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Voices for 2020: Ending Family Homelessness
Get PDFEnding family homelessness will require a wide variety of community-based strategies to ensure that every member of each family experiencing homelessness is offered the services and supports they need to thrive. Following engagement with homeless families and health and human service providers; a review of the research literature and best practices in addressing the needs of homeless families; and completion of a local environmental scan, several strategies were identified for local action to end family homelessness
Burnout in the Workplace: A Review of the Data and Policy Responses in the EU
Get PDFThis report looks at the extent of burnout experienced by workers in the EU, based on national research. As a starting point, the report sets out to consider whether burnout is viewed as a medical or occupational disease. It then examines the work determinants associated with burnout and looks at the effects of burnout, including psychosocial and physical work factors, work intensity and work organisation. It also reviews national strategies and policies regarding this issue, the involvement of the social partners in the current debate, as well as preventive actions currently in place
The Dandelion Employment Program: Longitudinal Findings
Get PDF[Excerpt] The DXC Technology Dandelion Employment Program is currently in its 4th year. An important research question addressed as part of this program was: What is the impact of the program on participants\u27 health and well-being?
The current report details findings from our ongoing longitudinal research program. We examined change in participants\u27 health and well-being, reporting here on findings following the first year of employment across multiple sites.
This is the first longitudinal study to date that has closely examined the impact of supported employment on employees who are on the autism spectrum. Our findings reiterate the importance of appropriate and meaningful workplace supports in ensuring the sustainability of the program. We continue to chart outcomes beyond the first year, to determine whether findings reported here are consistent over the longer term. This information will be the subject of a subsequent report, as data becomes available across sites
Major Functions of the U.S. Department of Labor
Get PDF[Excerpt] The Department of Labor (DOL) was created in 1913 by “An Act to create a Department of Labor” (P.L. 62-426). Its purpose was “to foster, promote, and develop the welfare of the wage earners of the United States, to improve their working conditions, and to advance their opportunities for profitable employment.” P.L. 62-426 initially authorized a new mediation service and four pre-existing bureaus. Numerous laws since 1913 have added program and enforcement responsibilities to DOL such that it is now comprised of multiple entities that provide services related to worker protection, income support, workforce development, and labor statistics. DOL administers and enforces more than 180 federal laws
What Are We Doing with the Website: Transition, Templates, and User Experience in One Special Collections Library
Get PDF[Excerpt] At the Eberly Family Special Collections Library (SCL), we have found that our website is often the first place a researcher will look to learn about our repository. Our online web presence is a business card, our chance to make a positive first impression. While our library, among others, has devoted time and resources to the development of new access tools and discovery layers, we have learned that our online presence also needs updates, revisions, and improvements. New tools and access points are valuable, but we can also improve existing tools even as we look forward to new developments in access and discovery.
Through conscious efforts to include end users’ feedback in our website design decisions, we create more effective online tools. Our website is a crucial component of our efforts to direct users to our collections, and to publicize our services and programs. In this same vein, our end users can contribute to this design partnership through dedicated user experience testing. The SCL experimented with collaborative decision-making with its website committee, as well as with user experience testing in order to support our requests for additional web development work from the Libraries’ Information Technology department (I-Tech). Through this process, our library gained a more holistic understanding of the needs of online special collections and archives users; we also learned how to communicate more effectively between the department who worked with end users (SCL) and the department performing the actual web development work (I-Tech). While development work was limited to working within the mandatory web template, our user experience testing and the efforts of our internal website committee resulted in a better online experience for our stakeholders, based on the feedback we received from usability testing. Although our website is always a work in progress, we feel that we were able to develop practical ways to adjust to a website migration within in a dispersed and hierarchical information technology environment
What Key Strategies are Companies Using to Mitigate a Violence at the Workplace Incident?
Get PDF[Excerpt] Over 2 million American workers are victims of workplace violence every year, with the most common type of workplace violence crime being assault. There are various types of incident faced by different establishments. And even though private companies, over-all, face the least number of violence incidents, it’s a growing trend that needs immediate attention.
Workplace violence is a serious concern for workers’ mental health and well-being in high risk work sectors, and can also affect the organization adversely. Workplace aggression is a stressor at the workplace that relates to a range of physical, psychological and behavioral strains. For instance, incidents of nonfatal assaults at the workplace can result in various types of physical injuries, ranging from bruising to concussions. Psychological consequences include anger, fear, anxiety, stress, frustration, and symptoms of post-traumatic-stress-disorder. Moreover, reduced work functioning, as a behavioral consequence related to workplace violence, is viewed as employees’ productivity and performance at work given a certain state of health. It can be quantified by self-reported loss of productivity and experiences of limitations at work
Human Capital and Income Inequality
Get PDFThis study investigates empirically how human capital, measured by educational attainment, is related to income distribution. The regressions, using a panel data set covering a broad range of countries between 1980 and 2015, show that a more equal distribution of education contributes significantly to reducing income inequality. Educational expansion is a major factor in reducing educational inequality and thus income inequality. Public policies that improve social benefits and price stability contribute to reducing income inequality, while public spending on education helps to reduce educational inequality. In contrast, higher per capita income, greater openness to international trade, and faster technological progress tend to make both income and education distribution more unequal. Using the calibration of empirical results, we find that we can attribute the rising income inequality within East Asian economies in recent decades to the unequalizing effects of fast income growth and rapid progress in globalization and technological change, which have surpassed the income-equalizing effects from improved equality in the distribution of educational attainment during the period
Aging and Implications for Elderly Care Services in the People’s Republic of China
Get PDFAging can be harmful to an economy over the long run, as an increase in the share of the elderly population reduces both the labor force and output per adult, and increases the social security burden. Policy changes can partly offset the labor squeeze. Possible measures include increased female participation rates, increased flexibility of migration policies, and improved relevance and quality of technical and vocational training to reduce possible skills mismatch. Moreover, it is crucial to establish an efficient and sustainable elderly care system to meet the rising needs of the elderly. Three key areas for policy actions are (i) reforming the elderly care service subsidy scheme to focus more on services and performance, (ii) establishing a standardized care needs assessment system and clear standards of elderly care services, and (iii) developing human resource development strategies targeting care service managers and providers
Real Wage Trends, 1979 to 2017
Get PDF[Excerpt] The focus of this report is on wage rates and changes at selected wage percentiles, with some attention given to the potential influence of educational attainment and the occupational distribution of worker groups on wage patterns. Other factors are likely to contribute to wage trends over the 1979 to 2017 period as well, including changes in the supply and demand for workers, labor market institutions, workplace organization and practices, and macroeconomic trends. This report provides an overview of how these broad forces are thought to interact with wage determination, but it does not attempt to measure their contribution to wage patterns over the last four decades. For example, changes over time in the supply and demand for workers with different skill sets (e.g., as driven by technological change and new international trade patterns) is likely to affect wage growth. A declining real minimum wage and decreasing unionization rates may lead to slower wage growth for workers more reliant on these institutions to provide wage protection, whereas changes in pay setting practices in certain high pay occupations, the emergence of superstar earners (e.g., in sports and entertainment), and skill biased technological changes may have improved wage growth for some workers at the top of the wage distribution. Macroeconomic factors, business cycles, and other national economic trends affect the overall demand for workers, with consequences for aggregate wage growth, and may affect employers’ production decisions (e.g., production technology and where to produce) with implications for the distribution of wage income. These factors are briefly discussed at the end of the report