White Paper

The Career Occupational Preference System Interest Inventory (COPS) measures an examinee’s level of interest in each of the 14 COPSystem VIA Career Clusters. This 20-minute survey is used to explore career interests based on likes and dislikes. The COPS Interest Inventory emphasizes a proactive approach to career exploration, featuring career and educational planning, along with a listing of suggested activities to gain relevant experience

he Career Orientation Placement and Evaluation Survey (COPES) measures personal values in the workplace. This 20-minute survey is the perfect tool for aligning an examinee’s personal values to careers. Each of the eight values scales are keyed to the 14 COPSystem VIA Career Clusters helping examinees to find occupational areas that match their personal values. Aligning your values with your career is an important predictor of occupational success and satisfaction.

The Career Ability Placement Survey (CAPS) helps examinees relate their current levels of ability to career clusters. It is a comprehensive, multidimensional battery consisting of eight, five-minute tests designed to measure abilities that are related to performing a job. Each of the eight ability dimensions are keyed to entry level requirements for occupations in each of the 14 COPSystem VIA Career Clusters. Ability scores are interpreted in terms of examinees' abilities relative to others at the same educational level.

This paper explores how technological advances, climate change, globalization and changing demographics will shape industries in the future. It then analyses the challenges and opportunities these drivers and megatrends bring for the realization of decent work. This is followed by a discussion of the future of TCLF production in three different categories of countries. The paper concludes with a call for action to shape a future that works for all – for the tens of thousands of mostly small and medium-sized enterprises as well as the millions of mostly young women workers that produce the clothes, shoes, and accessories we all wear.

While an undergraduate degree in the social sciences and humanities (SSH) leads to rewarding careers for many, the transition from post-secondary education (PSE) to a career is not always smooth for these graduates. This report examines the career outcomes of SSH undergraduate degree holders, and the opportunities made available by some institutions to ease the transition from PSE to a career. It recommends, in particular, that PSE institutions, governments, employers, and other stakeholders pay closer attention to—and direct resources to address—the career transition challenges facing SSH graduates.

Work that uses basic digital skills is more likely to disappear than jobs that rely on decision-making, judgment and the ability to create digital content

In 2017, university and business leaders met to discuss gender equity, diversity, and inclusion in post-secondary education and the private sector in Canada. This report explores insights and recommendations shared at that meeting. With representatives from government and business, members of the Quality Network for Universities met in early 2017 to discuss ways to improve culture and leadership practices around gender equity, diversity, and inclusion in post-secondary education and the private sector in Canada. This report explores insights shared at the meeting, with the intention of continuing the conversation on gender equity in Canada; inspiring decision-makers to act; and engaging more deeply with the assumptions that can impact our judgment. Achieving gender parity has public and private benefits for Canada—it will require concentrated efforts by governments, employers, PSE institutions, and other stakeholders. PSE institutions have an invaluable role to play in achieving greater gender equity on and off campus. Achieving real change will require collaboration on the part of all stakeholders. Themes of gender equity through design thinking; gender and innovation; inclusive recruitment and retention in the workplace; and gender diversity on campus are explored in the report.

This report was commissioned by the UK Commission to contribute to the evidence base for Skills for Jobs: Today and Tomorrow, the National Strategic Skills Audit for England 2010. The report draws upon horizon scanning techniques, scenarios and interviews to identify the key drivers of change in the UK and globally which may impact on the employment and skills landscape in England by 2020. A further three reports were commissioned to contribute to the overall Audit these identify the strategic skills needs in the Financial Services, Bio-medical and Low Carbon sectors. We hope you find the report useful and informative in building the evidence we need to achieve a more prosperous and inclusive society.

Cross-sectional studies show that in West Germany women with different levels of educational attainment participate differently in the labor market. In this paper, I examine one potential underlying mechanism: the re-entry of mothers in the labor market after a period of inactivity. I argue that besides societal changes the reforms of parental leave legislation could be responsible for the educational divide in mothers' employment. Hypotheses are derived from human capital theory and labor supply theory assuming a rational behavior of women. Using retrospective life-course data from the IAB study ALWA, I find evidence that women with different levels of educational attainment have different re-entry patterns also when taking the educational attainment of the partner into account. Furthermore, parental leave schemes play a crucial role for re-entries. Some evidence of an educational polarization of re-entry behavior is found after the year 2000.