School-to-Work Transition: An International Comparative Perspective

for: International Journal of Manpower. Guest Editor: Francesco Pastore. Professor Pastore is Head of the GLO Cluster on School-to-Work Transition and GLO Country Lead Italy.

The school-to-work transition is at the centre of several academic and public debates. It is behind the debate on persistent youth unemployment in many countries. It is also at the centre of the debate on the future of work and the need to adapt educational and training institutions to the needs of the fourth industrial revolution which is ongoing at a pace which has been clearly accelerated by the COVID-19 emergency.

• This special issue is part of the activities of the cluster on school-to-work transition of the GLO.
• Submissions will be accepted until the 1st of April 2021.
• Study for more details the Call for Papers.

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The persistently high youth unemployment rates in many countries are of major concern in society and a challenge for researchers to provide evidence for policy-making (Francesco Pastore and Zimmermann, 2019; Zimmermann et al., 2013). Recent interest has concentrated on a better understanding of the role of specific institutional features of different school-to-work transition (SWT) regimes in affecting the youth labor market performance (Pastore, 2015a, b).

To foster this academic debate, the Global Labor Organization (GLO) had created in 2017 the GLO School-to-Work Transition Cluster under the leadership of Francesco Pastore. From this initiative, a first set of seven research papers were published in a special issue on “Advances on School-to-Work Transitions” (International Journal of Manpower, Vol. 40, No. 3) edited by Francesco Pastore and Klaus F. Zimmermann. In a second round, seven additional contributions in this special issue, Part II, deal with the role of vocational training, overeducation and skill mismatch and labor market conditions and policy for the SWT. We provide a brief guide into the value added to our understanding of this important process.

Vocational training

A significant part of the literature expects from vocational education or training an important role in SWT. Is it more important than general education? This crucial question is addressed by Huzeyfe Torun and Semih Tumen (Do vocational high school graduates have better employment outcomes than general high school graduates?). They attempt to reveal causal effects of vocational high school education on employment relative to general high school education using Turkish census data. Initial OLS estimates support the superiority of vocational training for employment performance, but the findings get only qualified backing by instrumental-variable (IV) estimates. While the effects are still positive when IV methods are employed, they are only statistically significant for measures capturing the availability of vocational high school education but not for the inclusion of town-level controls or town fixed effects.

If vocational training is relevant, it should be the focus of significant policy measures. An innovative study by Elena Cappellini, Marialuisa Maitino, Valentina Patacchini, Nicola Sciclone (Are traineeships stepping-stones for youth working careers in Italy?) documents the role of traineeships as an active labor market policy in Italy. The evaluation study relies on administrative data where a counterfactual approach was used to compare trainees to unemployed young people registered with Public Employment Services with respect to employment success measured as hiring, job quality and persistence. The paper concludes that traineeships may delay the transition to work, but can open youngsters’ perspectives for a quality career in the long term.

To broaden and complete the picture, Irene Brunetti and Lorenzo Corsini (School-to-work transition and vocational education: a comparison across Europe) examine the impact of the types of vocational education across 11 European countries using the 2009 and 2014 European Union Labor Force Survey. Eichhorst et al. (2015) had classified vocational education and training strategies into school-based vocational education and training (as part of upper secondary education), formal apprenticeships, and dual vocational training: Which vocational systems show better results? Multinomial probit models provide indications that dual vocational training speeds up SWT and the vocational focus is particularly effective here.

Overeducation and skill mismatch

Skill mismatches including overeducation are important aspects of SWT affecting labor market success in many ways. Two further studies dealing with those issues in a more global country setting are involving data from the Lebanon and Kyrgyzstan. Ghassan Dibeh, Ali Fakih and Walid Marrouch (Employment and skill mismatch among youth in Lebanon) were estimating a bivariate probit model where employment status and skill mismatch perceptions for the labor market were jointly modeled. Employability and skill mismatch were found jointly determined for males and the core region only.

Kamalbek Karymshakov and Burulcha Sulaimanova (The school-to-work transition, overeducation and wages of youth in Kyrgyzstan) study overeducation and the impact on wages using Mincer type OLS regressions. The propensity score matching method is applied to deal with potential unobserved heterogeneity. Mismatch in the SWT process is studied employing the Kaplan-Meier failure analysis. Tertiary education correlates highly with being employed with a good match. Overeducated workers reflecting the required level of education for a certain position receive lower wages than those with suitable matches. However, those individuals judging their education or qualifications to be larger than necessary have higher wages.

Labor market conditions and policy

Are local labor market conditions an important driver of post-compulsory schooling decisions and how this vary by gender? Elena Francesca Meschi, Joanna Swaffield and Anna Vignoles (The role of local labour market conditions and youth attainment on post-compulsory schooling decisions) investigate this using the 2006/2007 wave of the Longitudinal Study of Young People in England survey coupled with individual-level attainment and school-based data available through national administrative databases and local labor market data. Their nested logit model shows that the most relevant factors behind post-compulsory schooling decisions are expected wages, current educational attainment and attitudes to school and parental aspirations.

How can labor policy foster the fast integration of young individuals into the labor market? Stefan Sonke Speckesser, Francisco Jose Gonzalez Carreras and Laura Kirchner Sala (Active labour market policies for young people and youth unemployment: An analysis based on aggregate data) provide a paper using European Union 27 countries Eurostat data for 1996–2012. The findings suggest that wage subsidies and job creation programs have reduced youth unemployment effectively. However, the 20–24-year-old unemployed benefit more than the very young.

References

• Eichhorst, W., Rodríguez-Planas, N., Schmidl, R. and Zimmermann, K.F. (2015), “A roadmap to vocational education and training in industrialized countries”, Industrial and Labor Relations Review, Vol. 68 No. 2, pp. 314-337.

• Francesco Pastore, F. and Zimmermann, K.F. (2019), “Understanding school-to-work transitions”, International Journal of Manpower, Vol. 40 No. 3, pp. 374-378.

• Pastore, F. (2015a), The Youth Experience Gap: Explaining National Differences in the School-to- Work Transition, Springer International Publishing, Heidelberg.

• Pastore, F. (2015b), “The European Youth Guarantee: labor market context, conditions and opportunities in Italy”, IZA Journal of European Labor Studies, Vol. 4.

• Zimmermann, K., Biavaschi, C., Eichhorst, W., Giulietti, C., Kendzia, M.J., Muravyev, A., Pieters, J., Rodrìguez-Planas, N. and Schmidl, R. (2013), “Youth unemployment and vocational training”, Foundations and Trends in Microeconomics, Vol. 9 Nos 1-2, pp. 1-157.

Table of Contents: Volume 40 Issue 8 – Special Issue: Advances on school-to-work transitions: Part II

Pastore, F. and Zimmermann, K. (2019), “Contributions to school-to-work transitions: vocational training, skill mismatch and policy”, International Journal of Manpower, Vol. 40 No. 8, pp. 1361-1363. https://doi.org/10.1108/IJM-11-2019-420

Torun, H. and Tumen, S. (2019), “Do vocational high school graduates have better employment outcomes than general high school graduates?”, International Journal of Manpower, Vol. 40 No. 8, pp. 1364-1388. https://doi.org/10.1108/IJM-11-2017-0314

Cappellini, E., Maitino, M., Patacchini, V. and Sciclone, N. (2019), “Are traineeships stepping-stones for youth working careers in Italy?”, International Journal of Manpower, Vol. 40 No. 8, pp. 1389-1410. https://doi.org/10.1108/IJM-03-2018-0099

Brunetti, I. and Corsini, L. (2019), “School-to-work transition and vocational education: a comparison across Europe”, International Journal of Manpower, Vol. 40 No. 8, pp. 1411-1437. https://doi.org/10.1108/IJM-02-2018-0061

Dibeh, G., Fakih, A. and Marrouch, W. (2019), “Employment and skill mismatch among youth in Lebanon”, International Journal of Manpower, Vol. 40 No. 8, pp. 1438-1457. https://doi.org/10.1108/IJM-02-2018-0073

Karymshakov, K. and Sulaimanova, B. (2019), “The school-to-work transition, overeducation and wages of youth in Kyrgyzstan”, International Journal of Manpower, Vol. 40 No. 8, pp. 1458-1481. https://doi.org/10.1108/IJM-02-2018-0054

Meschi, E., Swaffield, J. and Vignoles, A. (2019), “The role of local labour market conditions and pupil attainment on post-compulsory schooling decisions”, International Journal of Manpower, Vol. 40 No. 8, pp. 1482-1509. https://doi.org/10.1108/IJM-11-2017-0303

Speckesser, S., Gonzalez Carreras, F. and Kirchner Sala, L. (2019), “Active labour market policies for young people and youth unemployment”, International Journal of Manpower, Vol. 40 No. 8, pp. 1510-1534. https://doi.org/10.1108/IJM-03-2018-0100

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For Details: GLO Website. Journal Website.

Submissions will be accepted from now on until March 30, 2019.

The issue is edited by Nick Drydakis (Anglia Ruskin University, University of Cambridge, IZA, and GLO) and Klaus F. Zimmermann (UNU-MERIT, Maastricht University, CEPR and GLO).

An initiative of the Global Labor Organization (GLO), this project is related to the GLO Thematic Cluster on “Gender, Gender Identity, Sexual Orientation and Labor Market Outcomes” headed by Nick Drydakis.

Klaus F. Zimmermann (UNU-MERIT, Maastricht University, CEPR and GLO):

Nick Drydakis (Anglia Ruskin University, University of Cambridge, IZA and GLO):

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***Special Issue on Hiring Discrimination***

GLO Fellows Nick Drydakis, Stijn Baert, and Magnus Carlsson are delighted to publish a collection of papers on “Hiring Discrimination: Measures, Moderators and Mechanisms” in the International Journal of Manpower (Volume 39, Issue 4). Many of the papers are related to the GLO Thematic Cluster on “Gender, Gender Identity, Sexual Orientation and Labor Market Outcomes” headed by Nick Drydakis as GLO Cluster Lead.

The papers offer new patterns in the study of hiring discrimination and employment bias. Innovative primary field experiments, literature reviews on field experiments, scenario experiments and wage studies are provided from a most interesting sample of countries including Belgium, China, Czech Republic, France, the GCC, Sweden and the UK.

The Special Issue examines a plethora of characteristics that might entail favorable or adverse treatments in the labor market. How transgenderism, attractiveness, masculine and feminine personality traits, ethnicity, labor market history, neighborhood signalling effects, commuting time, firm size, marital status, and parental leave length affect the hiring stage and individuals’ employment prospects are explored and evaluated through the lens of economic theory.

The papers report several statistically significant patterns which might create a fruitful discussion in the research field. For instance, the papers suggest that: (a) hiring prospects might be negatively affected by a part-time profile for men, living in a deprived neighborhood for ethnic minorities, commuting time, spells of unemployment for married women, transgenderism for women; and (b) hiring prospects might be positively affected by attractiveness, high quality profiles after a short parental leave for women, and masculine personality traits for women.

GLO Cluster Lead Nick Drydakis (left) and GLO Fellows Stijn Baert and Magnus Carlsson

RELATED LITERATURE (open access):

GLO Discussion Paper No. 176: Economic Pluralism in the Study of Wage Discrimination: A Note – Download PDF
by Drydakis, Nick

GLO Discussion Paper No. 175: Public Opinion and Immigration: Who Favors Employment Discrimination against Immigrants? – Download PDF
by Cooray, Arusha & Marfouk, Abdeslam & Nazir, Maliha

GLO Discussion Paper No. 173: The Signal of Applying for a Job Under a Vacancy Referral Scheme – Download PDF
by Van Belle, Eva & Caers, Ralf & De Couck, Marijke & Di Stasio, Valentina & Baert, Stijn

GLO Discussion Paper No. 115: Why Is Unemployment Duration a Sorting Criterion in Hiring? – Download PDF
by Van Belle, Eva & Caers, Ralf & De Couck, Marijke & Di Stasio, Valentina & Baert, Stijn

GLO Discussion Paper No. 103: Inclusive recruitment? Hiring discrimination against older workers – Download PDF
by Drydakis, Nick & MacDonald, Peter & Bozani, Vasiliki & Chiotis, Vangelis

GLO Discussion Paper No. 61: Hiring Discrimination: An Overview of (Almost) All Correspondence Experiments Since 2005 – Download PDF
by Baert, Stijn

GLO Discussion Paper No. 2: Hiring a Homosexual, Taking a Risk? A Lab Experiment on Employment Discrimination and Risk Aversion – Download PDF
by Baert, Stijn

GLO President Klaus F. Zimmermann

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Submissions will be accepted until August 31, 2018.

Edited by

Nick Drydakis (Anglia Ruskin University, University of Cambridge, IZA, and GLO) and Klaus F. Zimmermann (UNU-MERIT, Maastricht University, CEPR and GLO)

An initiative of the Global Labor Organization (GLO), this project is related to the GLO Thematic Cluster on “Gender, Gender Identity, Sexual Orientation and Labor Market Outcomes” headed by Nick Drydakis.

Despite the enactment, in English speaking countries and the EU, of labor legislation against discrimination in the labor market based on sexual orientation, LGBTI (lesbian, gay, bisexual, trans and intersex) people continue to experience occupational access constraints, lower job satisfaction, wage discrimination (especially gay men), and more bullying and harassment than their heterosexual counterparts (Drydakis, 2014; Valfort, 2017).

Studies for the period 1989–2014 suggest that gay men receive lower wages than heterosexual men of comparable education, skills, and experience. For instance, studies find that gay men earn from 4–5% less than heterosexual men in the Netherlands, France, Greece, and the UK and up to 12–16% less in Canada, Sweden, and the US (Drydakis, 2014). Whether wage discrimination against gay men exists in other regions is of great interest and ascertaining this is of importance for policy interventions. In addition, whether wage discrimination lessens over time in response to policy interventions and legislation is hard to determine in the absence of relevant studies. It is not yet clear whether prejudice-based and/or statistical discrimination is the more appropriate framework for the study of labor discrimination against LGBTI people.

The available studies on sexual orientation and job satisfaction highlight that in Australia, Canada, and Greece, both gay men and lesbians experience lower job satisfaction than do their otherwise similar heterosexual counterparts (Drydakis, 2014). Because gay and lesbian employees face severe workplace harassment and bullying, these conditions may affect their workplace experience evaluations (Drydakis, 2014). Whether factors other than workplace harassment cause gay and lesbian employees’ dissatisfaction requires examination. Also, for instituting appropriate policy actions, it is important to determine whether these job satisfaction differences suffered by sexual orientation minorities exist in other countries.

In general, the dearth of studies makes it difficult to examine how education, occupation, industrial relations, region, core socio-economic characteristics, personality and mental health traits moderate the relationship between sexual orientation and labor market outcomes (Drydakis, 2014). Indeed, although studies suggest that lesbians face prejudice in the labor market, some studies estimate that lesbians earn more than comparable heterosexual women. Lesbians have been found to earn 3% more in the Netherlands, 8% more in the UK, 11% more in Germany, 15% more in Canada, and 20% more in the US. Whether personality characteristics, coping strategies, occupational choices, family structures and/or region positively affect lesbians’ wages is still an open question.

In addition, quantitative research on employment outcomes is scarce for trans people (Drydakis, 2017). A representative study suggests that trans people tend to suffer higher unemployment rates than those reported, in other studies, for the general U.S. population (Leppel, 2016). In addition, the interaction between trans identity, and sexual orientation, and the effects of this on employment outcomes is under-examined (Drydakis, 2017). Whether explicit, legislative employment protection against discrimination on the ground of a trans identity has an effect on employment outcomes has also received little attention (Drydakis, 2017).

Given the aforementioned lack of sufficient literature, the editors welcome empirical papers on labor economics which have a clear and highlighted added value, and solid policy implications, on the following general areas:

• Testing, in under-examined geographical regions, for wage discrimination based on sexual orientation.
• Empirically testing and disentangling the forms of employment discrimination (i.e. prejudice-based, and/or statistical discrimination) against LGBTI people.
• Examining the relationship between sexual orientation, personality characteristics, mental health and employment outcomes.
• Assessing how moderators (i.e. human capital, educational choices, occupations, family structure, industrial relations etc.) affect the relationship between sexual orientation and labor market outcomes.
• Testing the relationship between sexual orientation, past/present victimization and labor market outcomes.
• Quantifying the relationship between sexual orientation and job satisfaction.
• Evaluating the impact of the legal recognition of same-sex couples on labor market outcomes.
• Evaluating the impact of employment legislation against sexual orientation and trans identity discrimination on labor market outcomes.
• Quantifying employment bias against trans people.
• Examining the interaction between trans identities, sexual orientation and labor market outcomes.

Submissions will be accepted until the 31th of August 2018. They should be made using ScholarOne Manuscripts, the online submission and peer review system: http://mc.manuscriptcentral.com/ijm. Before submission, please verify that you have carefully read the Author guidelines of the Journal. While making your submission, please specify the title of the current call for papers. See also the forthcoming call on the journal website.

Nick Drydakis (Anglia Ruskin University, University of Cambridge, IZA and GLO)

and Klaus F. Zimmermann (UNU-MERIT, Maastricht University, CEPR and GLO)

References:

Drydakis N. (2014). Sexual orientation and labor market outcomes. IZA World of Labor: 111. DOI: 10.15185/izawol.111

Drydakis N. (2017). Trans people, well-being, and labor market outcomes. IZA World of Labor: 386. DOI: 10.15185/izawol.386

Leppel, K. (2016). The labor force status of transgender men and women. International Journal of Transgenderism,  Vol. 17, No. (3−4), pp. 155−164.

Valfort, M. (2017). LGBTI in OECD countries: A review. OECD Social, Employment and Migration Working Papers, No. 198, OECD Publishing, Paris. DOI: 10.1787/d5d49711-en

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The International Journal of Manpower together with the Global Labor Organization (GLO) is preparing a Special Issue on:

“The School to Work Transition: Cross-Country Differences, Evolution and Reforms”.

Submissions are invited until February 15, 2018.

The special issue is edited by Francesco Pastore (University of Campania “Luigi Vanvitelli” and GLO) and Klaus F. Zimmermann (UNU-MERIT, Maastricht University and GLO). This project is related to the GLO Thematic Cluster on “School-to-Work Transitions” headed by Francesco Pastore. Interested GLO network members are invited to contribute to both ventures, but the Special Issue is open to submissions from all authors of qualified articles dealing with relevant aspects of the broadly defined topic.

Please study a very detailed outline of the CALL HERE or on the Journal page.

Pastore (left) and Zimmermann discussing the Special Issue project during a joint GLO mission 2017 in Brasov/Romania.

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Journal of Population Economics

• Volume 31, Issue 1, January 2018 is PUBLISHED. Here is the access to the TABLE OF CONTENT of the ten top articles freshly published. (Editors are Alessandro Cigno, Erdal Tekin, Junsen Zhang and Klaus F. Zimmermann.)

International Journal of Manpower

• Volume 38, Issue 7, 2017 is PUBLISHED. Special Issue: Labor adjustment in the European economic area during the Great Recession. Here is the access to the TABLE OF CONTENT of the eight top articles freshly published. (Special Issue Editors are Martin Kahanec, Martin Suster and Klaus F. Zimmermann.)
• Call for Papers for a Special Issue on: “Sexual Orientation and the Labor Market”. Submissions will be accepted until the 31th of August 2018.  Please study details of the CALL HERE. (Special Issue Editors are Nick Drydakis and Klaus F. Zimmermann.)
• Call for Papers for a Special Issue on: “The School to Work Transition: Cross-Country Differences, Evolution and Reforms”. Submissions will be accepted until the 15th of February 2018.  Please study details of the CALL HERE. (Special Issue Editors are Francesco Pastore and Klaus F. Zimmermann.)

Klaus F. Zimmermann, now operating from Melbourne, one of the nicest cities of the world….. Just chosen to be the “Most Liveable City of the World“. (I can fully endorse this.) (Picture near the Melbourne Museum.)

Ends;

Edited by

Nick Drydakis (Anglia Ruskin University, University of Cambridge, IZA, and GLO) and Klaus F. Zimmermann (UNU-MERIT, Maastricht University, CEPR and GLO)

An initiative of the Global Labor Organization (GLO), this project is related to the GLO Thematic Cluster on “Gender, Gender Identity, Sexual Orientation and Labor Market Outcomes” headed by Nick Drydakis.

Despite the enactment, in English speaking countries and the EU, of labor legislation against discrimination in the labor market based on sexual orientation, LGBTI (lesbian, gay, bisexual, trans and intersex) people continue to experience occupational access constraints, lower job satisfaction, wage discrimination (especially gay men), and more bullying and harassment than their heterosexual counterparts (Drydakis, 2014; Valfort, 2017).

Studies for the period 1989–2014 suggest that gay men receive lower wages than heterosexual men of comparable education, skills, and experience. For instance, studies find that gay men earn from 4–5% less than heterosexual men in the Netherlands, France, Greece, and the UK and up to 12–16% less in Canada, Sweden, and the US (Drydakis, 2014). Whether wage discrimination against gay men exists in other regions is of great interest and ascertaining this is of importance for policy interventions. In addition, whether wage discrimination lessens over time in response to policy interventions and legislation is hard to determine in the absence of relevant studies. It is not yet clear whether prejudice-based and/or statistical discrimination is the more appropriate framework for the study of labor discrimination against LGBTI people.

The available studies on sexual orientation and job satisfaction highlight that in Australia, Canada, and Greece, both gay men and lesbians experience lower job satisfaction than do their otherwise similar heterosexual counterparts (Drydakis, 2014). Because gay and lesbian employees face severe workplace harassment and bullying, these conditions may affect their workplace experience evaluations (Drydakis, 2014). Whether factors other than workplace harassment cause gay and lesbian employees’ dissatisfaction requires examination. Also, for instituting appropriate policy actions, it is important to determine whether these job satisfaction differences suffered by sexual orientation minorities exist in other countries.

In general, the dearth of studies makes it difficult to examine how education, occupation, industrial relations, region, core socio-economic characteristics, personality and mental health traits moderate the relationship between sexual orientation and labor market outcomes (Drydakis, 2014). Indeed, although studies suggest that lesbians face prejudice in the labor market, some studies estimate that lesbians earn more than comparable heterosexual women. Lesbians have been found to earn 3% more in the Netherlands, 8% more in the UK, 11% more in Germany, 15% more in Canada, and 20% more in the US. Whether personality characteristics, coping strategies, occupational choices, family structures and/or region positively affect lesbians’ wages is still an open question.

In addition, quantitative research on employment outcomes is scarce for trans people (Drydakis, 2017). A representative study suggests that trans people tend to suffer higher unemployment rates than those reported, in other studies, for the general U.S. population (Leppel, 2016). In addition, the interaction between trans identity, and sexual orientation, and the effects of this on employment outcomes is under-examined (Drydakis, 2017). Whether explicit, legislative employment protection against discrimination on the ground of a trans identity has an effect on employment outcomes has also received little attention (Drydakis, 2017).

Given the aforementioned lack of sufficient literature, the editors welcome empirical papers on labor economics which have a clear and highlighted added value, and solid policy implications, on the following general areas:

• Testing, in under-examined geographical regions, for wage discrimination based on sexual orientation.
• Empirically testing and disentangling the forms of employment discrimination (i.e. prejudice-based, and/or statistical discrimination) against LGBTI people.
• Examining the relationship between sexual orientation, personality characteristics, mental health and employment outcomes.
• Assessing how moderators (i.e. human capital, educational choices, occupations, family structure, industrial relations etc.) affect the relationship between sexual orientation and labor market outcomes.
• Testing the relationship between sexual orientation, past/present victimization and labor market outcomes.
• Quantifying the relationship between sexual orientation and job satisfaction.
• Evaluating the impact of the legal recognition of same-sex couples on labor market outcomes.
• Evaluating the impact of employment legislation against sexual orientation and trans identity discrimination on labor market outcomes.
• Quantifying employment bias against trans people.
• Examining the interaction between trans identities, sexual orientation and labor market outcomes.

Submissions will be accepted up until the 31th of August 2018. They should be made using ScholarOne Manuscripts, the online submission and peer review system: http://mc.manuscriptcentral.com/ijm. Before submission, please verify that you have carefully read the Author guidelines of the Journal. While making your submission, please specify the title of the current call for papers. See also the forthcoming call on the journal website.

Nick Drydakis (Anglia Ruskin University, University of Cambridge, IZA and GLO)

and Klaus F. Zimmermann (UNU-MERIT, Maastricht University, CEPR and GLO)

References:

Drydakis N. (2014). Sexual orientation and labor market outcomes. IZA World of Labor: 111. DOI: 10.15185/izawol.111

Drydakis N. (2017). Trans people, well-being, and labor market outcomes. IZA World of Labor: 386. DOI: 10.15185/izawol.386

Leppel, K. (2016). The labor force status of transgender men and women. International Journal of Transgenderism,  Vol. 17, No. (3−4), pp. 155−164.

Valfort, M. (2017). LGBTI in OECD countries: A review. OECD Social, Employment and Migration Working Papers, No. 198, OECD Publishing, Paris. DOI: 10.1787/d5d49711-en

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Labor and Wealth — GLO Cluster Abstract

The Great Recession and the retrenchment of welfare states have increased the role of private assets for the economy and the household.  In addition, inheritance and gifts are shown to affect labor market decisions. At the same time, labor market outcomes and decisions play a dominant role in wealth accumulation for a majority of the population. The role of institutions, policies and tax structures in this context is also substantial. The recent advances in data collection have spurred and enabled a new interest in these themes.

The GLO cluster Labor and Wealth focuses on unraveling these themes into systematic findings while focusing on intra-household decision making, financial education and labor market outcomes. Identifying the role of institution in this respect can help identify policies needed to reduce vulnerabilities among households (throughout the wealth distribution).

GLO Fellow Eva Sierminska is also a Managing Editor of the Journal of Income Distribution that currently has a Call for Papers for a Special Issue on “Comparative Wealth and Income Research” (deadline July 31, 2017). Interested researchers are invited to submit their appropriate papers.

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