Employment Studies

The St. Louis Regional Information Technology Labor Market Report delivers insights and analysis of Information Technology (IT) skills and competencies most in demand by St. Louis area employers to help answer the question: What does business need? This research is designed to assist key stakeholders involved in economic and workforce development, St. Louis business, educational, and employment services communities in the development of education and training programs to ensure that the region’s workforce is well-prepared and equipped to meet business’ IT demands.

The promotion of extended working life has created a period of uncertainty between the ending of work and the beginning of retirement. This period of the life course is now 'open-ended' in respect of whether older workers decide to remain in employment or leave working. However, the choices available are framed within public policy and organisational contexts as well as personal circumstances. The study reviews the organisation of 'work-ending' , the construction of age within organisations, and the influences on provision of support in late working life. The article concludes with a discussion on the range of pressures that might limit control over pathways through middle and late working careers.

Even though several papers about the impacts of minimum wage increases on employment have been published in the last decades, the debate is still ongoing among economists, policymakers, and the general public. Many recent papers have focused on the potential disemployment effects of the minimum wage regarding teenagers and restaurant workers since both groups present high rates of current minimum wage employment and job offerings. In this paper, I use Monte Carlo simulations with a broad set of data-generating processes and estimation strategies to assess the validity of various methodological strategies and assumptions often encountered in the corresponding literature. Simulation results show that the distributed lag specification with unit-specific time trends and leaded values of the minimum wage, in first-differences, produced less biased estimates for most of the generating processes. This preferred specification is then used to estimate the impacts of minimum wage amendments on youth employment in Canadian provinces between 1990 and 2018. Estimation results demonstrate that the long-run impacts of minimum wage hikes on employment in Canada are likely to be small and statistically insignificant, even for low-skilled young workers. Moreover, my results demonstrate that the standard fixed effects estimator generally used in former studies is likely to identify spurious relationships between minimum wage and employment levels. Results from the preferred specification are robust to both potential reverse causality biases and yearly "strong" real increases in minimum wage levels.

1. Our recommendations help –

A. Entrepreneurs to downsize, right size or close their enterprise without government permission.
B. But, all workers who have been laid off must get PF and Severance Pay (as in Europe and Brazil)

2. Therefore we are AGAINST THRESHOLDS. Entrepreneurs and Workers suffer because of TWO THRESHOLDS.
A. SIZE: Units with 100+ workers suffer many restraints to Labour flexibility. This is disagreeable to Entrepreneurs.
B. DURATION: Only workers who have been employed for over 240 days are entitled to benefits. This seriously disadvantages workers.

We are against all thresholds as they:
i. Encourage small enterprises and not big scale, high technology ones
ii. Encourage employment of non-permanent casual workers; this blocks skill development

3. ALL WORKERS ARE ON THE MUSTER and are entitled to all benefits.

4. When worker is retrenched/laid-off, the benefits over and above PF, Bonus also includes SEVERANCE PAY (as in Europe and Brazil). We have allowed for exceptions in “Seasonal Industries”, but there are certain constraints in this sector too.

5. So now no enterprise gains from being
A. Small and Employing below 100 workers
OR
B. Firing workers before 240 days of Employment are over

6. So hiring contract /casual workers now become less attractive.
     
THEREFORE:
A. All workers hired for non-core jobs must come from a contractor’s firm where this job is a core one
B. All contract workers, no matter where they are currently hired to work, are on the Muster of their parent firm

7. On Dispute Resolution we suggest:
A. One Workers’ Council whose office bearers are elected by universal secret ballot BUT only by those inside the company.
B. Trade Unions can function within but the body representing workers will be the Workers’ Council.

8. Also a Three Tier Dispute Resolution Mechanism is suggested.
A. Workers’ Council, whose office bearers will be internal and elected internally as well.
B. Conciliation Committee, which will have labour representatives.
C. Labour Tribunal.

The time taken at each level is fixed without exceptions.

Empowerment, the first ‘E’ of the paper is the buzz word in development world; most ambiguous and broad as it sounds. This is a paper on understanding gender empowerment in contemporary situation based on a case study of an individual layered with different factors of gender and tribe. Article 15 of Indian Constitution dictates that ‘the State shall not discriminate against any citizen on grounds only of religion, race, caste, sex, and place of birth or any of them’. On the contrary the UNDP Human Development Report 2014 state that India categories as a medium human development country with Gender Inequality Index Value as 0.563 ranking 127 out 187 countries. In India discrimination against women is both explicit and implicit with explicit being more prominent and known. The implicit is entrenched in power relations and hierarchies. This type of discrimination is positioned in households as well as communities resulting from meta-factors of caste, class, resource ownership, ethnicity and religion coating on gender leading to extreme marginalization. However to move towards an egalitarian society with better socio-economic conditions, it is vital to work towards empowering women. Though concept of gender empowerment is ambiguous as stated, it is a journey and a continuous process towards attaining empowerment in itself. This paper is on a journey of a girl towards empowerment through education and employment which in itself is empowering. Their role in a life of a woman to help her question, explore and decide on precarious concerns related to self, family and beyond. It looks into the different components factoring to gender equality leading to social inclusion at certain conjunctures of self-identity, awareness, economic independence but still struggling with implicit ways of discrimination.

Randeree, K., Chaudhry, A., Leadership: The Employee Perspective - A Study in Dubai’s Construction Industry, 5th International Business Research (IBR) Conference: “Strands of Development”, 26 - 27 April 2007, Dubai, United Arab Emirates.
Dubai is a regional leader in infrastructure development. Rapid growth has led to project management gaining tremendous importance in the construction sector. Employees are an important part of any industry and their job satisfaction and organisational commitment affects the turnover rate and productivity of a company (Benkhoff, 1997; Randeree and Chaudhry, pending). Leadership has a strong influence on employees' job satisfaction and organisational commitment (Lok & Crawford, 1999). Thus, it is vital to examine leadership styles in a rapidly growing industry in what is also such a cosmopolitan city. Hence, the research undertaken aims to study leadership styles in construction project management in Dubai. The findings show that employees feel that Consensus and Team Management leadership styles are predominant in the industry and employees have shown preference for working under these leadership styles.

This article is entitled “Temporary Agency Worker: Typical Triangular Employment Relationship”, discusses whether the temporary agency worker in the typical “triangular” relationship should be treated as an employee of the agency or the end-user of their services.
A public survey was conducted and its result is shown in table no 1.

Thereafter, few finding and recommendations are suggested so as to follow by the authority to determine the employment status of the temporary agency worker in the typical “triangular” relationship in Bangladesh.

Résumé
L’objectif principal de cette recherche est de documenter les processus d’intégration professionnelle de personnes réfugiées qui se sont établies au Québec ainsi que les ressources communautaires en employabilité impliquées. L’étude vise à recueillir les représentations des personnes réfugiées, leurs besoins et parcours socioprofessionnels ainsi que leurs expériences au regard des services en employabilité consultés. Elle vise également à explorer les pratiques professionnelles des intervenants, les facteurs inhibant ou favorisant leurs interventions ainsi que leurs représentations quant aux défis et leviers concernant l’intégration professionnelle des personnes réfugiées. Cette étude a pour but de mettre en lumière ce qui relève des caractéristiques structurelles du marché du travail (entre autres) et des spécificités des personnes réfugiées en matière d’employabilité.
L’étude a permis de recueillir en 2016-2017 les points de vue de 14 personnes réfugiées et de 17 intervenants en employabilité du milieu communautaire (entrevues semi-dirigées et groupe de discussion). Ce rapport se penche sur les défis et les éléments facilitant l’intégration socioprofessionnelle, selon la perspective de chacun de ces acteurs.
La recherche soulève de multiples tensions concernant les conditions d’accès des personnes réfugiées. De fait, les caractéristiques des personnes réfugiées peuvent dans certaines circonstances les rendre inadmissibles aux programmes en employabilité (faible maîtrise de la langue, sans preuve de scolarité, forte désemployabilité perçue, etc.). Les intervenants rencontrés, prenant en compte les trajectoires complexes, sont fortement interpellés par cette dimension. En effet, intervenir dans des situations de fort potentiel de discrimination systémique soulève de nombreux enjeux. Ce paradoxe est d’autant plus criant dans un contexte où le Québec reçoit des transferts budgétaires du Canada, en particulier concernant les réfugiés pris en charge par l’État. À ce paradoxe s’ajoute le fait que les réfugiés sélectionnés sont principalement orientés pour s’établir dans des villes en dehors des grands centres, dans un contexte où l’accès aux services publics en région est un enjeu.
Les intervenants en employabilité du milieu communautaire démontrent l’importance d’une approche sensible aux contraintes systémiques. Cette sensibilité face à des structures contraignantes qui peuvent exclure ou déqualifier la personne réfugiée peuvent amener tout autant des situations d’impuissance que des habiletés à déjouer les contraintes. Cette approche requiert selon eux de penser « en dehors du cadre » et de trouver des solutions « novatrices » ou « alternatives », voire parfois par « voie de contournement ». Cette sensibilité aux contraintes systémiques se dévoile tant à travers l’approche (penser en dehors du cadre, trouver des solutions pour des personnes expérimentant à certains niveaux de la discrimination systémique) qu’à travers les liens créés avec des partenaires, la participation à la concertation et la mobilisation – afin de mettre à contribution l’ensemble des milieux pour un accueil favorable aux personnes réfugiées.
Mots clés : employabilité, programmes de soutien à l’intégration socioprofessionnelle, intervention, milieu communautaire, personnes réfugiées, Québec, processus d’inclusion-exclusion, intégration professionnelle, conseiller en emploi.

In this paper, exchange rate volatility and employment relationship is investigated for Turkey covering the period from January 2003 to February 2014 period. Exchange rate volatility is added to the model as an independent variable. In the previous researches, effects of exchange rate volatility have been used as an error term. Different from the previous studies, we added this variable to our model as an independent variable in order to analyze the effects of volatility on employment. In empirical analysis; firstly, co integration relationship between variables is analyzed. Then ARDL model is employed in order to investigate long and short term coefficients. In line with findings of the existing literature, the results of the ARDL model, we employed in this paper; reflect that exchange rate volatility negatively affects the employment. However, we found that the volatility coefficient is statistically insignificant. These results are thought to reflect the dynamics of the market, as the exchange markets are sensible to short term changes while labour markets are based on long term contracts.

This chapter discusses the impact of labor market policies for people with disabilities in Peru. After discussing some characteristics of the labor market for this group, the current set of policies for improving the labor market outcomes is discussed. It is found that significant and persistent gaps between legal progress and practical implementation are still prevalent. Despite the lack of systematic information, some efforts have been identified as effective to expand labor market opportunities for disabled people, although this progress is modest relatively to the magnitude of labor market exclusion faced by this group. These include some workfare programs and procurement practices targeted to small businesses. Some policy recommendations are suggested in order to improve the current situation.

Labour law gives specification of rights, obligations and it regulates and tells the subjects on how they can conduct themselves on contractual terms and how they can enforce their rights. In other words, labour law sets a forum or an institution to enable the effective enforceability of both the employers’ and employees’ rights. Labour law has Substantive Labour Law and Procedural Law. Substantive law is that branch of labour law that prescribes the standards to be observed by both employers and employees. Specifically, substantive law deals with things like contracts of service and for services, termination of contract/employment, benefits e.t.c. These are provided for by the Employment and Labour Relations Act No. 6 of 2004, while Procedural Law is that branch of Labour Law that prescribes procedures to be followed in all labour matters. This is done by providing for institutions for implementation of the substantive standards, and enforcement of rights. This is provided for by the Labour Institutions Act No.7 of 2004 and the specific rules issued in 2007 GN Nos. 42, 64, 65, 66 and 67 of 2007.
The main objective of labour law is to balancing conflicts of interests as between employers and employees by defining their rights and duties and regulating their conducts. And it is from this paper whereby such equilibrium is shown within the Act or how does the Act has successfully manage to create such equilibrium.

Abstract - The purpose of this paper is to identify the effect(s) of globalization on attrition rate and employment in the 21st century. The phenomenon of globalization was examined in relation to the increasing attrition rates in various parts of the world, as well as its effect on employment. It was discovered that while the reasons given for attrition such as career advancement and higher pay (to mention but a few) were at the surface level, the reasons for attrition are deeply rooted in globalization. Employment was also identified to have been characterized with some level of ‘frequency’ and ‘flexibility’ owing to the impacts of globalization and advancement in technology which in turn aided attrition. The author concluded that in order to fully maximize the opportunities provided by globalization in the business world, it is important that organizations try to improve on their human resource management practices. This would help to retain employees as well as give them a sense of belonging and commitment to the organization if properly done.

Keywords - Globalization, attrition, employment, 21st Century

Recommendations for driving results in college graduate employment and career advancement. While mainly providing broad range ideas and structures, this publication also provides vivid detail and recommendations on how to drive results through organizational structure and methodology.

Résumé (English follow)
En 2015, il y aurait au Québec plus de 5 000 médecins diplômés à l’étranger, dont près de 2 500 travaillent comme médecins et possiblement autant qui ont emprunté d’autres voies professionnelles, momentanément ou durablement. Les migrants très qualifiés sont réputés faire face à de multiples barrières sur le marché du travail, particulièrement ceux membres de professions réglementées. Le cas des médecins est exemplaire compte tenu de sa complexité et de la multiplicité des acteurs impliqués au cours du processus de reconnaissance professionnelle.
Ayant comme principal objectif de documenter les trajectoires d’intégration professionnelle de diplômés internationaux en médecine (DIM) et leurs expériences sur le marché du travail québécois, cette thèse s’attache à comprendre ce qui pourrait distinguer les trajectoires d’intégration en emploi pour un même groupe professionnel. En observant notamment les stratégies d’intégration et les ressources mobilisées, nous cherchons à mieux saisir les parcours des DIM qui se requalifient et qui exercent au Québec et ceux qui se réorientent vers d’autres secteurs d’activités.
La démarche méthodologique est qualitative (terrain 2009 à 2012), le cœur des analyses étant basé sur 31 récits de vie professionnelle de DIM ayant migré au Québec principalement dans les années 2000. Les données secondaires incluent 22 entretiens non dirigés auprès d’acteurs clés de milieux institutionnels, communautaires ou associatifs ainsi qu’auprès de DIM très récemment immigrés ou ayant le projet d’immigrer. S’y ajoute l’observation ethnographique ponctuelle, telle que des activités associatives.
La forme retenue pour cette thèse en est une par articles. Le fil directeur est l’exploration de l’interface entre les politiques, les pratiques et les individus au cœur des trajectoires d’intégration professionnelle. Les trois articles (chapitres 4 à 6) visent des focales complémentaires avec le même objectif : l’exploration de la complexité des trajectoires d’intégration professionnelle et la dialectique entre les niveaux micro, méso et macrosociaux. Ces derniers renvoient respectivement à la puissance d’agir des individus et leurs contraintes d’action, les relations sociales, les institutions et les pratiques organisationnelles et plus largement les structures sociopolitiques. Les résultats de cette thèse mettent en lumière des aspects complémentaires de l’intégration professionnelle et en interaction dynamique : 1) dimension macrosociale et politique; 2) dimensions institutionnelles et relations sociales; 3) identité professionnelle.
Suite à l’introduction, la problématique (chap. 1) et la méthodologie (chap.2), le chapitre 3 expose les types des trajectoires d’intégration des DIM, leur hétérogénéité, et met en relief leurs récits de vie professionnelle. Le chapitre 4 soulève le paradoxe entre les politiques d’attraction de l’immigration déployés par les gouvernements canadien et québécois et les mécanismes de régulation opérant sur le marché du travail. Le chapitre 5 explore les stratégies et ressources mobilisées par les DIM et met en lumière l’effet positif des ressources symboliques. Les ressources institutionnelles de soutien, quoique élémentaires dans le processus de reconnaissance professionnelle, ne sont subjectivement pas considérées comme un élément central. Ce sont plutôt les ressources informelles qui jouent ce rôle d’appui significatif, en particulier les pairs DIM. Le chapitre 6 adopte une perspective microsociale et explore le caractère dynamique et relationnel de l’identité professionnelle, mais surtout, la puissance des conditions d’appartenance qui obligent à une flexibilité professionnelle et parfois au retrait de la profession ou du pays. Le chapitre 7 discute au plan théorique de l’intérêt d’une combinaison d’échelles analytiques et d’une ouverture disciplinaire afin de souligner les tensions et angles morts en ce qui concerne les mobilités de professionnels de la santé et leur intégration professionnelle. Cette thèse explore l’interrelation complexe entre les ressources économiques, sociales et symboliques, dans un contexte de fragmentation des ressources institutionnelles et de corporatisme.

Mots clés : immigration; immigrant; trajectoires d’intégration professionnelle; diplômés internationaux en médecine; stratégies d’intégration professionnelle; identité professionnelle; ressources sociales; anthropologie; socio-anthropologie du monde du travail; Québec

 
Abstract
Of the estimated 5000 immigrant physicians in Quebec in 2015, close to 2500 are employed as doctors while the rest work in other professions, either temporarily or permanently. Highly qualified immigrants are known to experience many barriers to employment, especially those who belong to regulated professions. This is especially true for medical doctors due to the complexity of the professional recognition process and the variety of institutional players involved. 
The main objective of this thesis is to document the professional integration trajectories of international medical graduates (IMG) and their experiences on the Quebec labour market. My aim is to better understand the wide variety of professional integration trajectories within this professional group. Paying close attention to the strategies and the resources mobilized by the participants IMGs, I document the situation between those who enter the medical profession and those who change careers.
Using a qualitative methodology, I carried out 31 semi-structured interviews with IMGs focusing on their professional life stories pre- and post- immigration. Most of them immigrated to Quebec in the 2000s. The secondary data includes 22 non-directive interviews with different key social actors (11), as well as with IMGs (11) who had either immigrated very recently (less than two years) or were planning to. We also engaged in ethnographic observation; e.g. of associative activities.
The common thread linking the three articles that comprise the thesis is the interface between policies, practices and individuals in the process of professional integration. The varying focal points of the articles have the same objective: the exploration of the complexity of professional integration trajectories and the dialectic that exists between the micro, mezzo and macro levels. In other words, what an individual can and cannot do professionally, taking into account the influence of social relationships, institutions, organizational practices, as well as sociopolitical structures. The results shed light on the complementary and dynamic interplay that affects professional integration on several levels: 1) the macrosocial and political dimension; 2) the institutional dimension and social relationships; 3) professional identity.
Following the introduction, I present the research problem (chap.1) and the methodology (chap.2). Chapter 3 outlines the different types of integration paths of the IMGs, and presents their professional life stories. In Chapter 4 I examine the paradox that exists between immigration policies that aim to attract highly qualified migrants and regulatory mechanisms in the labour market that place limitations on many migrants. Chapter 5 presents the strategies and resources used by the IMGs and highlights the positive effect of symbolic resources. Institutional support resources, although basic to the professional recognition process, were not considered to be central by the IMGs. Instead, the informal resources were identified as playing a key role, especially IMG peers. Chapter 6 adopts a microsocial perspective and explores the dynamic character of the professional identity. It explores the importance of the conditions of belonging that may force an individual to be professionally flexible and sometimes to leave the medical profession or the country. Chapter 7 discusses the theoretical interest of a combination of analytical scales and disciplinary openness to highlight the tensions and blind spots in regard to the mobility of health professionals and their professional integration. Finally, this thesis explores the complex interplay of economic, social and symbolic resources in a context of highly fragmented institutional resources and corporate protectionism.

Key words: immigration, immigrant, professional integration trajectories, international medical graduates, professional integration strategies, professional identity, social resources, anthropology, socio-anthropology of work, Quebec.

Recruitment, selection and retention process of employees are of critical importance to any organisation across the whole spectrum of business activities, as organisations’ failure to recruit and retain skilled workforce has negative consequences that affect the organisation effectiveness.

This paper infers that organisation should pay extensive attention for recruitment, selection and retention process of its employees and the necessity to adopt the relevant strategies in order to have high-level skilled workforce needed for achievement of organisation’ strategic goals and consequently success in business.

This research aimed to describe the employability of the tourism management graduates of Northwest Samar State University (NwSSU), a state university in the Philippine Eastern Visayas Region. To achieve the desired result, the study employed a descriptive research design. The researchers extensively employed the Commission of Higher Education (CHED) Graduate Tracer Survey questionnaires to gather the needed data from the tourism management graduates of the university from SY 2011-2012 to SY 2014-2015. To analyze and interpret the collected data, the researchers made use of frequency counts, percentage distribution, ranking, and the stepwise multiple regression analysis. The majority of the tourism management graduates under study were female, single, young, and city-residents. Most of the tourism management graduates under study were employed immediately after graduation in rank-and-file positions. The best predictor of the employability of tourism management graduates was their location of the residence. With these, the employment support system of the university may fully activate in the first 6 months after graduation in tourism management. To improve further the employability of tourism management graduates, the OBEdized curriculum in tourism management may include the strong emphasis on communication and human skills trainings on all subjects offered.

This report presents the results of the research project titled: DEL Economic Inactivity Strategy: Literature Review Project. It was commissioned by the Department for Employment and Learning Northern Ireland and carried out by the Employment Research Institute of Edinburgh Napier University.

The overarching aim of the research is to: provide a detailed understanding of how multiple cross-cutting issues prevent the economically inactive from seeking work, in order to better inform the Departmental Strategy on reducing economic inactivity. Specifically, the review considers two groups: those with family commitments; and the long-term sick and disabled.

The literature review summarises primarily academic findings around the multiple and cross-cutting barriers to employment for the long-term sick and those with family responsibilities. For those with family commitments, it seeks to identify the characteristics of those least able to work: what kind of dependents they are caring for; what this entails in practical terms; and how this impacts their ability to work.  The report also seeks to identify best practices in policy interventions aimed at helping these groups into the labour market.

Both disabled people and those with caring responsibilities face significant inequalities together with high economic inactivity rates. The barriers to employment facing disabled people and those with caring responsibilities are on the face of it very different, because it is a different life circumstance that is creating this barrier for them. It must also be remembered that there are great differences within each of these groups and so policies, and their implementation, need to be targeted very precisely to particular sub-sections of each group. While most policy responses will target each separately, there are a number of similarities in what the literature suggests are the main barriers to employment and the general principles of policy responses:

Qualifications and skills. Lack of qualifications and skills is a crucial barrier to employment among those two groups of clients. Three quarters of disable people with tertiary level of educational qualifications are in employment compared to a one third disabled people without qualifications in employment. However, the issue of those disabled people leaving compulsory education with low qualifications needs to be tackled as this group may be distinct from those with qualifications and a career who become disabled later in life. Among those with caring responsibilities, the evidence suggests that again those with no qualifications find it particularly difficult to enter the active labour force. Care responsibilities (especially early motherhood) and disability impede the individual from gaining qualifications. More support is needed to enable these groups to undertake qualifications, but it might also be a case of tackling this at an earlier stage than after they become unemployed adults.

Employer attitudes.  Both groups potentially face discrimination from employers, who may perceive their additional needs as too great a burden, and anti-discrimination legislation does not necessarily overcome this. There is a need to increase awareness and understanding of legislation, but also respond to employers’ concerns about the cost of compliance, and offer support for adjustments to working hours or premises. In addition to public bodies raising awareness, employer or employer organisation initiatives to convince others to take on more people can help raise awareness, although their success is not often evaluated rigorously.

Personal attitudes and efficacy. These are linked to employer and wider societal attitudes. Some clients may not necessarily have the belief that they can find and sustain employment. They may perceive the obstacle created by their disability or caring responsibilities is too great. They may also perceive that there is a lack of suitable jobs and responsive employers.

Financial incentives. These appear to be effective particularly for those already contemplating employment. This may suggest in some cases that low pay for the jobs that people can enter is an issue limits their ability to take up employment.

Lack of policy integration, joined up thinking in service provision. Health professionals and childcare providers do not necessarily have employment in mind when delivering services, but they potentially have a role to play in increasing it. Similarly, employment services workers often do not understand the whole scope of the caring responsibilities of their clients, and may not be sufficiently equipped with specialist knowledge to understand fully the specific problems that face their clients with disabilities. Hence it is important that policies have clear specific objectives that embrace both employability support and specialise support for those with caring responsibilities or with disabilities. Targeted initiatives with clear outcomes may be appropriate, with key workers who can flexibly help in meeting client needs (directly or through working with other bodies).  In addition, better communication between specialist support services (for caring and/or disabilities) and employability service providers might improve efficiency and effectiveness.

The biggest effects are sometimes at the margin. There is a balance between the levels of support for those closest to the labour market anyway, who need the least intervention but are most likely to move into the labour market, and levels of support for those farthest from the labour market. Decisions need to be taken on where to set the balance.

Sustainability of employment. The kind of jobs that these two client groups often end up in – specially created jobs for the disabled, or ‘flexible’ low-paid work for those trying to reconcile work and care – may not necessarily have a sustainable impact on future employment prospects, as they tend to be low skilled and with limited progression. Clients may end up back in inactivity, or requiring a great deal of in-work support.

Evaluation of the efficiency of employment services for those two groups should focus more on the sustainability of jobs as well as job entry (as has happened in, for instance, the Work Programme). This requires monitoring of those clients who started to work and supporting them further in addressing the problems they face as the result of the intersection of their specific needs (caring responsibilities/disability) and their employment. 

Policy lessons. The policy evaluation literature has suggested aspects of initiatives to get the disabled and those with care responsibilities into work that have enjoyed some limited success (some of the points relate to both groups). Of course the specific local circumstances and contexts of initiatives and their delivery etc. are fundamental to their success, but the literature suggests some general principles around successful initiatives.

What appears to effective for supporting disabled people:
• a focus on workplaces; making them more aware of legislation but also more knowledgeable about what adjustments disabled people actually need, and what support might be available to them to make adjustments;
• improving awareness about the programmes, and coverage and uptake of programmes aimed at supporting disabled people into employment, including expanding beyond those most work-ready and tackling the harder to reach;
• increasing the employability of disabled people through equipping them with better qualifications and skills;
• an integrated approach to each of the policy elements, including health support, skills development, job placement and support after employment. 

What appears to effective for supporting those with care responsibilities:
• the importance of integrating childcare (or other care) with employability support;
• effective partnership working between agencies and with employers;
• there is a need for more childcare that is affordable even to those on the lowest incomes;
• affordable transport that facilitates the journeys between home, work and childcare providers;
• holistic support that recognises and responds to the needs of the individual, and is delivered by a well-trained and sympathetic advisor;
• policy stability that ensure longer term funding, as start-up costs are often large and effectiveness in achieving outcomes can be low in the early stages of a new policy.

The steel industry is one of many major world industries extnsively restructured in this era of globalization. The Global Restructuring of the Steel Industry explains how and why the steel industry has shifted from advanced capitalist countries to late industrializing countries. Drawing upon case studies of the steel industry in the US, Japan , South Korea, Brazil and India, Anthony P.D'Costa examines the relationship between industrial change and institution al responses to technological diffusion. He reveals that governments' and firms' differing responses to innovations lead to an uneven diffusion of technology and industrial reorganization. Moreover, when it becomes clear that existing institutional arrangements no longer serve the industry well, new arrangements are made which allow for innovative behaviour. Often this has created opportunities for technological "leapfrogging" and the emergence of new technologies in unexpected places. The steel industry has con sequently known a new dynamism and the open-ended nature of capitalist competition has been firmly underscored. The Global Restructuring of the Steel Industry is a timely addition to the literature of world industries and offers valuable insights into the new dynamics of industrial capitalism in the globalized age. Anthony P.D'Costa is Associate Professor of Comparative International Development at the University of Washington, Tacoma, USA. He has written on industrial restructuring in Asia, Latin America and the US and is currently researching technology leapfrogging in the Indian software industry.

" Women Entrepreneurship " means an act of business ownership and business creation that empowers women economically increases their economic strength as well as position in society. Women-entrepreneurs have been making a considerable impact in almost all the segments of the economy. " Women Entrepreneur " is a person who denies the role of their personal needs to participate and be accepted economically independent. The economy of India is witnessing a drastic change since mid 1991 with a new policy of liberalization, globalization, privatization initiated by Indian Government. India has great entrepreneurial Potential. At present, women involvement in economic activities is marked by low work participation rate. Women Entrepreneurship has gained momentum in last three decades with the increase in number of women enterprises and their contribution to economic growth.

RÉSUMÉ. — Cet article traite de la sous-représentation des personnes trans spécialistes des enjeux trans, professeur.e.s dans les universités canadiennes, et s'attarde au cas des départements d'études féministes et de genre. La question de recherche est : quelles sont les barrières systémiques empêchant le décentrement du sujet cis-centré du féminisme universitaire francophone canadien et contribuant à l'exclusion des personnes trans ? Cet essai analyse ces obstacles. La première partie démontre la présence d'un cisgenrisme dans l'enseignement et la recherche, créant un plafond de verre pour les personnes trans dans le milieu universitaire. La deuxième étudie l'absence du traitement des enjeux trans dans l'enseignement et la recherche féministe francophone, malgré l'intérêt des étudiant.e.s pour ces enjeux. La troisième partie utilise l'approche transféministe pour troubler la cisgenrenormativité des études féministes et de genre, et les divisions disciplinaires qui marginalisent les per-sonnes trans dans le milieu universitaire.
ABSTRACT. — This article considers the under-representation of trans persons who specialize in trans issues employed as professors in Canadian universities, with particular attention paid to the case of departments of gender and feminist studies. The research question is : what are the systemic barriers preventing the displacement of the cis-centric subject from the center of francophone Canadian academic feminism, and contributing to the exclusion of trans persons ? This article analyzes these obstacles. The first part demonstrates the presence of cisgenderism in teaching and research, creating a glass ceiling for trans persons in academia. The second studies the absence of trans issues in feminist francophone teaching and research, despite the interest of students in these issues. The third part employs a transfeminist approach to trouble the cis-gender normativity of gender and feminist studies and the disciplinary divisions that marginalize trans persons in academia.

Avrupa Birliği’nin (AB) kuruluşundan günümüze kadar olan süreçte
kaydettiği aşamalar ile AB’nin kurumsal yapısı ve AB müktesebatı hakkında genel bilgiler çalışmanın birinci bölümde verilmiştir.
İkinci bölümde; istihdam ile ilgili tanım ve kavramlara yer verilmiştir.
Özellikle istihdam, istihdam politikası kavramları ve bu kavramların diğer
kavramlar ile ilişkisi üzerinde durulmuştur. Çalışmanın konusu “Avrupa
Birliği İstihdam Politikası Genel Esasları” olması nedeni ile ikincil nitelikteki
birçok konunun bilindiği varsayımı ile hareket edilmiştir. Özellikle istihdam
kavramı ile ilgili olarak ücretler, çalışma koşulları, nüfus (insan) unsuru,
sosyal güvenlik, mesleki-teknik eğitim, işin niteliği v.b. bunlar arasında
sayılabilir. Konumuz özelinde ele alındığında AB’de (Birlik düzeyinde) sosyal politikalardan, istihdam politikasına doğru yöneliş tarihi gelişmeler ışığında ortaya konmuştur.
AB kurucu antlaşmaları ile bunlarda değişiklik yapan antlaşmalar ve
Topluluk organların hukuki tasarruflarında istihdam ve sosyal politikaya
ilişkin düzenlemeler üçüncü bölümde ele alınmıştır.
Dördüncü ve son bölümde Avrupa istihdam stratejisi (AİS) ve
Türkiye’nin AB’ne tam üyelik müzakereleri çerçevesinde istihdam alanında yaptığı çalışmalar hakkında bilgi verilmiştir

Research indicates that globally, individuals with an intellectual disability experience the lowest employment rate. They have difficulties finding employment, experience lower pays and greater periods of unemployment. In Malta, research on disability and employment, particularly intellectual disability, is very limited and mostly presented through statistics. This study attempts to explore (a) the experience of young adults with an intellectual disability upon entering the labour market (b) whether young adults with an intellectual disability experience any challenges when they try to enter the labour market and (c) the experience of employers who employed people with an intellectual disability. A qualitative approach was used. Semi-structured interviews were held with individuals with intellectual disability and employers who employed individuals with intellectual disability. Given that this study aimed to understand the experience of barriers to employment, an Interpretative Phenomenological Analysis approach was adopted. The results of this study indicate that employers and individuals with intellectual disability believe that workplace inclusion is facilitated through Job Coach Support and Supported Employment Programmes preceding actual employment. Moreover, the Maltese regulating law that requires organisations to have two percent of their workforce with a disability is perceived as effective in moving integration forward. The recommendations suggested by this study are twofold: (a) more resources need to be made available to employers to ease the transition of individuals into employment. (b) Educators and job

El documento presenta un estudio descriptivo sobre el empleo de las mujeres de la Región de los Altos Sur del estado de Jalisco. La intención es comenzar a fijar la atención en la ocupación de las mujeres alteñas en los últimos ocho años. El objetivo del estudio fue, el de realizar un análisis sobre la situación regional del empleo de las mujeres y el caso específico de cada uno de los doce municipios, las ocupaciones con mayores registros y el comportamiento estadístico en el período de 2007 al 2014, tratando de revisar los datos registrados, desglosados por división y grupo económico donde se encuentran laborando de manera formal. Las mujeres alteñas se están despidiendo del campo al dejar de laborar formalmente en el sector primario, posicionando en cuarto lugar está división económica. Ahora los datos dejarán ver que en primer  orden la mayoría se encuentra empleándose en la industria de la transformación y posteriormente en la división de servicios y comercio.

Freelancers work for companies, but also apart from them - at home, on site, or in shared workspaces. This chapter examines how clients and freelancers manage and organise the employment relationship at a distance. Utilising interview data with freelancers working in the Dutch creative industries, Henri Lefebvre’s method of ‘rhythmanalysis’, Nitzan and Bichler’s theory of ‘capital as power’, and John Holloway’s understanding of human creativity as ‘doing’, the chapter examines the conflicting rhythms of freelance creative work. It shows that freelancers remain subject to traditional workplace-oriented structures of control, particularly in creative agencies. Freelancers’ use of time must correspond to client processes of measurement and valuation. Different client relationships, and the proximity they imply, produce different rhythms of work.

The paper suggests that, since the country Zambia has a large section of the labor force (over 30 percent) which consists of the youth, who therefore, make up the largest portion of new entrants to the labor force, and that only about 14 percent of the labor force is employed in formalized establishments, it could only be that, most of the youth entrants to the labor force will end up being employed in the economically viable informal sector, given that in Zambia, as is the case in many other developing countries, large sections of the population, who by virtual of being hindered employment into formalized entities due to restrictive economic capacity, engage informally on a smaller-scale in economic activities similar to those in formalized entities, thus earning an income for self social-economic survival. As a coping strategy for the would-have-been-otherwise-unemployed large section of the country's population, many Governments of a developing country allow this section of the population to operate in officially recognized activities of the informal sector and it is in these sectors that the paper proposes that the unemployed youth seek economic refugee while they await an opportunity to arise for them to enter the formal sector.

This paper aims to give an overview on COVID-19 impact on cultural and creative sectors. The strongest repercussions mainly concerned enterprises and performing arts workers. New challenges await us, in particular those of employment and economic sustainability. The support measures implemented in our country were largely addressed to the immediate crisis needs of the sector. But this crises can represent a turning point that could change, as it is already changing, the way we live, communicate and work.

This touches on the topic of Future Jobs and Future Skills with a focus on Generation Z to reflect youth expectations on their ideal career. Using Singapore as case study, the article maps out characteristics and aspirations of different Generations to derive an ideal criteria of 'quality jobs' whilst noting the nuances between Generations. Next, it examines the mega supranational trends that constraint policymakers and firms, as well as Singapore's comparative and competitive advantages, in order to propose examples of quality jobs for Singaporeans such as information-based, customised services and cross-disciplinary 'hybrid' jobs.

Abstract in English first/Resumen en español más abajo.

ABSTRACT: This book aims to understand the group of economic units often identified under concepts such as urban informal sector, informal economy, micro-enterprises, and self-employment. Is this a group distinguishable from the rest of the economy? How are we to understand it's relation to the rest of the economy? How do these units make economic decisions? How are we to understand its emergence and persistence in capitalist economies? The book discusses to what extent we can answer these questions by focusing on the rationality and culture of these economic units, their class locations, or on other economic variables (e.g. number of workers, amount of capital, capital to worker ratio). We conclude that the analysis of class locations is the most promising avenue to answer these questions, although the other factors make some secondary contributions. We propose a typology that modifies Erik Olin Wright's and Alejandro Portes's Neo-Marxist class typologies to account for informal workers in countries with a large informal sector. The typology re-frames the so-called informal economy as a mix of an informal sub-proletariat, workers temporarily expelled from formal jobs,  petty bourgeoisie, and small employers. The differences between these groups, often lumped together by policies addressing "micro-enterprises" in Latin America, help us better answer the above-mentioned questions and understand these economic units.

RESUMEN: Este libro busca comprender el grupo de unidades económicas generalmente identificadas bajo conceptos como sector informal urbano, economía informal, micro-empresas y auto-empleo. ¿Es posible distinguir a este grupo del resto de la economía? ¿Cómo operan estas unidades en sus decisiones económicas? ¿Cómo se relacionan con el resto de la economía? ¿Cómo podemos comprender su emergencia y persistencia en economías capitalistas? El libro evalúa las posibilidades de responder estas preguntas si enfoamos el análisis en la racionalidad y cultura de las unidades, sus locaciones de clase u otras variables económicas (por ejemplo, número de trabajadores, cantidad de capital, relación capital trabajo). Concluímos que un análisis de las locaciones de clase es la vía más prometedora para responder a estas preguntas, aunque los otros factores hacen contribuciones secundarias. Proponemos una tipología que modifica la tipología de clases neo-marxistas de Erik Olin Wright y de Alejandro Portes para dar cuenta de los trabajadore informales en países con un gran sector informal. La tipología re-define a la llamada economía informal como una combinación de sub-proletarios informales, trabajadores expulsados temporalmente de trabajos formales, pequeña burguesía, y pequeños empleadores. Las diferencias entre estos grupos, frequentemente indiferenciados por políticas orientadas a la "micro empresa" en America Latina, nos ayuda a responder de mejor modo a las preguntas más arriba mencionadas y a comprender a estas unidades.

Para este artículo nos dedicaremos a reflexionar sobre el “Mercadillo” gitano en Valladolid, los imaginarios que se movilizan en torno a “lo gitano”, y las estigmatizaciones y prejuicios que “otrificando sus apariencias” (entendida apariencia como apariencia física, vestimenta y modos de proceder), actúan como marcadores de exclusión laboral, que visibiliza ciertas “alteridades” como resultado de las sedimentaciones sociohistóricas de las configuraciones locales, nacionales y globales.

C’est d’abord en invasion douce que les machines en « ique » (informatique, robotique…) se sont faufilées dans nos vies, dans nos entreprises et dans l’économie globale. Elles continueront à s’y imposer et, de toute évidence, l’invasion douce se durcit : en ce qui concerne l’emploi, de plus en plus les machines nous remplacent dans le travail. Quant à la net-économie : elle aussi contribue à éliminer des postes de travail et des emplois.
Oui : de façon massive, l’emploi est bien plus gravement menacé que ce que prétendent nos dirigeants, nous jetant de la poudre aux yeux sous forme d’allégations vagues et optimistes – mais irréalistes !…
Ce livre sort de ce « flou artistique » et il pointe et donne les vrais chiffres de la réelle catastrophe touchant à l’emploi. Car dans cette inévitable (r)évolution, les machines et les nouvelles technologies signeront largement la fin de l’emploi pour l’homme – et donc la perte de ses moyens d’existence. Dès lors, se pose cette question qui, de façon plus ou moins larvée hante nos sociétés :
Comment les millions de personnes qui sont sorties/vont sortir du marché de l’emploi du fait de ces innovations technologiques vont-elles pouvoir échapper à la pauvreté et gagner décemment leur vie ?...
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Michel Nachez :
Chercheur depuis 1999 dans le domaine de la Cyberanthropologie, il est Docteur en Anthropologie et chargé d’enseignement à l’Université de Strasbourg et à l’ENSIIE strasbourg.