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In an increasingly digital world, the significance of cyber security for individuals, businesses, and governments has never been greater. Rising cyber attacks are challenging current defence and operational capabilities, highlighting a critical shortage of skilled cyber security professionals. This report delves into the demand for cyber security expertise by analysing online job postings in France, Germany and Poland in between 2018 and 2023. It examines trends in the demand for cyber security professionals, the geographical distribution of job opportunities, and the changing skill requirements in this field. Focusing on France, the report also explores cyber security education and training programmes, the characteristics of the programmes, the demographics of enrolled learners, and their outcomes. Additionally, it reviews French policies and initiatives aimed at broadening the cyber security workforce and enhancing educational opportunities in this field. This comprehensive analysis is part of a larger effort to understand the evolving landscape of cyber security policies and professional experiences worldwide.
The COVID-19 pandemic had a severe impact on the Umbrian economy, and despite recovery of labour demand, the region faces challenges related to digitalisation, tight labour markets, and volatile demand for low-skilled jobs. To address these issues, the OECD and the Umbrian regional agency for active labour market policies (ARPAL) have collaborated to investigate the labour and skills demand of the region using big data techniques applied to online job postings. This report provides new insights into the alignment between labour and skills demand and the training options available in the training and education programmes contained in the Umbrian Regional Training Catalogue. This report builds new indicators to measure the alignment of course content with employer demands in Umbria, with results showing that alignment is relatively good for some occupations but that this can be strengthened to provide job seekers with up-to-date training options that match the demand of the labour market.
Spain has a high share of the working age population at risk of poverty or social exclusion and a high incidence of child poverty. While Spain has introduced a minimum income at the national level, social inclusion policies are the responsibility of the regions. At present, the coverage of the minimum income remains low and there are many differences in the design and implementation of social inclusion policies across regions, especially as a number of regions do not develop social inclusion strategies. There is also a lack of a multidimensional approach to social inclusion. This report develops options for new inclusion models that address current challenges and help formulate a coherent inclusion strategy. It also sets out a blueprint for developing a monitoring and evaluation framework. The recommendations aim to increase the effectiveness of minimum income policies and strengthen the co-ordination between social services, employment, health and housing.
As societies become increasingly digital, the importance of cyber security has grown significantly for individuals, companies, and nations. The rising number of cyber attacks surpasses the existing defense capabilities, partly due to a shortage of skilled cyber security professionals. This report delves into the analysis of the demand for cyber security experts in Latin America, using information from online job postings in Chile, Colombia, and Mexico. The analysis investigates recent trends in job demand for various cyber security roles, the geographical distribution of cyber security job postings, and the evolving skill requirements in this field. Additionally, the report focuses on the supply side by examining the landscape of cyber security education and training programmes in Colombia. It explores the different types of programmes offered in vocational and higher education, the characteristics of learners enrolled in these programmes, and their outcomes. Lastly, the report examines policies and initiatives implemented in Colombia to enhance the accessibility and relevance of cyber security education and training programmes. This report is part of a broader initiative that examines the evolution of policies and experiences in the cyber security profession around the world.
A changing world of work brings the importance of Vocational Education and Training (VET) to the forefront, as it has the ability to develop the skills that are needed in today’s labour markets and societies. At the same time, structural changes highlight the need to re-engineer certain parts of VET systems in some countries to make them more resilient and ensure they can make the most of the opportunities ongoing changes present.
This report zooms in on four key dimensions of future-ready VET systems: i) responsiveness to changing skill needs; ii) the flexibility to make VET work for all; iii) the ability to support transitions into a changing labour market and further learning; iv) the potential of digital technology to innovate VET design and delivery. For each of these dimensions, the report presents a set of key questions that policymakers and other VET stakeholders should consider when re-engineering VET to make it more future-ready, as well as insights from data and international examples of policies and practices.
This report presents an in-depth cross-country analysis of how long-term care workers fare along the different dimensions of job quality. In the initial stages of the COVID-19 pandemic, the applause for care workers was a clear expression of the strong recognition of their hard work and exposure to risks in their job. However, as the applause faded after the peak of the crisis, questions have re-emerged about how to improve the working conditions of long-term care workers in a sustainable way. Over the coming decades, the demand for these workers will increase substantially. Several countries are already facing shortages as the large baby-boom generation joins the older population.
To go Beyond Applause, a comprehensive policy strategy is needed to tackle poor working conditions and insufficient social recognition of long-term care work, attract workers in the sector and avoid labour shortages reaching unacceptable levels. Such a strategy should cover several dimensions, with different priorities across countries depending on their specific context, including: direct interventions to raise wages and increase staff requirements; increasing public financing and fostering the leading role by governments; supporting collective bargaining and social dialogue; strengthening training; increasing use of new technologies; and, strengthening health prevention policies.
Protecting people, rather than specific jobs, plays a key role in promoting labour-market inclusiveness and dynamism. Effective unemployment benefits reduce inequality, and raise productivity by facilitating a good match between workers’ skills and job requirements. They are a crucial policy lever for adapting to the major societal, technological and environmental transitions of our time.
This report is the first of a number of OECD country reviews of income support policies. Each report analyses key policy challenges, discusses recent reform initiatives, and identifies good practices from other OECD countries.
This report on Korea focuses on avenues for strengthening benefit coverage, income security and re-employment in the context of a “dual” labour market with large parts of the workforce in short-duration, non-standard or informal employment. It welcomes Korea’s recent reforms towards more accessible jobseeker support, and points to priorities for additional policy action to make income and employment support more effective and inclusive.
Protecting people, rather than specific jobs, plays a key role in promoting labour-market inclusiveness and dynamism. Effective unemployment benefits reduce inequality, and facilitate a good match between workers’ skills and job requirements. They are a crucial policy lever for adapting to the major societal, technological and environmental transitions of our time. This report on the United States is the second of a number of OECD country reviews of income support policies. Each report analyses key policy challenges, discusses recent reform initiatives, and identifies good practices from other OECD countries.
The report examines the reach and generosity of unemployment insurance and other income support for working age households, with a special focus on disadvantaged labour market groups. What are key gaps in benefit receipt between wage- and salaried employees and non-standard workers (part-time workers, those on temporary contracts, and self-employed workers including own-account workers)? What factors, including race/ethnicity and gender, drive non-entitlement to unemployment compensation? The report examines these questions, considers the impact of recent extensions to the unemployment insurance programme in response to the COVID pandemic, and outlines policy directions for strengthening out-of-work support.
As societies become increasingly digital, cyber security has become a priority for individuals, companies and nations. The number of cyber attacks is exceeding defence capabilities, and one reason for this is the lack of an adequately skilled cyber security workforce. This report analyses the demand for cyber security professionals in Australia, Canada, New Zealand, the United Kingdom and the United States using information contained in online job postings. The analysis looks at recent trends in the demand for workers in different types of cyber security roles, the geographical distribution of cyber security job postings, and the changing skill requirements for professionals in this field. The report also looks at the supply side, zooming in on the landscape of cyber security education and training programmes in England (United Kingdom). It describes the different types of programmes provided in further and higher education, the profile of learners in these programmes and their outcomes. Finally, the report also looks at policies and initiatives adopted in England to make cyber security education and training programmes more accessible and relevant. This report is part of a larger initiative examining the evolution of policies and experiences in the cyber security profession around the world.
Education systems can build on school-led micro-innovations during the pandemic to develop more equitable learning. Empowering teachers to be autonomous, actively engaged in designing learning environments, and knowledgeable and dynamic in using multi-modal technology can encourage more peer-to-peer collaboration in schools and enrich pedagogy. This will be crucial in addressing the learning needs of disadvantaged students and boosting science proficiency with the goal of societal equity.
Despite years of growth in the number of women in paid work, gender roles in unpaid housework have remained remarkably rigid. Unpaid housework can be outsourced to non-care household service providers, such as cleaners or housekeepers, however, high prices, a substantial tax burden and a lack of easy access impose barriers to greater formalisation of the household service sector. With the aim of increasing work-life balance for households, in particular for women in employment, and reducing the wide-ranging practice of undeclared employment, a number of OECD countries have implemented policies to formalise and boost the provision of non-care household services. This report illustrates the importance of the non-care household service sector and reviews international approaches in formalising the non-care household service market, ranging from providing tax incentives or granting social vouchers, to identify good practice. To highlight the potential economic gains that could follow from easing the housework burden, the report also estimates the economic value of unpaid housework provided by men and women.
This report analyzes labor migration trends in Asia and emphasizes the importance of partnerships to promote effective labor migration management. It addresses temporary migrant worker programs, focusing on the Republic of Korea’s Employment Permit System and Malaysia’s Electrical and Electronics industry. It also highlights the key role multilateral and bilateral agreements play in protecting migrant workers’ social security entitlements. Key issues covered are how these partnerships can provide safe, orderly, and fair labor migration, and, hence, a fair environment in Asia’s labor market.
The four chapters capture the ideas, insights, and discussions from the “Eighth Roundtable on Labor Migration in Asia - Building Partnerships for Effectively Managing Labor Migration: Lessons from Asian Countries for the UN Global Compact on Migration”, hosted by Human Resource Development Korea in Incheon, Republic of Korea, in January 2018. The event, co-organized by the Asian Development Bank Institute, the Organisation for Economic Co-operation and Development, and the International Labour Organization, brought together regional experts and policy makers.
The report’s introductory chapter reviews recent regional trends, and two statistical annexes offer detailed coverage of intra-Asia migration flows, as well as cross-regional migration flows.
How can the European Union become more attractive for talented professionals looking for job opportunities worldwide? Can EU-level action support employers, private and public stakeholders in each Member State to better leverage international recruitment into the Single Market? This report presents a new overview of the obstacles that continue to hamper the attraction and recruitment of skills from outside Europe, and discusses the role of both public and private initiatives to help overcome these barriers. It provides a comparative analysis of the Expression of Interest (EoI) system of migration management as implemented in Australia, Canada and New Zealand, and assesses its potential to address the needs of the European labour migration system. The report presents several options and variants for adapting the EoI, step by step and EU-wide, and examines their feasibility, constraints and advantages.
This joint OECD-ILO report provides a comparative analysis of case studies focusing on improving skills use in the workplace across eight countries. The examples provide insights into the practical ways in which employers interact with government services and policies at the local level. They highlight the need to build policy coherence across employment, skills, economic development and innovation policies, and underline the importance of ensuring that skills utilisation is built into policy development thinking and implementation.
Skills utilisation concerns the extent to which skills are effectively applied in the workplace to maximise workplace and individual performance. It involves a mix of policies including work organisation, job design, technology adaptation, innovation, employee-employer relations, human resource development practices and business-product market strategies. It is often at the local level that the interface of these factors can best be addressed.
Kazakhstan has made major economic and social advances in the past decade and a half. Yet, Kazakhstan needs to sustain high growth rates in the future to converge towards the living standards of OECD countries. This report provides a review of the labour market and social policies that could help Kazakhstan in its dual objectives of building more inclusive labour markets, while maintaining a path of strong growth. It explores the role that institutions and policies play in helping vulnerable groups to access gainful and productive jobs, particularly focusing on three key groups: youth, older workers, and people with disabilities, and provides a comprehensive set of policies to increase the employment and employability of these groups. Evaluations and lessons from innovative experiences in OECD and other countries are used to formulate recommendations tailored to Kazakhstan.
Social enterprises are long-standing agents of inclusive growth and democratisation of the economic and social spheres, and they have proved resilient to economic adversity all the while addressing socio-economic challenges in innovative ways, re-integrating people back to the labour market, and contributing to overall social cohesion. This compendium derives policy lessons for boosting social enterprises from the analysis of 20 initiatives in several EU member-countries, covering a range of policy areas from legal frameworks, finance, market access, and support structures, to education and skills.
Job displacement (involuntary job loss due to firm closure or downsizing) affects many workers over their lifetime. Displaced workers may face long periods of unemployment and, even when they find new jobs, tend to be paid less and have fewer benefits than in their prior jobs. Helping them get back into good jobs quickly should be a key goal of labour market policy. This report is part of a series of reports looking at how this challenge is being tackled in a number of OECD countries. It shows that in New Zealand most displaced workers find a new job again, largely due to a strong economy and a highly flexible labour market. But many of them face large losses in terms of job quality and especially wages. And displaced workers facing difficulties in New Zealand are largely left on their own to find a new job, as the means-tested public benefit system only provides for people in need and employment services concentrate on helping people off benefit with limited focus on those not receiving a benefit.
Nine countries are participating in the review: Australia, Canada, Denmark, Finland, Japan,
Korea, New Zealand, Sweden and the United States.
Contents
Chapter 1. Job displacement in New Zealand and its consequences
Chapter 2 Easing the impact of economic restructuring on displaced workers in New Zealand
Chapter 3 Re-employment support for displaced workers in New Zealand who struggle to find a new job
This publication focuses on business dynamics across eight countries (Belgium, Brazil, Canada, Costa Rica, Japan, New Zealand, Norway, United Kingdom) and over time, building upon the evidence collected in the framework of the OECD DynEmp project for 22 countries. It provides new evidence on firms’ heterogeneous responses to shocks (notably the recent financial crisis) in order to evaluate how policies and framework conditions across different firms and countries can foster both employment and productivity growth.
The Flemish economy is extremely diversified with a number of value-added industries and a highly skilled workforce. The shift to a green economy will however require specific knowledge, values and attitudes from the Flemish workforce. This report analyses the skills dimension of the transition to a green economy at the local level, with specific reference to emerging needs in the agro-food, construction and chemicals sectors. It also provides recommendations for the development of green skills and occupational profiles at the organisational level, while advising policy makers on the best method of assisting firms to transition to a green economy.
Mexico is slowly advancing on the path to gender equality. Many public policies aimed at empowering women are now in place: over the past two decades, Mexico has increased investments in girls' education, greatly expanded childcare and preschool, improved gender mainstreaming in government, and ensured that female politicians are well-represented at the ballot box. Yet, despite these efforts, many Mexican women still do not feel the effects of these policies at home, at work, or in public spaces. Large gender gaps remain in educational outcomes, participation in the labour market, pay, informality status, and hours of unpaid childcare and housework. “Unlocking Mexico’s full potential,” as Mexico's National Development Plan prescribes, will depend crucially on how well Mexico closes existing gender gaps in political, social and economic life and promotes real social change. Mexico must continue to invest in social and labour market policies that empower women, and reinvigorate efforts to reduce inequalities in education, labour force participation, job quality, unpaid work, and leadership. This will require embedding gender equality objectives in all public policies and budgets, across all levels of government, and ensuring the effective implementation, enforcement, and evaluation of policies and laws to achieve inclusive outcomes.