Content categorized as 'Domestic' is limited in scope to United States issues. It may include cross-industry topics that affect multiple United States industries or areas of study. It does not cover international issues.
Older Americans feel their generation is discriminated against in the workplace and consider thier own age to be a detriment when looking for a job. Additionally, about a fifth of workers age 50 and older feel they have been passed over for promotion or raises due to thier age.
The 2019 Working Longer Survey explores the public's view on age diversity in the workplace given the trend toward deplayed retirement.
Gender differences in paid and unpaid time at work are an important aspect of gender inequality. Women tend to spend more time on unpaid household and family care work, and men spend more time in paid work. This unequal distribution of time creates barriers to women’s advancement at work and reduces women’s economic security.
Suburbs are increasingly not just where Americans live, but where they work. According to the U.S. Bureau of Labor Statistics’ Quarterly Census of Employment and Wages, 32 percent of U.S. employment is in the suburbs of large metropolitan areas—that is, in the medium- and lower-density counties within metropolitan areas that contain at least 1 million people. That is on par with the 32 percent of the population that lives in the suburbs of these metros. (A slight majority of Americans live in suburbs overall, but this analysis looks specifically at suburbs of large metros.)
The latest BLS data show that job growth, like population growth, is faster in these suburbs than in urban counties, smaller metros, and non-metropolitan areas.
The economic growth that followed the 2008 recession has increased the demand for qualified workers in health care, advanced manufacturing, information technology, and other growing industries. While many employers are finding it difficult to fill key positions, workers without the right skills face a shrinking pool of rewarding job opportunities.
There are many reasons to help older Americans stay in the workplace, but the best reason could be that they still want to be there. One indication of their workplace satisfaction is the new American Working Conditions Survey (AWCS), which shows that, overall, older workers report having more meaningful work and more workplace flexibility than their younger peers.
In Roanoke County, Virginia, a trip to the public library might include reading, online research, 3D printing—and, since last summer, the opportunity to chat with Pepper, a 4-foot-tall humanoid robot who sings, dances and teaches coding classes.
The Roanoke County Public Library was the first public system in the country to acquire Pepper, a decision made by staff members during a strategic planning session that focused largely on how the library hoped to evolve in a modern world increasingly focused on technology. During that discussion, someone mentioned that they’d heard of a robot named Pepper.
Agility requires fast, innovative, customer-centric tech -- and workers aren't ready for it.
Though 73% of U.S. workers say artificial intelligence will eliminate more jobs than it creates, just 18% say they are "extremely confident" they could secure the training they need for digitalization, according to a Gallup/Northeastern University study, Optimism and Anxiety: Views on the Impact of Artificial Intelligence and Higher Education's Response.
And when asked about the skills needed for digitalization, 52% in France, 43% in Germany, 37% in Spain and 30% in the U.K. say the demand for their qualifications will only increase. In no country do more than 9% say the demand for their qualifications will decrease.
The nature of work is rapidly changing due to emerging technologies and disruptive forces, such as AI, the gig economy, and more. The exact effect of these and other changes remain unknown, but one thing seems certain: The skills that employers value and rely upon are evolving. In turn, a “skills gap” has developed in which employers struggle to hire appropriately trained workers.
While it will take many groups across the workforce spectrum to address this issue, employers play an important role in identifying related challenges and subsequently creating and refining innovative solutions. As such, exploring how employers experience and respond to these challenges is a valuable part of the larger conversation on workforce development.
Artificial intelligence and emerging technologies have enabled automation to scale and pose legitimate workforce threats. However, these innovations are creating new jobs and recreating old ones that together shape the building blocks of a future workforce. This dynamic opportunity engine is driven in large part by a fast expanding innovation ecosystem that combines a bevy of thriving, scaling, and nascent startups and their emerging workforce needs.
The Center for State and Local Government Excellence (SLGE) has partnered with the International Personnel Management Association for Human Resources (IPMA-HR) and the National Association of State Personnel Executives (NASPE) to conduct an annual survey of public sector human resources professionals since 2009. Survey questions are focused around the workforce changes and challenges their organizations face and the initiatives they put in place to better serve their hiring and retention needs for the future.