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2019-07-23
Environmental and Energy Study Institute;
This fact sheet focuses on employment in the renewable energy and energy efficiency sectors in the United States and around the world. According to the 2019 U.S. Energy Employment Report (USEER), 611,000 people worked in zero-emission technology industries, including renewables and nuclear in the United States. The International Renewable Energy Agency (IRENA) recorded even higher renewable energy employment in the United States at 855,000 direct and indirect jobs in 2018. Jobs in energy efficiency experienced significant growth—the sector now employs more than 3 million people in the United States. IRENA reports that, globally, the renewable energy sector employed 11 million people in 2018, 700,000 more than in 2017.
2019-07-15
Center for Economic and Policy Research;
This report examines Ecuador's March 2019 agreement with the International Monetary Fund (IMF) and finds that Ecuador is likely to have lower GDP per capita, higher unemployment, and increased macroeconomic instability under the program. Even the program itself, the authors note, projects Ecuador to have a recession this year and increased unemployment for each of the first three years of the program. But these projections are optimistic, the report concludes.
2019-07-01
University of Phoenix;
Achieving a diverse and inclusive workforce within P-12 education is critical to ensure that students receive a robust, quality educational experience. However, overcoming the shortage of educators of color has been a major dilemma for our nation's schools for decades. And, despite students of color comprising over 50% of current classroom populations and the United States Census Bureau's prediction that people of color will become the "majority-minority" in the overall United States population by 2043, these trends fail to correlate with representations of educators of color in P-12 education, especially for new cohorts of Black male teachers. In fact, according to the National Center for Education Statistics (NCES), male educators comprise only 23% of the public school workforce and, more troubling, Black male teachers represent less than 2% of the total teacher population.
2019-06-24
Center for Economic and Policy Research;
Nonstandard or alternative employment relations refer to employment by a temporary help agency or contract company or as an on-call worker or day laborer. We refer to these nonstandard employment relations (which involve an employer and employee) plus independent contracting collectively as nonstandard or alternative work arrangements in this report. Contingent workers are workers who do not expect their job to last or who report that their jobs are temporary. Contingent workers and workers in alternative work arrangements are measured separately. Both have become increasingly prominent in theoretical and policy thinking about how employment has changed in recent years in the United States and other postindustrial countries. The reason for that prominence is because of a subset of independent contractors, the gig worker. As this report clarifies, gig work is a type of independent contractor whose work is mediated by electronic platforms such as Uber, GrubHub, or TaskRabbit.
Information on the extent of nonstandard work arrangements, and how they have changed during the past several decades, has only recently been available. The May 2017 Contingent Worker Supplement (CWS) — conducted by the Bureau of Labor Statistics (BLS) 12 years after the last CWS and 22 years after the first — provides an opportunity to examine how contingent work and nonstandard work arrangements have changed over the last two-plus decades. In-depth analyses of these changes between 2005 and 2017 were provided in a report by Eileen Appelbaum, Arne Kalleberg, and Hye Jin Rho. The report, "Nonstandard Work Arrangements and Older Americans, 2005-2017," was released jointly by the Center for Economic and Policy Research and the Economic Policy Institute. This report will build on the earlier analysis with special attention to how younger workers, ages 21 to 25, with a college degree and with less than a college degree, have fared.
2019-06-10
Barr Foundation;
During 2018 and 2019, a working group of district and charter school leaders and other education stakeholders from urban and rural locations across the state met to explore ways to increase the effectiveness of principals leading Massachusetts schools. The Barr Foundation engaged Attuned Education Partners to facilitate this group and lead implementation of the learning agendas developed by its members. Together, they prioritized key challenges and identified solutions that research suggests are most likely to strengthen principalship and drive better outcomes for students—especially the students of color and English learners that the state is currently serving least well. This summary highlights their findings and insights. See the full report for more on the challenges and solutions—plus case studies and recommended action steps for state policymakers, school system leaders, principal preparation program providers, and funders.
2019-06-10
Barr Foundation;
In 2017, fifty-six percent of the principals hired statewide were new to the job, with high-poverty schools most likely to hire novice principals. During 2018 and 2019, a working group of district and charter school leaders and other education stakeholders from across the state met to explore ways to increase the effectiveness of principals leading Massachusetts schools. The Barr Foundation engaged Attuned Education Partners to facilitate this group and lead implementation of the learning agendas developed by its members. Together, they prioritized key challenges and identified solutions that research suggests are most likely to strengthen principalship and drive better outcomes for students—especially the students of color and English learners that the state is currently serving least well. This report presents their findings and insights—including recommended actions tailored to state policymakers, school system leaders, principal preparation program providers, and funders. It also offers a collection of case studies demonstrating potential solutions in action.
2019-05-22
Center for Economic and Policy Research;
The United States continues to be the only advanced economy that does not guarantee its workers paid vacation and holidays. This report is the third revision of No-Vacation Nation (2007) and No-Vacation Nation Revisited (2013) comparing the statutory requirements for paid vacations and paid holidays in 21 rich countries (16 European countries, Australia, Canada, Japan, New Zealand) and the United States. Workers in the European Union are legally guaranteed at least 20 paid vacation days per year, with some countries mandating up to at least 30 days. Nearly all other rich countries also provide paid holidays to supplement the paid vacation required to their workers.
Close to 1 in 4 US workers do not receive paid vacation or paid holidays. The absence of a mandated paid vacation time policy disparately impacts lower-wage workers, those employed part-time, and workers employed by smaller businesses. Throughout the report, we distinguish between paid vacations — also referred to as paid annual leave — and paid holidays, which are organized around particular fixed dates in the calendar. Our analysis does not cover paid leave for other reasons such as sick leave, parental leave, or leave to care for sick relatives.
2019-03-05
Center for the Future of Teaching and Learning at WestEd;
Produced by the Center for the Future of Teaching and Learning at WestEd, this 13th annual report on the California teacher workforce takes an extended look at principals in our Golden State and their vital role in supporting teacher effectiveness.
The Center provides new information on budget cutbacks to teacher professional development, declining enrollment in preparation programs, drops in the rate of newly credentialed teachers, and escalating educator retirements.
The report also looks at how California's school principals perceive their role and how well-prepared they are in helping their teachers become more effective educators.
In addition to research and analyses, this report offers useful recommendations. How can we improve the state's system of teacher development and evaluation in ways that strengthen the quality of classroom practice? How can we help educators prepare for the challenge of implementing the Common Core State Standards?
2019-03-04
FSG;
Even though women comprise half the retail workforce, they are overrepresented in frontline positions and consistently underrepresented in higher-paying management roles. By advancing women into management roles, companies are able to improve retention rates, reduce the cost of turnover, improve customer loyalty, and strengthen retailers' performance.
Advancing Frontline Women identifies 12 evidence-based practices companies can employ to help break down barriers women face in the workplace, while simultaneously creating a competitive advantage.
2019-02-28
Economic Policy Institute;
Nonstandard or alternative employment relations refer to employment by a temporary help agency or contract company or as an on-call worker or day laborer. We refer to these nonstandard employment relations (which involve an employer and employee) and independent contracting collectively as nonstandard or alternative work arrangements in this report. Contingent workers are workers who do not expect their job to last or who report that their jobs are temporary. Contingent workers and workers in alternative work arrangements are measured separately. Both have become increasingly prominent in theoretical and policy thinking about how employment has changed in recent years in the United States and other post-industrial countries.
Until recently, only relatively poor information on the extent of contingent work and nonstandard work arrangements and how this has changed during the past several decades has been available. The May 2017 Contingent Worker Supplement (CWS) — conducted by the Bureau of Labor Statistics (BLS) 12 years after the last CWS and 22 years after the first — provides an opportunity to examine how contingent work and nonstandard work arrangements have changed over the last two-plus decades. This report examines these changes between 2005 and 2017, with special attention to how older workers — ages 55 to 65 and 65+ — have fared.
2019-02-28
C&A Foundation;
The 'Transparency through mobile internet – Gajimu.com' project, implemented by WageIndicator Foundation, aims to use mobile internet to strengthen the transparency of Indonesian garment factories' compliance with minimum wages and national labor law. At the same time it aims to increase the number of factories that comply with these. In the period, January – March 2019, the C&A Foundation commissioned a summative evaluation of the project to assess the extent to which it had achieved its intended objectives. It also hoped to gather any lessons-learnt on the extent to which the project's design and implementation contributed to the intended outcomes.
2019-02-19
C&A Foundation;
This evaluation assesses the performance and contribution of the UP! + Initiative, a garment worker training programme delivered by Awaj Foundation and Impactt Limited and funded by C&A Foundation (C&AF). The UP!+ Initiative is focused on improving the lives of workers in the readymade garment (RMG) sector by providing them with training on essential life-skills as well as the individual and collective skills required to mitigate workplace risks and strengthen worker rights.
