1. THE LABOUR MARKET CONTEXT: THE DEMAND SIDE OF THE EQUATION Presentation by Tom Zizys From Research to Practice Symposium March 13, 2013

2. Outline of presentation Changing hiring and promotion practices Occupations: the hourglass labour market Broad trends in employment incomes Post-secondary degree holders Educational attainment and entry-level jobs Job-education match What can be done?

3. CHANGING HIRING AND PROMOTION PRACTICES

4. CAREER PATHWAYS IN A 1950s COMPANY From Working Better: Creating a High-Performing Labour Market in Ontario Metcalf Foundation

5. THE 1950s CORPORATE STRUCTURE

6. The labour market perfect storm LATE 60s/EARLY 70s: STAGFLATION _____________________________

7. The labour market perfect storm LATE 60s/EARLY 70s: STAGFLATION _____________________________

8. The big ideas matter

9. FRAGMENTED CAREER PATH IN A 1990s FIRM

10. THE INTEGRATED FIRM NOW BECOMES THE NETWORKED FIRM

11. Entry-level jobs not what they used to be More casual, part-time and temp work Wages dropped for entry-level jobs Drop in minimum wage in real terms More income inequality (1): intra-firm equity More income inequality (2): lower status jobs have less bargaining power Less unionization Less opportunity for advancement

12. OCCUPATIONS: THE HOURGLASS LABOUR MARKET

13. From study for Toronto Workforce Innovation Group: An Economy Out of Shape: Changing the Hourglass

14. Comparison of distribution of jobs by skill categories, Canada, 1996-2006 19962006

15. Comparison of distribution of jobs by skill categories, Ontario, 1991-2006

16. Change in employment shares by pay level, Europe and United States, 1993-2006 IMF, World Economic Outlook, 2011, p. 42

17. Percentage change in employment share of all jobs, by skill content, United States, 1981-2011

18. BROAD TRENDS IN EMPLOYMENT INCOMES

19. Average incomes, full-time/full-year workers, males and females, Toronto and rest of Ontario, 1995-2005 (2005 dollars)

20. WORKERS WITH POST-SECONDARY DEGREES

21. OECD, Education at a Glance, 2011 Percentage of population that has attained tertiary education, 25-34 and 55-64 year olds, 2009

22. Canadian college graduate earnings (25-64 year olds) compared to other countries (2010 or latest available year) OECD, Education at a Glance, 2011

23. Canadian university graduate earnings (25-64 year olds) compared to other countries (2009 or latest available year) OECD, Education at a Glance, 2011

24. Share of college and university diploma and degree holders, by occupation, Canada, Ontario, Toronto CMA & Toronto, 2006

25. JOB-EDUCATION MATCH

26. Job-education match, by education level, Canada, 2006 Statistics Canada: Survey of Labour and Income Dynamics, 2006

27. Mean hourly wage by education level and job education relatedness, Canada, 2006 Statistics Canada: Survey of Labour and Income Dynamics, 2006

28. WHAT CAN BE DONE?

29. A strategy with three dimensions

30. Employer practices Overwhelming evidence base exists for the business case for workforce development Numerous measurable indicators: turnover, absenteeism, recruitment costs, productivity, value added, firm survival rate, innovation Enhance management and HR competencies Good literature reviews: NCVER; UKCES Workforce development increased productivity better jobs higher pay

31. Enabling environment Data and analysis: Survey of Labour and Income Dynamics; Canadian Council on Learning; Canadian Policy Research Networks Model practices: Developing a toolkit based on research and pilot projects Intermediaries: Workforce development boards; unions Sector strategies: value of sector councils Linkages: workforce development to: productivity innovation economic development The information, the networks and the processes needed to make workforce development happen

32. Norms & values (1) The value of government Evidence-based policies Tackling inequality Pre-distribution (flat median wage; increasing wages at top) Income tax; EI coverage; drawing attention to tax avoidance Restraining shareholder value Reaffirming other obligations: to economy, to employees, to community Incentives for longer-term investment (shares; bonuses) Slowing the rate of transactions (Tobin tax) A deliberate paradigm shift

33. Norms & values (2) Features: permanent jobs; workplace training; career advancement; unions; apprenticeships; experiential learning; paid internships; gender equity; living wage Using government procurement as lever Celebrating top workplace practices Child care International agreements: raising the bar on labour practices; corporate taxation Privileging good workforce development practices

34. QUESTIONS? DISCUSSION Tom Zizys tzizys@rogers.com Metcalf Foundation http://metcalffoundation.com/publications-resources/view/working-better-creating-a-high-performing-labour-market-in-ontario/