The increased migration of skilled workers globally has led to a focus in the immigration literature on the economic costs of unsuccessful labour market integration. Less attention has been given to the consequences of employment difficulties, such as those related to over-education, on aspects of immigrants' subjective well-being. Although a large proportion of immigrants experience over-education, studies examining the relationship between over-education and life satisfaction tend to concentrate on the general population. These studies find a negative relationship between over-education and life satisfaction. Since immigrant and Canadian-born (non-immigrant) workers may experience over-education differently, it is important to examine this relationship in both groups. This study examines how over-education is associated with life satisfaction among university-educated immigrant and non-immigrant workers in Canada, and accounts for differences in the degree of over-education in each group. Results indicate that overeducation was negatively associated with life satisfaction among immigrants and non-immigrants, although the effect was weaker in the immigrant population. Income was the main factor mediating the negative relationship between over-education and life satisfaction among immigrants. Furthermore, this relationship weakened with immigrants' increased residence in Canada. This may suggest that over-education is less influential in immigrants' assessment of life satisfaction over time, or the effect of over-education is weaker among earlier arrival cohorts. Results also indicated that the negative relationship between over-education and life satisfaction was weaker for immigrants from developing countries compared with those from developed countries.

Immigrant doctors driving Uber, engineers serving as baristas and researchers cleaning offices all represent a fundamental mismatch between national immigrant policy, which determines who is sufficiently valued by the nation to be admitted into the country, and the degree to which a nation's employers also value those same immigrants' skills. Nations whose firms restrict career success among recent immigrants can expect that eventually people will act on their anger, provoking social unrest, protests, riots or worse (Algan, Dustmann, Glitz, & Manning, 2010). This project is an attempt to answer two questions: (1) Why does a mismatch exist between the implied value of recent immigrants by national immigration policy and that implied by firm-level practices? (2) What can be done to fix it?

An examination of trends in child care services and female labor force participation in Quebec and Canada, a review of research on the relationship of Quebec's universal, low-fee child care program to maternal employment, and an estimation of the relationship of the program to provincial gross domestic product and government finances

The skills -- or competencies -- that individuals develop play a fundamental role in determining their labour market opportunities and more generally their life chances. At a broader level, the development of skills is critical to economic prosperity, social progress and overall quality of life in Canada. While skills can be developed throughout an individual's life, the role of postsecondary education (PSE) in the development of these skills is of significant interest to skills stakeholders such as government agencies, corporations and PSE institutions. The relevant questions are: Which skills are of value in the labour market and to other life outcomes? Which of these skills can be developed or improved in PSE and how? In this context, the Postsecondary and Workplace Skills (PAWS) project was created as a collaborative partnership involving a large Ontario college, a large Ontario university, the Education Policy Research Initiative (EPRI) and the Higher Education Quality Council of Ontario (HEQCO), with additional funding and support from Employment and Social Development Canada (ESDC). PAWS focuses on one particular set of skills, namely those related to critical thinking. The goals of the project are to: 1. Measure and compare entering and graduating students' critical-thinking levels. 2. Identify the relationships between critical-thinking scores and a range of student and program characteristics. 3. Identify the value of critical-thinking skills in the labour market. This report addresses the first two questions. The second phase of the project will involve relating criticalthinking skill levels to labour market outcomes by linking the data gathered for the project to tax data held by Statistics Canada. The results of the second analysis will be presented in a subsequent report. To measure critical thinking, PAWS uses the HEIghten Critical Thinking assessment -- a 45-minute online test developed by the Educational Testing Service (ETS) to measure the analytic and synthetic skills of college and university students. During the 2016-2017 academic year, the HEIghten assessment was administered to a selection of students in the entering and graduating classes at each institution.

Since 2007—prior to the economic downturn of 2008/2009—the overall labour force participation of Canadians declined by about two percentage points. The first part of the study investigates the extent to which aging affected changes in labour market participation rates since 2007, based on data from the Labour Force Survey (LFS). In the second part, the reasons behind the increase in the participation rates of Canadians aged 55 and over, which have been trending upwards since 1996, are explored. 1. In 2016, individuals aged 55 and over accounted for 36% of the working-age population, the highest proportion on record (since the compilation of comparable statistics in 1976). By 2026, that proportion could reach 40%. 2. Because labour market participation starts to decline after age 55, population aging was the main factor behind the decline in the overall participation rate in the years following the recession. 3. At the same time, the labour market participation of older Canadians increased. From 1996 to 2016, the labour force participation rate of individuals aged 55 and over increased from 24% to 38%, reaching a record high in 2016. 4. The participation rate of individuals aged 55 and over increased for all levels of education. For instance, the participation rate of those with a high school diploma or less increased from 19% in 1996 to 29% in 2016. 5. Changes in age, family structure and educational factors explained 44% of the increase in the labour market participation of older Canadians from 1996 to 2016.

This White Paper on what we have called œWork 4.0 is the culmination of a consultation process launched in April 2015 with the publication of a Green Paper by the Federal Ministry of Labour and Social Affairs. œWork 4.0 is a necessary extension of the debate about the digitalisation of the economy, generally referred to as œIndustry 4.0. The Federal Ministry of Labour and Social Affairs invited associations, trade unions and businesses to submit responses, held numerous specialised workshops and events, commissioned academic studies, and formed an impression of public opinion based on a direct dialogue with the public at local level - for example during the œFuturale film festival. The overarching question was: how can we preserve or even strengthen our vision of quality jobs and decent work (Gute Arbeit) in an era of digital transformation and societal change?

This article analyses the Canadian labour market in 2017. The focus is on national trends as well as key provincial and industrial sector changes. In general, consistent signals across key labour market indicators pointed to a tightening of the labour market, including the fastest total employment growth in a decade and a downward trend in the national unemployment rate. At the same time, average weekly earnings increased notably, the number of regular Employment Insurance (EI) beneficiaries declined, and the job vacancy rate increased. All of these changes coincided with stronger economic growth, as the real gross domestic product grew 3.0% in 2017, following growth of 1.4% in 2016.Note The analysis in this article uses a combination of major labour market indicators from different sources. All analysis is based on annual averages, unless otherwise noted. The Labour Force Survey (LFS) is used primarily for data on unemployment and employment details for demographic groups. The Survey of Employment, Payrolls and Hours (SEPH) is used for payroll employment by industrial sector as well as average weekly earnings and hours for employees. Data from the Job Vacancy and Wage Survey (JVWS) and from EI statistics are also used.

The 2015 edition of Labour Market Outlook is the fourth in a series of ICTC analytics that began with the first edition published in 2006. The aim of this latest edition in this series of studies is to highlight and provide new insights on conditions affecting Canada’s ICT workforce across all economic sectors from demand- and supply-side perspectives. This study tracks and projects the evolution of 15 ICT occupations in 18 municipalities, 10 provinces, and Canada as a whole. The latest innovations in ICTs – in particular the internet of things (IOT) as well as Social, Mobile, Analytics, Apps, and Cloud (SMAAC) – have become key drivers of innovation, productivity, and growth. These enabling technologies have changed the ways Canadians communicate and live their daily lives, as well are creating new business and employment opportunities. Social and economic transformations have changed the demand for skills, and changing skill needs are reshaping the entire labour market across all sectors. This study aims to provide evidence on future labour market developments to help informed decision making. The results and findings of this study cover key aspects of the technological renaissance and economic, demographic, and educational outlooks from the viewpoint of their impacts on the demand and supply of ICT talent and skills. This study updates the forecasts carried out in 2011 by applying improved data and methods and forecasts for the ICT skills demand and supply in Canada up to and including 2019. The analytical framework is based on robust labour market research and intelligence. The data for all 15 occupations identified by the 4-digit National Occupational Classification (NOC) codes were collected at the municipal and provincial levels, which were further analyzed, and summarized. The 2015-2019 Labour Market Outlook was further improved through use of the latest available labour force data and use of comprehensive industry feedback. The forecasts consider major economic and socio-demographic trends and examine their implications for ICT occupations. This is done by incorporating relevant trends and policies, feedback from in-depth consultation with over 1,000 representative employers across Canada, inputs of five regional focus group discussions and validation webinars with representatives from industry and other stakeholder groups, and valuable insights of a 22-member distinguished multinational Labour Market Outlook Advisory Group in the analytical framework.

Disabled people represent one fifth of the working age population, but are far more likely to be out of work and to lack skills than the population as a whole. Improving skills and employment for disabled people matters not just for equality, but also for national prosperity and delivering world leading skills and employment. Indeed, these are interlinked challenges: skills are increasingly key to improving employment. This paper finds that the case for action to improve the skills of disabled people is clear and pressing. Improving the employment rate of disabled people to the national average would boost the UK economy by £13 billion, equivalent to six months economic growth. Improving the skills of disabled people to world leading levels by 2020 would give a boost equivalent to 18 extra months of growth over 30 years, some £35 billion.