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Wage growth remains sluggish despite the fall in unemployment
While the impact of the global financial crisis on job quality and inclusiveness persists,
employment rates are historically high in most OECD countries and the average unemployment
rate is back to its pre crisis level. In spite of this, nominal wage growth remains
significantly lower than it was before the crisis for comparable levels of unemployment,
and the downward shift in the Phillips curve – the relationship between unemployment
and wage growth – has continued during the recovery. Low inflation expectations and
the productivity slowdown, which accompanied the Great Recession and have not fully
recovered yet, have both contributed to this shift. Low pay jobs have also been another
important factor. In particular, there has been a significant worsening of the earnings
of part time workers relative to that of full time workers associated with the rise
of involuntary part time employment in a number of countries. Moreover, the comparatively
low wages of workers who have recently experienced spells of unemployment, combined
with still high unemployment rates in some countries, have pushed up the number of
lower paid workers, thereby lowering average wage growth.
Labour share declines partly reflect the emergence of "superstar" firms
Real median wage growth in most OECD countries has not kept pace with labour productivity
growth over the past two decades, partly reflecting declines in the share of value
added going to labour – i.e. the labour share. Technological progress in the sectors
producing equipment goods and the expansion of global value chains have reduced labour
shares within firms and increased the share of value added accounted for by firms
with lower labour shares. Moreover, the dampening effect of technological progress
on the labour share tends to be particularly large in countries and industries with
a high proportion of low skilled and high routine jobs. Countries with falling labour
shares have witnessed both a decline in the labour share at the technological frontier
and a reallocation of market shares towards firms at this frontier ("superstar" firms)
with low labour shares. The labour share decline at the technological frontier reflects
the enhanced "creative destruction" process brought about by the technological dynamism
of new entrants with lower labour shares rather than anti competitive forces. These
results suggest that the way to help workers make the most of ongoing technological
advances is to effectively raise their skills. It is therefore crucial that countries
develop high quality education and training services and provide accessible learning
opportunities while developing systems for anticipating skill demands.
Collective bargaining institutions play a key role for labour market performance
The pay and working conditions of one in three workers in the OECD are governed by
a collective agreement. Bargaining systems that co ordinate wages across sectors tend
to be linked with lower wage inequality and better employment outcomes, including
for vulnerable groups. Wage co ordination increases solidarity between workers in
different sectors and helps ensure that collective bargaining improves employment
by taking due account of macroeconomic conditions. However, in centralised systems,
lower inequality and higher employment may come at the expense of lower productivity
growth. The experience of several countries suggests that it can be important to provide
employer and worker representatives in the firm with sufficient room to refine or
adjust sector level agreements to take account of company conditions (“organised decentralisation”).
Overall, co ordination and organised decentralisation with broad based social partners
help attain better labour market outcomes, combining good levels of inclusiveness
and flexibility. Social dialogue in the workplace is also associated with a higher
quality work environment.
Labour market programmes help workers who lose their jobs for economic reasons
The “creative destruction” process that underlies economic growth and rising living
standards causes a considerable number of workers to lose their jobs to economic change
every year and many of these workers experience significant income losses and other
hardships. The starting point for improving the re employment prospects and income
security of workers who have been made redundant is to make further progress at developing
effective national activation strategies that address the barriers faced by this group
and their particular advantages when searching for a new job. Two of the most important
differences between workers who lose their job for economic reasons and other jobseekers
are the greater scope for proactive measures, beginning during the notice period before
the layoff occurs, and the large contribution that employers can make to fostering
successful mobility for workers they dismiss, ideally in close collaboration with
unions and labour market authorities. An important issue for income support is how,
if at all, workers who become re employed at a significantly lower wage should be
compensated for their loss of earnings power. Conditions of access to unemployment
benefits during the whole unemployment spell also play a crucial role.
Most jobseekers do not receive unemployment benefits
Discussions of the labour market effects of unemployment benefits commonly assume
that jobseekers have ready access to such transfers. Accessible unemployment support
is a crucial ingredient of an inclusive labour market policy that protects workers
rather than jobs. But fewer than one in three jobseekers receive unemployment benefits
on average across the OECD, and the longer term downward trend of benefit coverage
has continued in many countries after the financial and economic crisis. The reasons
behind the decline in coverage rates provide an indication of whether this might be
a policy concern, and which measures may be suitable for maintaining benefit accessibility
at desired levels. Since the onset of the crisis, changes in the characteristics of
jobseekers, such as migration flows or sizeable changes in the shares of the long
term unemployed, have been important drivers of coverage trends. But part of the recent
widening of what might be called the “coverage gap” can be clearly ascribed to policy
reforms that aimed at reducing unemployment benefit generosity either in search of
fiscal restraint or in order to dampen job search disincentives for the unemployed.
Why does the gender gap in labour income increase over the working life?
Even if the gap in annual average labour income between men and women has gone down
significantly, women's annual labour income was still 39% lower on average than that
of men in 2015. Comparable estimates of the gender gap in labour income throughout
the lifecycle indicate that most of it is generated in the first half of the career.
The smaller number of job changes experienced by women in the early stages of their
working life and the effect of childbirth and child rearing on mothers’ participation
in the labour market have a long lasting impact on women's careers and, therefore,
the way the gender gap evolves over the working life. Part time work plays a less
clear cut role, as it can prevent withdrawal from the labour force but may also represent
a career trap for women. The relative importance of each dimensions of the gender
gap in labour income – gender differences in employment rates, hours worked and hourly
earnings – provides valuable guidelines for policy action. Family policies, measures
to encourage behavioural changes among both men and women, and actions promoting changes
in the workplace, such as increased take up of part time and flexible working time
arrangements by both fathers and mothers, can play a key role in helping women to
successfully navigate the crucial childbirth phase of their career, stay attached
to the labour market and seize the same career opportunities as men.