance on selecting policy actions, improving Latvia’s indicator system, and selecting performance indicators.
It is increasingly understood that entrepreneurship plays a critical role in economic growth and well-being. But which policies can governments develop to release its benefits? This publication offers guidance and inspiration.
It identifies the range of entrepreneurship policies being pursued internationally, the problems the policies seek to solve and how they are designed and implemented. The focus is on how to create a broad base of start-ups with the potential for sustainability and growth by building a pipeline of new entrepreneurs, supporting start-ups to overcome barriers in areas such as skills, finance and innovation and stimulating vibrant entrepreneurial ecosystems.
The publication examines the rationale for entrepreneurship policy, presents a typology of policy approaches and highlights principles for policy success. The points are illustrated by 16 case studies of inspiring practice policies from 12 OECD countries. These cases span policies for regulations and taxation, entrepreneurship education and training, advice and coaching, access to finance, internationalisation, innovation, and holistic packages for ecosystem building. Helpful summary tables guide readers to the information that will respond to their questions.
The publication will give readers an overview of key entrepreneurship policy interventions and tips on entrepreneurship policy success.
The world of work is changing as a result of technological progress, globalisation and population ageing. The future of work holds many opportunities, but also presents distinct risks which tend to be greater for some population sub-groups, including low-educated workers. This report documents how the labour market for low-educated workers in Belgium has evolved in recent years and what the future might hold for them in terms of both job quality and quantity. Based on comparisons with neighbouring countries, the report seeks to provide policy advice to ensure that low-educated workers are not left behind by the changes that lie ahead.
L'édition annuelle des Statistiques de la population active fournit des statistiques détaillées sur la population, la population active, l'emploi et le chômage, décomposées par sexe, situation dans la profession et secteur d'activité; il y a aussi des séries sur la durée du chômage et le travail à temps partiel. Pour chaque pays, les taux d'activité et de chômage sont ventilés par sexe et tranche d'âge. Des tableaux comparatifs permettent d'analyser les principales composantes de la population active. Les données y sont disponibles pour chaque pays membre de l'OCDE et pour OCDE-Total, Zone euro et l'Union Européenne . Les séries chronologiques présentées sont disponibles sur dix ans pour la plupart des pays. Cette édition comprend également des informations sur les sources et définitions qu'utilisent les pays membres pour compiler ces statistiques.
This annual edition of Labour Force Statistics provides detailed statistics on 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. Data are available for each OECD member country and for OECD-Total, Euro area and European Union. The time series presented in the publication cover 10 years for most countries. It also provides information on the sources and definitions used by member countries in the compilation of those statistics.
OECD societies have become increasingly diverse in the past decades, offering new opportunities if diversity is properly managed. Ensuring that OECD countries are equipped to make the most of diversity by fully utilising all talent among diverse populations and promoting inclusive labour markets is a key challenge. Both businesses and governments are responding to this challenge with policies to strengthen the inclusion of diverse groups in the workplace and labour markets. This report considers five key groups who are widely considered disadvantaged in the labour market and society at large and who often face discrimination based on their group membership: immigrants, their descendants and ethnic minorities; LGBT people; older people; people with disabilities; and women. It assesses: i) how the inclusion of these groups in OECD labour markets has evolved over time, ii) the evidence on how diversity affects economic outcomes; and iii) which policies countries have implemented and what is known about their effectiveness.
COVID-19 has led to a labour market shock in Canada and is likely to generate a profound reflection on production and consumption habits. COVID‑19 is also likely to accelerate automation as firms look to new technologies to pandemic proof their operations. While automation offers the opportunity to boost productivity, it can also create losers as vulnerable workers who lose jobs may not have the skills needed in a changing labour market. This OECD report examines the potential impacts of automation on people and places across Canada with a special focus on the Province of Ontario. It also sheds light on policies and programmes that can help regions and cities to prepare for the future of work.
Across OECD countries, higher education graduates enjoy higher employment rates and earnings than workers with only an upper secondary qualification. However, not all graduates find jobs that make full use of their skills and help them launch rewarding careers, and employers in some economic sectors point to a lack of qualified graduates. Policy makers are concerned about the current alignment of higher education systems to labour markets, and are increasingly uneasy about the future of work and the resilience of higher education systems in uncertain economic times. This report, which focuses on four US states – Ohio, Texas, Virginia and Washington – is the third of a series of country-specific reviews conducted as part of the OECD project on the labour market relevance and outcomes of higher education. The report offers a comprehensive review of graduate outcomes and policies supporting alignment between higher education and the labour market in the four participating states in 2018-19, an overview of the US labour market and higher education context, and a range of policy examples from across OECD jurisdictions to help improve the alignment of higher education and the labour market.