THE LABOUR MARKET CONTEXT: THE DEMAND SIDE OF THE EQUATION Presentation by Tom Zizys From Research to Practice Symposium March 13, 2013
Feb 25, 2016
THE LABOUR MARKET CONTEXT:THE DEMAND SIDE OF THE EQUATION
Presentation by Tom ZizysFrom 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• Post-secondary degree holders• Educational attainment and entry-level jobs• Job-education match• What can be done?
CHANGING HIRING AND PROMOTION PRACTICES
CAREER PATHWAYS IN A 1950s COMPANYFrom “Working Better: Creating a High-Performing Labour Market in Ontario”
Metcalf Foundation
THE 1950s CORPORATE STRUCTURE
The labour market “perfect storm”LATE 60s/EARLY 70s: STAGFLATION_____________________________
The labour market “perfect storm”LATE 60s/EARLY 70s: STAGFLATION_____________________________
The “big ideas” matter
FRAGMENTED CAREER PATH IN A 1990s FIRM
THE INTEGRATED FIRM NOW BECOMES THE NETWORKED FIRM
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
OCCUPATIONS: THE HOURGLASS LABOUR MARKET
From study for Toronto Workforce Innovation Group: An Economy Out of Shape: Changing the Hourglass
Comparison of distribution of jobs byskill categories, Canada, 1996-2006
1996 2006
Comparison of distribution of jobs byskill categories, Ontario, 1991-2006
Change in employment shares by pay level,Europe and United States, 1993-2006
IMF, World Economic Outlook, 2011, p. 42
Percentage change in employment share of all jobs,by skill content, United States, 1981-2011
Non-Routine Cog-nitive
Routine Non-Routine Manual-15%
-10%
-5%
0%
5%
10%
15%
20%
8.6%
-5.6%
4.6%
10.6%
-6.6%
0.9%
9.2%
-11.0%
16.1%
1981-19911991-20012001-2011
BROAD TRENDS INEMPLOYMENT INCOMES
Average incomes, full-time/full-year workers, males and females, Toronto and rest of Ontario, 1995-2005 (2005 dollars)
1995 2000 20050
20000
40000
60000
80000
100000
120000
Males, Toronto
K-workersMiddle jobsEntry-level
1995 2000 20050
20000
40000
60000
80000
100000
120000
Males, rest of Ontario
K-workersMiddle jobsEntry-level
1995 2000 20050
20000
40000
60000
80000
100000
120000
Females, Toronto
K-workersMiddle jobsEntry-level
1995 2000 20050
20000
40000
60000
80000
100000
120000
Females, rest of Ontario
K-workersMiddle jobsEntry-level
WORKERS WITH POST-SECONDARY DEGREES
OECD, Education at a Glance, 2011
Percentage of population that has attained tertiary education,25-34 and 55-64 year olds, 2009
Canadian college graduate earnings(25-64 year olds) compared to other countries
(2010 or latest available year)
France
OECD average
United Kingdom
Sweden
Germany
Australia
United States
Canada
Japan
12.6%
13.3%
11.6%
5.0%
10.9%
8.1%
10.2%
13.3%
10.1%
9.9%
13.0%
13.3%
14.7%
14.8%
16.4%
19.3%
23.1%
34.7%
At or below half of the median More than 2 times the median
OECD, Education at a Glance, 2011
Canadian university graduate earnings(25-64 year olds) compared to other countries
(2009 or latest available year)
United Kingdom
Japan
OECD average
Australia
France
Sweden
Germany
United States
Canada
28.0%
34.7%
26.7%
18.4%
25.1%
14.1%
27.2%
30.3%
29.4%
7.7%
8.9%
9.3%
9.7%
10.1%
10.9%
12.1%
12.8%
17.6%
At or below half of the median More than 2 times the median
OECD, Education at a Glance, 2011
Share of college and university diploma and degree holders,by occupation, Canada, Ontario, Toronto CMA & Toronto, 2006
JOB-EDUCATION MATCH
Job-education match, by education level, Canada, 2006
Non-universi
ty post-se
condary ce
rtificat
e
University degre
e or certi
ficate, b
achelor's
or below
University degre
e, above bach
elor's0%
10%20%30%40%50%60%70%80%
54%60%
68%
28%20%
12%
Closely relatedSomewhat relatedNot-at-all related
Statistics Canada: Survey of Labour and Income Dynamics, 2006
Mean hourly wage by education leveland job education relatedness, Canada, 2006
Statistics Canada: Survey of Labour and Income Dynamics, 2006
Non-university posts
econdary
University, B
achelor's
or below
University, a
bove Bach
elor's$0$5
$10$15$20$25$30$35$40
$23
$31
$37
$22
$29$34
$18$22 $24
Closely related Somewhat related Not at all related
Mea
n Ho
urly
Wag
e ($
)
WHAT CAN BE DONE?
A strategy with three dimensions
Employer practices
• 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
Workforce development → increased productivity → better jobs → higher pay
Enabling environment
• 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
The information, the networks and the processes needed to make workforce development happen
Norms & values (1)
• 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)
A deliberate paradigm shift
Norms & values (2)
• 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
Privileging good workforce development practices
QUESTIONS?DISCUSSION
Metcalf Foundationhttp://metcalffoundation.com/publications-resources/view/working-better-creating-a-high-performing-labour-market-in-ontario/