With the Future Humanities Workforce project, the emphasis is on the question of how best to future-proof the humanities research workforce, as well as strategies to ensure its ongoing resilience and vitality. The project consists of three inter-related streams of enquiry: support systems for early career researchers in the humanities; the skills, capabilities and knowledge that will be needed by the future humanities workforce, including digital and data literacy; and workforce diversity and gender equity. These areas are all critical to the ongoing prosperity of humanities disciplines in Australia.

The purpose of this essay is to assess the argument that AI’s effects on employment will be significantly different from previous episodes of automation. Specifically, we review some expert opinion on how producers are likely to use AI, as well as the limited available evidence on how AI has affected employment up until now. We also consider whether there are reasons to believe that AI will be adopted at a much faster rate than other major innovations so that retraining workers for occupations that are complementary to AI is impractical. Our broad conclusion is that future employment effects and adoption rates of AI are unlikely to be much diff rent from the broad historical experiences of other General-Purpose Technologies (GPTs).

A decomposition of changes to participation rates of 55-to-74-year-olds between 2002 and 2017 based on an estimated equation attributes more than two thirds of the median increase (of 10.9 percentage points) to rising life expectancy and educational attainment. About 1 percentage point is attributable to changes in statutory retirement ages, although part of the reason these effects are not larger is that in most countries, statutory retirement ages have not kept pace with life expectancy. Although difficult to incorporate in the empirical framework, evidence of falling disability pension rolls and reduced sensitivity of old-age participation to the level of unemployment suggests that the tightening of alternative early retirement pathways through unemployment or disability schemes has been a major factor in the turnaround in the participation rate of older workers. Projections indicate that participation rates for 55-to-74-year-olds should keep rising through 2030, by 3.4 percentage points for the median country. Rising life expectancy and educational attainment are projected to make the largest contributions, more than compensating for the negative contribution of population ageing in most countries.

The Value of Skills: An Evidence Review shows that prosperity depends on employment and productivity growth and that skills are an essential part of achieving higher levels of both. Skills are of economic value to individuals as workers; to the organisations that employ them; and to the country as a whole through greater productivity and competitiveness. There are also considerable social benefits that accrue to individuals and communities which aid the development of a more equitable and better functioning society. The Value of Skills helps to make 'the business case' for individuals, employers and governments to invest in skills and training.

This study examined the impact of academic success advising and its impact on non-traditional undergraduate adult learners. The purpose of this study was to determine which factors and characteristics play a part in academic advisors helping adult learners achieve program success. Academic achievement (GPA), student satisfaction, and academic decision making were analyzed and examined to see if there was a significant difference between two groups of adult learners.

This report considers the current situation of the UK retail sector, the challenges it faces over the medium-term and the implications for skills. The intention is to provide a summary of the extent to which the performance challenges faced by the sector can be addressed through skill development and thereby bring about growth and contribute to the recovery of the UK economy.

This report considers the current situation of the UK construction sector, the challenges it faces over the medium-term and the implications for skills. The Importance of the Sector • Construction is a vital component of the UK economy, not only directly due to its contribution to output and employment, but also strategically in its contribution to the built environment and as part of various initiatives designed to stimulate growth. • It also has a critical functional role in meeting the low-carbon agenda either through retro-fitting buildings and ensuring that all new buildings meet energy saving standards. • The recent recession has adversely affected construction employment and performance with the sector experiencing a sharp drop in the total value of contracts. With cuts to public spending and low consumer confidence, the recession has presented the sector with a number of challenges. Construction has been one of the most affected sectors in terms of the relative decrease in employment with a decline of around 8 per cent resulting from the 2008/09 recession. • The sector rebounded faster than other sectors in the first three quarters of 2010, but there have been contractions in construction output since. While construction is often the sector which helps to pull the entire economy out of recession, it is slow in doing so in the present global downturn. • Employment in construction accounted for around 8.5 per cent of total employment in the UK in 2010 and the sector contributed more than 9 per cent of the economy’s output in the same year.

In this report, we will explain why collaboration is essential to innovation, identify the major barriers that exist within Canada and make recommendations for government action to encourage open innovation

Having a decent job is necessary for Canadians’ financial security and to be a part of the community. The purpose of skills training support is to help Canadians, within their ability, remain consistently part of the labour force and have control over their career. Skills training programs exist to help Canadians get good jobs, overcome barriers to entering the labour market, and recover from setbacks such as layoffs. Two target populations are most in need of support from federally backed skills programs: new labour market entrants and those facing long-term unemployment or underemployment. Those new to the labour market or returning after a long absence (such as youth, newcomers to Canada, Aboriginal Canadians, and those living with disabilities) may need support to overcome challenges to finding their first, stable employment and to establishing careers. Workers who have had their careers upended by largescale, disruptive economic forces may need training to help them shift careers.