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THE LABOUR MARKET CONTEXT: THE DEMAND SIDE OF THE EQUATION

THE LABOUR MARKET CONTEXT: THE DEMAND SIDE OF THE EQUATION. Presentation by Tom Zizys From Research to Practice Symposium March 13, 2013. Outline of presentation. Changing hiring and promotion practices Occupations: the hourglass labour market Broad trends in employment incomes

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THE LABOUR MARKET CONTEXT: THE DEMAND SIDE OF THE EQUATION

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  1. THE LABOUR MARKET CONTEXT:THE DEMAND SIDE OF THE EQUATION Presentation by Tom Zizys From Research to Practice Symposium March 13, 2013

  2. Outline of presentation • Changing hiring and promotion practices • Occupations: the hourglass labour market • Broad trends in employment incomes • Post-secondary degree holders • Educational attainment and entry-level jobs • Job-education match • What can be done?

  3. CHANGING HIRING AND PROMOTION PRACTICES

  4. From “Working Better: Creating a High-Performing Labour Market in Ontario” • Metcalf Foundation CAREER PATHWAYS IN A 1950s COMPANY

  5. THE 1950s CORPORATE STRUCTURE

  6. The labour market “perfect storm” LATE 60s/EARLY 70s: STAGFLATION _____________________________

  7. The labour market “perfect storm” LATE 60s/EARLY 70s: STAGFLATION _____________________________

  8. The “big ideas” matter

  9. FRAGMENTED CAREER PATH IN A 1990s FIRM

  10. THE INTEGRATED FIRM NOW BECOMES THE NETWORKED FIRM

  11. Entry-level jobs not what they used to be • More casual, part-time and temp work • Wages dropped for entry-level jobs • Drop in minimum wage in real terms • More income inequality (1): intra-firm equity • More income inequality (2): lower status jobs have less bargaining power • Less unionization • Less opportunity for advancement

  12. OCCUPATIONS: THE HOURGLASS LABOUR MARKET

  13. From study for Toronto Workforce Innovation Group: An Economy Out of Shape: Changing the Hourglass

  14. Comparison of distribution of jobs by skill categories, Canada, 1996-2006 1996 2006

  15. Comparison of distribution of jobs by skill categories, Ontario, 1991-2006

  16. Change in employment shares by pay level, Europe and United States, 1993-2006 IMF, World Economic Outlook, 2011, p. 42

  17. Percentage change in employment share of all jobs, by skill content, United States, 1981-2011

  18. BROAD TRENDS IN EMPLOYMENT INCOMES

  19. Average incomes, full-time/full-year workers, males and females, Toronto and rest of Ontario, 1995-2005 (2005 dollars)

  20. WORKERS WITH POST-SECONDARY DEGREES

  21. Percentage of population that has attained tertiary education, 25-34 and 55-64 year olds, 2009 OECD, Education at a Glance, 2011

  22. Canadian college graduate earnings (25-64 year olds) compared to other countries (2010 or latest available year) OECD, Education at a Glance, 2011

  23. Canadian university graduate earnings (25-64 year olds) compared to other countries (2009 or latest available year) OECD, Education at a Glance, 2011

  24. Share of college and university diploma and degree holders, by occupation, Canada, Ontario, Toronto CMA & Toronto, 2006

  25. JOB-EDUCATION MATCH

  26. Job-education match, by education level, Canada, 2006 Statistics Canada: Survey of Labour and Income Dynamics, 2006

  27. Mean hourly wage by education level and job education relatedness, Canada, 2006 Statistics Canada: Survey of Labour and Income Dynamics, 2006

  28. WHAT CAN BE DONE?

  29. A strategy with three dimensions

  30. Employer practices Workforce development → increased productivity → better jobs → higher pay • Overwhelming evidence base exists for the business case for workforce development • Numerous measurable indicators: turnover, absenteeism, recruitment costs, productivity, value added, firm survival rate, innovation • Enhance management and HR competencies → Good literature reviews: NCVER; UKCES

  31. Enabling environment The information, the networks and the processes needed to make workforce development happen • Data and analysis: Survey of Labour and Income Dynamics; Canadian Council on Learning; Canadian Policy Research Networks • Model practices: Developing a toolkit based on research and pilot projects • Intermediaries: Workforce development boards; unions • Sector strategies: value of sector councils • Linkages: workforce development to: • → productivity → innovation → economic development

  32. Norms & values (1) A deliberate paradigm shift • The value of government • Evidence-based policies • Tackling inequality • Pre-distribution (flat median wage; increasing wages at top) • Income tax; EI coverage; drawing attention to tax avoidance • Restraining shareholder value • Reaffirming other obligations: to economy, to employees, to community • Incentives for longer-term investment (shares; bonuses) • Slowing the rate of transactions (Tobin tax)

  33. Norms & values (2) Privileging good workforce development practices • Features: permanent jobs; workplace training; career advancement; unions; apprenticeships; experiential learning; paid internships; gender equity; living wage • Using government procurement as lever • Celebrating top workplace practices • Child care • International agreements: raising the bar on labour practices; corporate taxation

  34. Tom Zizys tzizys@rogers.com Metcalf Foundation http://metcalffoundation.com/publications-resources/view/working-better-creating-a-high-performing-labour-market-in-ontario/ QUESTIONS?DISCUSSION

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