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Canada has not only the largest in terms of numbers, but also the most elaborate and longest-standing skilled labour migration system in the OECD. Largely as a result of many decades of managed labour migration, more than one in five people in Canada is foreign-born, one of the highest shares in the OECD. 60% of Canada’s foreign-born population are highly educated, the highest share OECD-wide. The recent introduction of Express Entry, a two-step selection system based on an initial pre-sreening of suitable candidates who enter a pool by Expression of Interest and subsequent selection of the most skilled candidates from the pool, has further enhanced the competitive edge of the selection system relative to other countries. It also ensures that those with the skills to succeed are admitted to Canada in a quick and efficient way. Core to Canada's success is not only the elaborate selection system itself, but also the innovation and infrastructure around it, which ensures constant testing, monitoring and adaptation of its parameters. This includes a comprehensive and constantly improving data infrastructure, coupled with the capacity to analyse it, and swift policy reaction to new evidence and emerging challenges.
The OECD series Recruiting Immigrant Workers comprises country studies of labour migration policies. Each volume analyses whether migration policy is being used effectively and efficiently to help meet labour needs, without adverse effects on labour markets. It focuses mainly on regulated labour migration movements over which policy has immediate and direct oversight. This particular volume looks at the efficiency of European Union instruments for managing labour migration.
Recent reforms have put Germany among the OECD countries with the fewest restrictions on labour migration for highly-skilled occupations, yet inflows continue to be relatively low. As labour migration is supposed to be one means to help meet future labour and skill shortages caused by a shrinking working-age population, this book addresses the question of how to ensure that international recruitment can help meet urgent needs in the labour market which cannot be met locally. The review examines key issues in the design of the German labour migration system, on the demand side and on the supply side.
German employers can recruit from abroad for any job requiring university-level qualifications. Yet even employers declaring shortages have not done so, in part, due to their insistence on German-language skills and specific qualifications, and in part to a perception that international recruitment is complex and unreliable. While the process could be made more transparent, its negative reputation is unjustified. International students appear well positioned to meet employer concerns, but Germany could do more to promote this channel for labour migration. A large part of the demand is also expected in skilled occupations requiring non-tertiary vocational training, but here, channels remain more restrictive. To address anticipated shortages in these occupations, more should be done to recruit into the dual system, and Germany’s new recognition framework could contribute to open new channels.
The Korean labour migration system has expanded since the mid-2000s, primarily in the admission of temporary foreign workers for less skilled jobs. Its temporary labour programme, addressed largely at SMEs in manufacturing and based on bilateral agreements with origin countries, has become the largest such programme in the OECD. Structural changes in the labour force, with a rapidly shrinking and highly educated youth population, keep the underlying demand for this programme strong. Yet skills levels of workers are increasing, and there is interest in increasing Korea's share in global talent mobility, including international students and innovative entrepreneurs. This book addresses the question of how to ensure that international recruitment can help meet urgent needs in the labour market which cannot be met locally, and how the temporary labour migration programme - and other migration streams - can evolve to ensure that Korea meets its policy objectives. This review first examines the characteristics of the Korean labour market and main challenges where labour migration can help address demand. Following a discussion of various programmes and procedures, the review assesses how labour migration is playing a role in different sectors and how programme governance could be improved. It then explores the channels for high-skilled migrants and how these could be improved in light of international experience.
New Zealand is among the OECD countries that have been settled by migration. Currently more than a quarter of the New Zealand workforce is foreign-born. Despite being a settlement country, most labour migration is temporary and permanent migration mainly draws from the pool of temporary labour migrants. Current temporary labour migration is equivalent to 3.6% of the workforce, by far the largest figure in the OECD. An elaborate system of labour-market tests and exemptions aims to limit negative impact on the domestic workforce while at the same time responding to employer needs. A large part of temporary flows is into low-skilled jobs with little steering possibilities, and some vigilance is needed. For permanent migration, which is also among the highest in per capita terms among OECD countries, New Zealand operates with target numbers. The country faces difficulties in meeting thes targets, whose value-added in a largely demand-driven system - favoring immigrants with a job offer - is questionable.
Norway is characterised by very high levels of migration from within the European Economic Area (EEA) and growing but small scale labour migration from countries outside the EEA. In this context, the challenge for managing discretionary labour migration is to ensure it complements EEA flows. High-skilled workers who come to Norway often leave, even if their employer would like to keep them. Norway has many international students, but most appear to leave at graduation or in the years that follow. The spouses of skilled migrants – usually educated and talented themselves – face challenges in finding employment, and this may cause the whole family to leave. Key industries in smaller population centres wonder how they will source talent in the future. This review examines these aspects of the Norwegian labour migration system. It considers the efficiency of procedures and whether the system is capable of meeting demand. It looks at several policy measures that were implemented and withdrawn, and assesses how these and other mechanisms could be better applied. The characteristics and behaviour of past labour migrants is examined to suggest means of encouraging promising immigrants to remain, and how Norway might attract the specific labour migrants from which it can most benefit in the future.
Sweden reformed its labour migration management policy in 2008 and now has one of the most liberal labour migration regimes in the OECD. This book attempts to answer the question of whether Sweden’s labour migration policy is efficiently working to meet labour market needs that were not being met, without adversely affecting the domestic labour market. The review also examines the impact of the reform on labour migration flows to Sweden and on access to recruitment from abroad by Swedish employers.
After the reform, employers in Sweden were able to recruit workers from abroad for any occupation, as long as the job had been advertised for a nominal period and the prevailing collective bargaining wage and contractual conditions were respected. Overall, Sweden’s new system has not led to a boom in labour migration, although this somewhat surprising result may be related to the slack labour market. The faith in employers appears to be largely justified until now, although there are some vulnerabilities in the system which could be addressed, especially in monitoring workplaces not covered by collective bargaining, and marginal businesses. The particularities of the relatively highly regulated labour market in Sweden may mean that this model is not easily transferable to other countries, but lessons can be drawn for other countries.
The Dutch labour migration system has undergone substantive changes in recent years. To induce a transition to more high-skilled migration, a programme based on salary thresholds has grown in volume while a programme based on work permits after a labour market test has shrunk. New programmes target international graduates either of Dutch educational institutions or of selected institutions abroad. Changes to immigration procedures have shifted responsibility to migrants' employers and have greatly reduced processing times. This review first examines the composition of labour migration to the Netherlands, in the context of present and expected demand in the Dutch labour market. Following a discussion of various programmes and procedures, the review assesses how labour migration contributes to the strategic development of sectors and to employment in regions. It then explores the determinants for the retention of high-skilled migrants and for the integration of international graduates into the Dutch labour market.
Large quantities of materials arising from the decommissioning of nuclear facilities are non-radioactive per se. An additional significant share of materials is of very low-level or low-level radioactivity and can, after having undergone treatment and a clearance process, be recycled and reused in a restricted or unrestricted way. Recycle and reuse options today provide valuable solutions to minimise radioactive waste from decommissioning and at the same time maximise the recovery of valuable materials. The NEA Co-operative Programme on Decommissioning (CPD) prepared this overview on the various approaches being undertaken by international and national organisations for the management of slightly contaminated material resulting from activities in the nuclear sector. The report draws on CPD member organisations’ experiences and practices related to recycling and reuse, which were gathered through an international survey. It provides information on improvements and changes in technologies, methodologies and regulations since the 1996 report on this subject, with the conclusions and recommendations taking into account 20 years of additional experience that will be useful for current and future practitioners. Case studies are provided to illustrate significant points of interest, for example in relation to scrap metals, concrete and soil.
This report compares urbanisation trends in OECD countries on the basis of a newly defined OECD methodology which enables cross-country comparison of the socio-econimic and environmental performance of metropolitan areas in OECD countries. The methodology is presented and results from its application to 27 OECD countries are discussed together with policy implication both on national growth and governance of cities. The report also includes three original papers that present the urbanisation dynamics and prospects in China and South Africa and the governance challenges resulting from the new policy agenda on cities in the United Kingdom.
This publication reports on current definitions and uses of functional regions in the OECD countries. It sets forth the reasons that prompt countries to formulate such entities, takes stock of responsibilities and prerogatives existing at these echelons, and tallies their financial resources.The publication is an assessment of the relevance of using these regions as analytical territorial entities in the OECD countries, and as a framework for the application of certain territorial policies.
Given the current trends and developments across OECD Member countries, a new and dynamic vision for tertiary education is called for. Higher levels of participation at the tertiary level, driven strongly by demands reflecting the diverse interests of students, employers and society at large, have created challenges which must be met. How should tertiary education better respond to the interests and choices of clients, students foremost among them? What should be done to adapt teaching methods or restructure the curricula? How should the needs of those not currently served in the first years of tertiary education be addressed? How should governments interact with large, diverse tertiary education systems, comprised of varied and increasingly autonomous providers? This volume also examines how best to mobilize the energies and expertise of staffs and institutions as well as partners, and how to secure adequate resources and improve efficiency in the face of greater competition for public funds.
The findings, analyses and conclusions presented in this publication will serve as a basis for debate, reflection and exchange as all parties seek to strengthen and extend the contributions of tertiary education to economic and social well-being for all.
Current mobility patterns in Ireland are incompatible with the country’s target to halve emissions in the transport sector by 2030. While important, electrification and fuel efficiency improvements in vehicles are insufficient to meet Ireland’s ambitious target: large behavioural change in the direction of sustainable modes and travel reductions are needed. Such changes will only be possible if policies can shift Irish transport systems away from car dependency. Building on the OECD process “Systems Innovation for Net Zero” and extensive consultation with Irish stakeholders, this report assesses the potential of implemented and planned Irish policies to transform car-dependent systems. It identifies transformative policies that can help Ireland transition to sustainable transport systems that work for people and the planet. It also provides recommendations to scale up such transformative policies and refocus the electrification strategy so that it fosters, rather than hinders, transformational change.
Southern Africa suffers from disproportionately expensive capital and this is denying the region its full growth potential. This book presents the ideas and proposals of a group of experts and practitioners from the state and business environments, brought together by the OECD Development Centre with public and private sector partners, on reducing the cost of capital in the region. It thus provides a unique insight into the nature of the problem of the cost of capital in Southern Africa and the effects it has on business activity and infrastructure development. In addition, the authors set out to define strategies for reducing capital cost, outlining measures suitable for government and private actors.
"This collection makes a very worthwhile and stimulating contribution to the important question of reducing capital costs in Southern Africa."
-Ian Plenderleith, Southern African Reserve Bank
Too many fishing vessels chasing too few fish is a persistent problem in many countries. To address this, governments often turn to vessel decommissioning schemes as a means of adjusting fishing capacity to match available fish resources. This report presents a set of best practice guidelines on the design and implementation of decommissioning schemes. By drawing on case studies of decommissioning schemes from OECD and non-OECD countries, it provides policy makers and fisheries managers with detailed analysis of the economic issues surrounding decommissioning schemes.
In Hungary, women are much less likely than men to be in paid work. Despite recent policy reforms and employment increases for both men and women since the global financial crisis, the gender employment gap has widened over the past years. It is now at its highest point since the mid-1990s. A major reason for the persistent employment gap in Hungary is that most mothers with very young children take an extended period out of paid work following childbirth - often until the child is two or three years of age. Traditional family attitudes towards gender roles and caring for very young children play a role. In addition, access to and use of childcare services for very young children remains limited despite some improvements, and flexible working arrangements are not widespread. For Hungary, closing the gender employment gap responds to both gender equality and labour market issues. This report analyses recent reforms and explores potential policy actions in the areas of early childhood education and care, parental leave and flexible working arrangements, which could provide women - and especially mothers of very young children - with better access to paid work.
The competitiveness of nuclear power plants depends largely on their capital costs that represent some 60 per cent of their total generation costs. Reviewing and analysing ways and means to reduce capital costs of nuclear power plants are essential to enhance the economic viability of the nuclear option.
The report is based upon cost information and data provided by experts from NEA Member countries. It investigates the efficiency of alternative methods for reducing capital costs of nuclear units. It will provide stakeholders from the industry and governmental agencies with relevant elements in support of policy making.
This report presents policy reform options to support Lithuania in meeting its climate neutrality target. It takes stock of Lithuania’s current and planned climate policies and assesses their potential for meeting the country’s climate ambitions. The report details the results of modelling carried out to assess the effectiveness of different policy scenarios, an analysis of carbon pricing and the role of innovation, an assessment of financial needs in the transition to net zero, and an analysis of the distributional implications of carbon pricing. Bringing together these findings the report offers recommendations for policy reform, highlighting the importance of setting price signals complemented by innovation support, as well as the potential of revenue recycling options in alleviating distributional concerns.
Since 1999, the Asian Roundtable on Corporate Governance has brought together the most active and influential policy makers, practitioners and experts on corporate governance in the region, as well as from OECD countries and relevant international institutions. Participants exchange experiences and push forward the reform agenda on corporate governance while promoting awareness and use of the OECD Principles of Corporate Governance as well as the OECD Guidelines on Corporate Governance of State-Owned Enterprises. This Report supports decision-makers and practitioners in their efforts to take corporate governance to a higher level. It reflects the discussions and conclusions of various recent Roundtable. The next phase of the Roundtable will focus on how to change behaviour to achieve better outcomes.