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This annual publication describes the recent trends in international migration, the magnitude of flows, the different channels for immigration and the nationality of the immigrants concerned. It shows that the criteria for admission to host countries is becoming more selective and more oriented to labour market needs. The report also examines recent policy developments for the control of flows and the integration of immigrants. Special attention is given to the links between migration, free trade and regional economic integration.
Detailed country notes present the main migration characteristics of twenty-six OECD countries and Bulgaria, Romania, and the Slovak Republic. The latter country is included for the first time in the notes. Finally, immigration and social transfers is the topic of a special chapter focusing on analytical issues and results obtained in several OECD countries.
A statistical annex provides tables on foreign and immigrant populations, foreign workers, migration flows and naturalisations.
This report addresses the lack of data on pathways followed by young adults with disabilities beyond secondary education in most OECD countries. It describes the activity undertaken by a sample of Czech, Danish, Dutch, French and Norwegian young adults with disabilities and its evolution, as well as looking into the factors that have facilitated or hindered high-quality transition processes to tertiary education and employment. Do upper secondary schools enable students with special educational needs to move successfully to tertiary education and employment? Are young adults with disabilities supported appropriately when leaving upper secondary schools? Do universities’ and colleges’ admission and support strategies foster transition to and success within tertiary education?
The report shows that young adults with disabilities who left upper secondary education in 2007 have mostly accessed tertiary education, while those leaving tertiary education the same year have mainly entered the labour market. It also reveals that due to low-quality support at upper secondary level and the relative absence of transition issues in upper secondary schools’ policies and strategies, transition to tertiary education and to employment is closely linked with parental support and involvement, and young adults with disabilities coming from a low socio-economic background have less transition opportunities than those coming from a high socio-economic background. It demonstrates that young adults with disabilities who moved on to tertiary education consider they have gained the same opportunities as their non-disabled peers, as well as self-confidence and better inclusion opportunities.
This report also shows that persistent inactivity beyond secondary education has a strong disaffiliation effect. It restricts individuals’ participation opportunities and deprives individuals from social and economic independence as well as from personal well-being.
Enterprises are a key provider of education and training for adults across OECD countries. Yet, policy-makers lack a detailed understanding of how training in enterprises takes place. This report opens the black box of training and informal learning in enterprises by providing in-depth insights on: i) what training and learning opportunities enterprises provide; ii) why they provide training (or not); and iii) how they make decisions about training. It presents new evidence from 100 qualitative cases studies in five countries: Austria, Estonia, France, Ireland and Italy. The findings will assist governments and social partners in designing and implementing better policies in support of training in enterprises.
International competition, accelerating technological change and shifting societal concerns are important drivers of structural change, both within and across firms, industries and regions. As well as bringing undoubted opportunities, structural adjustment raises acute challenges. This must be acknowledged in making the case for open markets. This brochure aims to identify, for both developed and developing countries, the requirements for successful trade-related structural adjustment via the reallocation of labour and capital to more efficient uses, while limiting adjustment costs for individuals, communities and society as a whole. It draws on a longer study incorporating detailed sectoral case studies...
Skills are central to the capacity of countries and people to thrive in a rapidly changing world. Recovering from the COVID-19 pandemic will require countries to co-ordinate interventions to help recent graduates find jobs, reactivate the skills of displaced workers and use skills effectively in workplaces. Megatrends such as globalisation, climate change, technological progress and demographic change will continue to reshape work and society. Countries should take action now to develop and use more effectively the skills required for the world of the future and at the same time make their skills systems more resilient and adaptable in the context of change and uncertainty.
The OECD Skills Strategy provides countries with a strategic approach to assess their skills challenges and opportunities. The foundation of this approach is the OECD Skills Strategy framework allowing countries to explore how they can improve i) developing relevant skills, ii) using skills effectively, and iii) strengthening the governance of the skills system.
This report applies the OECD Skills Strategy framework to Southeast Asia, providing an overview of the region’s skills challenges and opportunities in the context of COVID-19 and megatrends, and identifying good practices for improving skills outcomes. This report lays the foundation for a more fully elaborated Skills Strategy for Southeast Asia.
Over 100 million workers in Southeast Asia have jobs that are directly or closely linked to the environment, making them vulnerable to climate change impacts. These same workers likely earn at least 20% lower than the national average and are largely in informal employment. The region’s necessary transition towards greener growth could affect them in several ways: some sectors will create jobs and others will lose jobs or disappear altogether. Understanding the effects of both climate change and green growth policies on jobs and people is thus essential for making the transition in Southeast Asia an inclusive one. The study explores these issues, with emphasis on the potential effects on labour of an energy transition in Indonesia, and of a transition in the region’s agricultural sector, illustrated by a simulated conversion from conventional to organic rice farming.
This report on Korea is the fourth country study published in a series of reports looking into how policies connect people with jobs, following reports on Australia, Slovenia and the United Kingdom. It has a special focus on low-income groups, jobseekers and workers, and policies geared towards closing the considerable gaps these groups are facing around income and employment support. In the past forty years, Korea has gone through a remarkable economic transformation and in the past two decades, the country has also put in place a comprehensive social protection system and a strong activation framework. Nevertheless, features of Korea’s labour market, which include very low job tenure, a high degree of duality and a high level of informality, make it difficult for some measures to reach workers and jobseekers. This report concludes that significant additional action will be needed to make income and employment supports more effective and inclusive.
Ireland has shown a strong commitment to addressing child poverty and improving outcomes for children and young people. Responding to the needs of children and young people, particularly those most vulnerable, requires integrated policies and services. This report is part of a joint project between the OECD and the European Commission to strengthen policy and governance arrangements for tackling child poverty and improving outcomes for children and young people based on a whole-of-government approach.
The report assesses recent policy, institutional and legislative developments in Ireland and compares outcomes for children and young people with those in other EU and OECD countries. It finds that despite progress, Ireland still has room for improvement on child poverty reduction, and more can be done to address the trust gap between young people in Ireland and their government. The report recommends Ireland to adopt measures to enhance inter-departmental and inter-agency co-operation, strengthen evidence-informed approaches, reinforce policy monitoring tools, and improve accountability mechanisms. It also recommends measures to support the effective implementation of Young Ireland, the National Policy Framework for Children and Young People (2023-28), and to ensure policy coherence.
Public Employment Services vary widely across the world in terms of history, structures and capacities, as well as the national labor market context in which they operate. In order to meet the demands of the new world of work, comparability will be crucial to align priorities and adapt methods of operation. This publication provides a wide range of indicators for comparing the operational and institutional characteristics of 73 Public Employment Services in 71 countries around the world. It also provides forward looking analysis on four key issues: matching skills for the life cycle, strategic multichannel service delivery, institutional capacity, and governance mechanisms.
In a rapidly changing world, the success of nations, communities and individuals may be linked, more than ever before, to how they adapt to change, learn and share knowledge. This report helps clarify the concepts of human and social capital and evaluates their impact on economic growth and well-being. Although the evidence on social capital is less developed, reflecting the novelty of the concept in economic and social science, the report draws on a number of empirical studies which suggest potentially important linkages between human and social capital. The evidence suggests that human and social capital can be of key importance in contributing to a wide range of positive outcomes, including higher income, life satisfaction and social cohesion. Although there is no evidence for systematic "under-investment" in either human or social capital, concerns are expressed about the distribution and quality of each form of capital and how this might impact on future well-being. There is limited scope for public policy to change the quality, stock and distribution of human and social capital in the short-term. However, a number of areas are discussed in which public, private and voluntary actors may leverage long-term improvements in both human and social capital.
Employee stock option plans have become a common component of remuneration packages in multinational enterprises. This publication presents and examines the many important tax issues that arise for beneficiaries and companies.
Focusing first on domestic tax issues, it considers what tax treatment would provide no tax-related incentives for a company to either increase or cut the use of stock options, and would be neutral regarding the choice of either granting stock options or paying ordinary salary. The approach is non-prescriptive and serves to provide a benchmark for policymakers. This is complemented by a survey of taxation of stock options in OECD countries in 2002 that calculates the effective rate of tax and compares it with tax on ordinary salary.
Cross-border taxation issues are then discussed. Issues such as the timing of the benefits from stock options, the distinction between employment income and capital gains and the identification of the services to which they relate are relevant to the application of tax treaties, which are based on the OECD Model Tax Convention, and the resulting changes to the Model's Commentary are fully explained. Finally, the effects on transfer pricing are analysed in three circumstances: when an enterprise grants stock options to employees of a subsidiary in another country, when using transfer pricing methods that are affected by remuneration costs, and when employees benefiting from stock options are involved in activities that are the subject of a cost contribution arrangement.
This annual publication provides unique information on direct taxes levied from employees and their employers in all OECD countries. In addition, the book specifies family benefits paid as cash transfers. Amounts of taxes and benefits are detailed program by program, for eight households types, which differ by income level and household composition. Results include the tax burden for one- and two- earner families.
This edition of the Reader’s Companion accompanies Skills Matter: Additional Results from the Survey of Adult Skills that reports the results from the 39 countries and regions that participated in the 3 rounds of data collection in the first cycle of PIAAC, with a particular focus on the 6 countries that participated in the third round of the study (Ecuador, Hungary, Kazakhstan, Mexico, Peru and the United States). It describes the design and methodology of the survey and its relationship to other international assessments of young students and adults.
The Survey of Adult Skills, a product of the OECD Programme for the International Assessment of Adult Competencies (PIAAC), was designed to provide insights into the availability of some key skills in society and how they are used at work and at home. The first survey of its kind, it directly measures proficiency in several information-processing skills – namely literacy, numeracy and problem solving in technology-rich environments.
Over the past 20 years, the management of the public service has changed tremendously in most OECD countries. First, governments have tried to reduce the size of their public employment to decrease the costs of producing government services, either directly or indirectly by contracting out the production of services to the private sector under the assumption that it would be more efficient. Second, in many cases, governments have tried to apply general good management principles to the management of public employees. As a consequence, many areas of public employment have lost their uniqueness and have become quite similar to the general employment system in the different countries. This book takes stock of the main changes in the management of public services across OECD countries. It also examines how countries manage to find a balance between, on the one hand, attention to fundamental values such as fairness, equity, justice and social cohesion to maintain political confidence in the government system as a whole and, on the other hand, a focus on efficiency, productivity and effectiveness.
The 2030 Agenda for Sustainable Development has an unprecedented ambition, but also confronts countries with an enormous challenge given the complex and integrated nature of the Agenda with its 17 Goals, underpinned by 169 Targets. To assist national governments with their implementation, the OECD has developed a unique methodology allowing comparison of progress across SDG goals and targets, and also over time. Based on the Global indicator framework for the Sustainable Development Goals and leveraging UN and OECD data, this report provides a high-level assessment of OECD Member countries’ performance across the Goals and Targets of the 2030 Agenda. The report evaluates the distance that OECD countries need to travel to meet SDG targets for which data is currently available, but it goes one step further and deepens the analysis by identifying long-term trends, considering also how these trends may be impacted by the COVID-19 pandemic. By providing a high-level overview of countries’ strengths and weaknesses in performance across the SDGs, it aims to support Member countries in navigating the SDGs and in setting their own priorities for action within the broad 2030 Agenda.
This report looks at approaches to help ensure the effective taxation of those earning income from the sale of goods or services in the sharing and gig economy. It considers the different ways that tax administrations can best engage with platform sellers, sharing and gig economy platforms, and each other to enable more effective tax compliance. The report is divided into four chapters. The first chapter sets out the background to the sharing and gig economy and the role of online platforms. The second chapter provides some examples of current approaches that are being taken by OECD Forum on Tax Administration members that participated in this work. Chapter three sets out a range of options that tax administrations may wish to consider to help enable compliance in this sector. Finally, chapter four sets out three recommendations and considerations for possible further work: joint work between tax administrations and platforms on providing information and support to platform sellers; improving the evidence base to enhance understanding of the tax at risk in relation to platforms; and assisting in the possible development of a legislative model for standardised reporting by sharing and gig economy platforms.
This review contributes to a better understanding of the gender wage gap in Germany and puts forward key elements of a policy package to reduce gender pay gaps. It provides a detailed analysis of the role of firms in the gender wage gap by focusing on the pay gap between similarly skilled men and women between and within firms. The within-firm component captures differences in pay between men and women within firms related to differences in tasks and responsibilities, or differences in pay for work of equal value (e.g. bargaining, discrimination). The between-firm component captures the role of differences in pay between firms (unrelated to workforce composition) due to the tendency of women to work in low-wage firms. The review analyses gender differences in job mobility and the earnings consequences of career breaks following childbirth to shed light on the evolution of the gender wage gap across the working life. To put results for Germany in context, they are systematically benchmarked to those of four nearby countries (i.e. Denmark, France, the Netherlands and Sweden). The policy discussion extends the empirical analysis by putting forward a comprehensive policy package with an emphasis on policies targeted at firms.
Even though firms play a key role in shaping wages, wage inequality and the gender wage gap, firms have so far only featured to a limited extent in the policy debates around these issues. The evidence in this volume shows that around one third of overall wage inequality can be explained by gaps in pay between firms rather than differences in the level and returns to workers’ skills. Gaps in firm pay reflect differences in productivity and wage setting power. To address high wage inequality while fostering high and sustainable growth, worker-centred policies (e.g. education, adult learning) need to be complemented with firm-oriented policies. This involves notably: (1) policies that promote the productivity catch-up of lagging firms, which would not only raise aggregate productivity and wages but also reduce wage inequality; (2) policies that reduce wage gaps at given productivity gaps without limiting efficiency-enhancing reallocation, especially the promotion of worker mobility; and (3) policies that reduce the wage setting power of firms with dominant positions in local labour markets, which would raise wages and reduce wage inequality without adverse effects on employment and output.