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Workplace and Employee Survey Client Information Seminar October 2001

Workplace and Employee Survey Client Information Seminar October 2001 . Workplace and Employee Survey (WES). OUTLINE OF PRESENTATION About the Workplace and Employee Survey “Tidbits” of information available from the WES Selected research findings from the 1999 WES Information Services.

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Workplace and Employee Survey Client Information Seminar October 2001

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  1. Workplace and Employee Survey Client Information Seminar October 2001 www@statcan.ca krebhow@statcan.ca

  2. Workplace and Employee Survey (WES) OUTLINE OF PRESENTATION • About the Workplace and Employee Survey • “Tidbits” of information available from the WES • Selected research findings from the 1999 WES • Information Services

  3. Goal of WES • To develop an ongoing survey that will link events occurring in workplaces with worker outcomes, and worker characteristics with workplace outcomes

  4. Why have a linked survey? • Understand the association between labour market changes in the context of global competition, technological changes and the drive to improve human capital • Develop a better understanding of what is indeed occurring in workplaces in an era of substantial change

  5. The Link Between the Workplace Survey Content, Employee Survey Content and Outcomes • Employee outcomes: • Wage/earnings/hours polarization; • Wage levels by worker type; • Training received; • Establishment characteristics: • Technology implemented; • Operating revenues and expenditures, payroll, and employment; • Business strategies; • Unionization; • Compensation schemes; • Training provided; • Mix of full-time1part-time, contract, and temporary employees; • Organizational change; • Subjective measures of productivity, profitability, etc; • Type of market in which firm competes. • Worker/job characteristics; • Education; • Age/gender; • Occupation, management responsibilities; • Work history, tenure; • Family characteristics; • Unionization; • Use of technology; • Participation in decision making; • Wages and fringe benefits; • Work schedule/arrangements; • Training taken • Establishment outcomes; • Employment growth; • Growth in revenues; • Organizational change; • Implementation of technologies.

  6. Design features of WES • Two longitudinal surveys in one • Workplaces are followed for up to six years • Employees in the workplace are followed for two years

  7. Possible Research Questions • Are unionized workers more actively involved in workplace decision-making and employee participation programs? • If competitive strategy, innovation activities, HR development and organizational change are complementary, is the likelihood of success increased when they are developed in concert? • What are the characteristics of firms that have managed to meet their human resource objectives?

  8. Possible Research Questions • What is the extent to which young people use small firm jobs as stepping stones to larger firm jobs? • What is the association between the relative importance of business strategies, the types of workplaces that adopt these strategies and the characteristics of workers employed in these businesses? • How do small firms use technology and how do their employees adapt to the new technologies?

  9. Who will WES help? • Employers evaluate their business and employment strategies, and the impact on productivity and profitability • Industry analysts benchmark their progress against other industries with similar challenges • Individual Canadians learn how technology, education and training affect their work, pay and job security

  10. Who will WES help? • Consultants and the media better understand the dynamic nature of business and the labour market • Future employees make choices about their education and early employment experience • Analysts interested in factors contributing to unemployment dynamics

  11. Wage and Non-Wage Benefits Admin Officers Wage Pension Medical Dental Life • Atlantic $15 23% 37% 33% 38% • Quebec $17 57% 94% 58% 61% • Ontario $18 20% 39% 37% 50% • Man/Sask $21 62% .. 26% 26% • Alberta $18 13% 50% 51% 60% • BC $19 16% 35% 35% 34%

  12. Wage and Non-Wage Benefits Computer Programmers/Analysts Wage Pension Medical Dental Life RRSP Stock Plan • Atlantic $24 49% 68% 63% 67% 25% 20% • Quebec $26 44% 73% 66% 80% 17% 12% • Ontario $23 68% 87% 91% 86% 44% 17% • Man/Sask $20 40% 83% 62% 93% 14% 3% • Alberta $22 51% 85% 85% 63% 19% 39% • BC $24 48% 90% 91% 91% 33% 40%

  13. Wage and Non-Wage Benefits Millwrights Wage Pension Medical Dental Life RRSP • Atlantic $17 57% 58% 69% 62% 13% • Quebec $17 43% 47% 38% 62% 22% • Ontario $22 75% 99% 96% 96% 18% • Man/Sask $21 69% 82% 90% 91% 29% • Alberta $24 47% 75% 78% 79% 45% • BC $23 73% 93% 94% 89% 25%

  14. Wage and Non-Wage Benefits Nurses Wage Pension Medical Dental Life • Atlantic $21 71% 52% 49% 76% • Quebec $23 67% 55% 51% 78% • Ontario $25 62% 27% 33% 51% • Man/Sask $20 74% 37% 64% 77% • Alberta $21 55% 24% 33% 59% • BC $27 71% 75% 84% 77%

  15. Wage and Non-Wage Benefits Retail Sales Wage Pension Medical Dental Life • Atlantic $11 22% 54% 52% 55% • Quebec $ 9 .. 44% 34% 46% • Ontario $11 11% 15% 16% 18% • Man/Sask $ 9 .. 32% 34% 33% • Alberta $ 8 22% 45% 44% 22% • BC $13 25% 38% 39% 34%

  16. Is Computer Technology Investment Associated with Increasing Demands for Skills • Skill biased technological change hypothesis associates increasing prevalence of computer technology with increase in demand for highly skilled (educated) workers relative to lesser skilled (educated) workers. • Evolved as an explanation for increasing relative returns to post-secondary education in the US during the 1980s and 1990s. • Some indications that relative returns to higher education in Canada have increased during the recent economic expansion.

  17. Evidence of SBTC Macro trends • Increasing computer investment • Increasing jobs for post-secondary grads (supply-generated?) • Increasing relative returns to higher education Micro-level establishment, aggregate employee (demand side view) • e.g. plants with high levels of computer stock/investment have greater ratio of white-collar to blue-collar workers

  18. Evidence of SBTC Macro-level worker, aggregate employer (supply side view) • e.g. Highly educated workers are concentrated in industries with high levels of computer investments Where’s the micro-level employer and micro-level employee evidence?

  19. Findings • Major implementations of computer hardware and software are associated with significant increases in computer-related training. • From the demand-side perspective, employers that invest in computer technologies are more likely to have university-educated employees. • From the supply-side perspective, highly-educated workers are mre likely to be employed in the most technology-intensive workplaces.

  20. Findings • New employees of computer technology implementers are better educated than their longer-tenured co-workers. Highly-educated employees are not concentrated in high-training workplaces, but are more likely to receive training in all types of workplaces.

  21. Explaining the Gender Wage Gap:The role of worker and workplace characteristics Marie Drolet and Jennifer Ali Business and Labour Market Analysis Statistics Canada Contact: marie.drolet@statcan.ca

  22. Objectives • To move beyond ‘traditional’ analyses by incorporating workplace characteristics in the wage outcomes of men and women • To determine the contribution of workplace-specific effects in explaining the gender wage gap

  23. Gender differences in characteristics • Women workers have • 3 years less full-time experience • more likely to work part-time • clerical / administrative occupations • Where women work • less likely to be covered by CBA • in small firms • industrial differences • twice as likely to be employed in non-profit firms • less likely to be offered alternative compensation

  24. Modeling the Wage Gap “Unexplained” Gap “Explained” Male Wages Female Wages

  25. Main Finding #1 • Women are disproportionately employed in low-wage workplaces

  26. Main Finding #2 • The “worker” contributes more to the gender wage gap than the “workplace” • 62% worker(characteristics and returns) • 38% workplace (gender distribution and characteristics )

  27. Main Finding #3 • Inclusion of workplace contributes to the “explained” component of the gender earnings differential • worker characteristics only: 42% • worker + workplace characteristics: 51% • worker characteristics + unobserved workplace effects: 57%

  28. Main Finding #4 • The workplace is just as important as the worker in explaining the differences in the pay men and women receive • 25% explained by worker characteristics • 26% explained by workplace characteristics • 49% unexplained component

  29. Main finding #5 • Sources of workplace wage differentials • industry* 21% • performance based pay 2.6% • non-profit organization 3.8% • occupational mix of workplace: -8.9% • percent working part-time: 8.9%

  30. Main finding #6 • adjusted gender wage gap is smaller when workplace wage effects included • worker characteristics only: 88% • worker characteristics + workplace characteristics: 89% • worker characteristics AND workplace effects: 91%

  31. 1999 WES output • Compass Newsletter • Compendium of “Selected” WES Statistics • The Evolving Workplace Series (Catalogue #71-584-MPE/F)

  32. How To Contact Us • Send specifications to: • Client Services Section, Labour Statistics Division at: 613-951-4090; toll-free at: 1-866-873-8788 or by e-mail at: labour@statcan.ca

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