A web-based approach to measure skill mismatches and skills profiles for a developing country : the case of Colombia

A number of Interdisciplinary literature highlights imperfect information as one possible explanation of skill mismatch, which in turn has implications for unemployment and informality rates. Despite the failures of information and its consequences, countries such as Colombia (where informality and unemployment rates are high) lack a proper labour market information system to identify skill mismatches and employers’ skill requirements. One reason for this absence is the cost of collecting labour market data. Recently, the potential use of online job portals as a source of labour market information has gained the attention of researchers and policymakers: since these portals can provide quick and relatively low-cost data collection. As such, these portals could be of use to Colombia. However, debates continue about the efficacy of this use, particularly concerning the robustness of the data collected. This thesis implements novel mixed-methods (such as web scraping, text mining, machine learning, etc.) to investigate to what extent a web-based model of skill mismatches can be developed for Colombia. The main contribution of this thesis is the finding that, with the proper techniques, job portals can be a robust source of labour market information. In doing so, it also contributes to current understanding by developing a conceptual and methodological approach to identify skills, occupations and skill mismatches using online job advertisements which would otherwise be too complex to collect and analyse via other means. In applying this novel methodology, this thesis provides new empirical data on the extent and nature of skill mismatches in Colombia for a considerable set of non-agricultural occupations in the urban and formal economy. Moreover, this information can be used as a complement to household surveys to monitor potential skill shortages. Thus, the findings are useful to policymakers, statisticians, policymakers, and education and training providers, amongst others

Green jobs and skills in South Yorkshire

The report analyses the number and nature of green jobs and skills in South Yorkshire Mayoral Combined Authority area in 2022. The analysis of green jobs and skills is not an exact science. This is because there are different definitions of green jobs – purist and inclusive – which lead to different estimates. On a more purist definition, there were 3,902 green jobs in SYMCA, this amounts to less than 1% of total employment, with most working in one sector: other energy efficient products. Such green jobs also make up small proportions of employment in any sector. Using a broader more inclusive definition increases the number of green jobs to around one in five (17%) of total employment in SYMCA. Most of these represent existing jobs that require enhancements to their competencies in order to contribute to the green economy. They are mostly in managerial, professional, associate professional and skilled trade occupations. As most green jobs are green enhanced occupations. This means that the green economy will require a range of transferable, functional and technical skills that for the most part are existing skills and knowledge that will require enhancing and/or updating rather than a bank of new competency requirements. They have much in common with the skills and knowledge in non green jobs. Green jobs are a much larger proportion of vacancies (45%) than employment (17%). This may suggest that green jobs are in more demand. Green jobs in both SYMCA and England have increased since the first UK lockdown ended in Summer 2020. However, in SYMCA non green jobs were in greatest demand post-lockdown and, apart from certain peaks and troughs, this trend has continued. In both SYMCA and England, green jobs pay more because they tend to be located in better paid occupations i.e. managerial, professional and associate professional occupations. Therefore it is not the green content of jobs per se that attracts a wage premium but the fact that most green jobs are in better paid occupations

How employers set pay for apprentices

The University of Warwick Institute for Employment Research (IER) was commissioned by the Low Pay Commission (LPC) to undertake research into how employers set the pay of apprentices. The research was commissioned prior to the COVID-19 pandemic but the fieldwork has been carried out during it. Originally, the interviews were planned for April-May 2020, but due to the pandemic were delayed until August-September 2020. The overall aim of the research was to explore: • how employers set the pay of apprentices, in absolute and relative terms; • the impact of the increases in the Apprentice Rate (NMW AR) on pay setting; • why some employers pay apprentices above the NMW AR but below the age rate; and • whether training hours influence decisions around pay. Employers were also asked about the impact of the pandemic on their short- and medium term apprenticeship recruitment plan

ReWAGE Evidence Paper : Work, Wages and Employment in the UK's Hospitality Sector

Hospitality employment in the UK has long faced and continues to experience a range of issues, arguably ‘wicked’ and paradoxical in their manifestation. A series of investigations at national and regional level over the past 25 years, led by government agencies and industry bodies (most recently, that of UK Hospitality) have addressed these issues and proposed remedies/ pathways to resolution without discernible evidence of real progress or change. The challenge for this report is to identify new ways to address these problems that can be adopted by all stakeholders and offer a sustainable basis for change. This challenge represents the basis of the ‘problem statement’ which this paper seeks to address – what policies and practical measures can a coalition of key stakeholders take to effect real change to employment in the hospitality sector in order to ensure a prosperous future for the industry and its workforce? This evidence paper draws on a number of sources which can broadly be described as pre-pandemic, during-pandemic and post-pandemic. Much of the definitive data that can be used to establish trends relating to hospitality employment falls, inevitably, into the first category and runs up to early 2020, highlighting growth in sector employment, on-going vacancy levels and the early impact of Brexit on the availability of both seasonal and permanent workers from EU countries. Data from the core pandemic period is more fragmented and more difficult to use as the basis for definitive assessment of the longer-term impact of COVID-19 on hospitality work. The same is true of emergent post-pandemic data from which only limited inferences about fundamental changes to hospitality work and employment can, as yet, be drawn. In this report, we assess available published data pertaining to hospitality employment in the UK and the devolved nations. Further, we have extracted and analysed available data sources in order to focus on two specific dimensions of hospitality employment, the extent and nature of in-work poverty within the industry’s workforce and the nature and pattern of job vacancies in the pandemic and post-pandemic periods

Green jobs and the Green economy in York

For a number of years, a purist definition of green jobs has been used. This definition is proving to be problematic and more inclusive definitions are gaining policy traction. One broader definition has been developed by IER and adopted within the UK – the GreenSOC. This broader definition offers three types of green jobs, one of which aligns loosely with the purist definition. On the purist definition, there are around 1,800 people working in green sector jobs in York TTWA, this figure represents 1% of the current workforce. Analysis of job vacancy postings that ask for purist green skill terms in their vacancy adverts suggests that 2% of current vacancies ask for such skills. This latter figure has fluctuated between 1% and 4% of total job vacancy postings in York over the past three years. Employing the inclusive definition, our estimates suggest that there are 28% of people in the York TTWA, and one quarter of York City residents, who are currently working in green jobs. These jobs are mostly green increased demand jobs, which comprise around 45% of green jobs in both areas or 12% of total employment. The next largest green jobs category are green enhanced skills and knowledge jobs, which constitute around one third of green jobs or 9% of all jobs. Finally, green new and emerging jobs (which is closest to the purist definition) account for about one in five green jobs or 6% of total jobs. The nature of green jobs varies across broad occupational groups. Green enhanced skills and knowledge jobs are most prevalent in plant and machine process operative occupations, associate professional and technical, and managerial occupations. Green new and emerging are more significant in skilled trades, and professional occupations. Green increased demand jobs are sizeable in most broad occupations. Analysis of occupations at a more detailed level shows that many of these jobs are currently green increased demand, and in occupations that concern the distribution, logistics and financing of the green economy (i.e. service sector jobs), as well as the manufacture, installation and maintenance of green products. The job vacancy postings data calculates that just over one third of vacancies are for green jobs, and that two thirds of these jobs are green enhanced skills and knowledge (23% of all job postings), one quarter are green increased demand jobs (9%), and 6% are green new and emerging jobs (2%). Most green jobs, in both York TTWA and York City, are in skilled trades, associate professional and technical, and plant and machine process operative occupations. The job vacancy postings data indicates that skilled trades, and process, plant and machine operative occupations account for the largest proportion of green jobs in York TTWA. Both the current employment and job vacancy postings data indicate that there are few green jobs in administrative and secretarial, and caring, leisure and service occupations. 38 A number of the top ten green detailed occupations in the employment and job vacancy postings data are the same. Green job postings tend to include more IT detailed occupations rather than skilled trades, especially in the construction sector. Analysis of current employment and job vacancy postings by sector shows that it is the public administration, education and health, distribution, hotels and restaurants, and banking, finance and insurance sectors where most green jobs are located. However, as a proportion of jobs within sectors, agriculture, forestry and fishing, construction, and transport and communication have the largest proportion of green jobs. The skills and knowledge requirements of green jobs are very similar to non-green jobs. This similarity is apparent when examining the skills and knowledge of specific green and non-green occupations as well as the skills, knowledge and skills terms in broader occupation groupings. Analysis of the skills, knowledge and skills terms of green jobs within broad occupation groups shows that there are a number of skills and knowledge requirements that are the same across green and non-green jobs, as well as different types of green jobs. The reasons for the similarities between green and non-green jobs is because a number of key functional, transferable and technical skills are necessary to perform most jobs. It also reflects the fact that most green jobs are green increased demand jobs or green enhanced skills and knowledge jobs requiring no or incremental changes respectively in the tasks undertaken

Green Jobs in Scotland : An Inclusive Approach to Definition, Measurement and Analysis

The Scottish Government declared a climate emergency in April 2019 and subsequently increased the legislative ambition for Scotland to reach zero greenhouse gas (GHG) emissions by 2045 and 75 per cent reduction by 2030. In response, the Climate Emergency Skills Action Plan1 (CESAP) was developed by SDS and published alongside the SG’s Climate Change Plan update in December 2020. The CESAP is underpinned by a multi-agency response, including Scottish Government (SG), Economic Development Agencies, Scottish Cities Alliance (SCA), Industry Bodies, Unions, and the SFC. To ensure that everyone has a chance to benefit from the transition to net zero, it is critical that we develop a better understanding of what constitutes a green job and determine what the current and future green jobs and skills needs are for people living, learning and working in Scotland. This research provides a new evidence-base that aims to do just that i.e. through a new, inclusive definition of green jobs, estimate the extent of and demand for green jobs in Scotland. The research offers a significant new support tool for Scottish policy development and policy evaluation in the transition to a net zero economy. Drawn from a body of existing research and adapted to Scottish circumstances, it offers a robust method of monitoring and assessing the development of green jobs in Scotland. An inclusive definition is important because it takes account of the significant impact the transition to net zero will have on a much broader range of jobs

Labour market information report for South Yorkshire Mayoral Combined Authority (SYMCA)

Warwick IER was commissioned to undertake a comprehensive analysis of the South Yorkshire Mayoral Combined Authority (previously Sheffield City Region) labour market in 2022. Based on the Skills Advisory Panel analytical toolkit the analysis focused on analysing the components of the supply and demand for labour, and the intersection of the two i.e. mechanisms that translates demand into supply. The report includes analyses of the youth, HE and adult labour markets

Metodología para el análisis de demanda laboral mediante datos de Internet: el caso colombiano

La coyuntura laboral reciente del desempleo en Colombia muestra que su componente cíclico se ha reducido a su mínima expresión y que, por ende, la mayor parte del desempleo actual hace referencia a las tipologías friccional y estructural del desempleo, y puede ser explicado en gran parte por el “mismatch” existente entre la demanda y la oferta de trabajo. La carencia de información sobre las necesidades y requerimientos del sector productivo ahondan y mantiene, aún más, las brechas existentes entre ambos componentes del mercado laboral. Dada esta situación, este trabajo propone una solución a la falta de información sobre los requerimientos cuantitativos y cualitativos de la demanda de trabajo, desde una metodología de big data, es decir, la aglomeración y sistematización de grandes cantidades de información, teniendo como fuente de información la utilizada por las bolsas de empleo colombianas en sus actividades de colocación. Procesada esta información, y luego comparada con la información de oferta laboral disponible en encuestas de hogares, puede concluirse que una base de vacantes construida a partir de big data en Colombia, es una excelente herramienta para conocer la demanda que, por distintas habilidades, tiene el sector productivo y, por ende, la formulación de políticas públicas integrales de educación y formación, sumamente requeridas en el país. Este artículo documenta el esfuerzo pionero desarrollado al respecto.

Skills analysis report for Sheffield City region

Warwick IER was commissioned to undertake a comprehensive analysis of the Sheffield City Region labour market in 2021. Based on the Skills Advisory Panel analytical toolkit the analysis focused on analysing the components of the supply and demand for labour, and the intersection of the two i.e. mechanisms that translates demand into supply. The report includes analyses of the youth, HE and adult labour markets

Covid-19 consecuencias y desafíos en la economía colombiana. Una mirada desde las universidades

Este capítulo tiene como objetivo cuantificar en el corto plazo los efectos que el Covid-19 ha dejado sobre la distribución del ingreso laboral y así establecer cuáles han sido los factores más determinantes en este cambio. En el análisis, se pone en evidencia cómo las características demográficas, la estructura ocupacional y sectorial, y las características del empleo contribuyen a la desigualdad del ingreso. Reconociendo que la crisis afecta de distinta manera tanto a los sectores como a las ocupaciones, es importante diferenciar si los efectos identificados en la distribución del ingreso laboral provienen de cambios en la composición de dichos sectores y ocupaciones, o de ajustes salariales dentro de la distribución. Este texto contribuye a la emergente literatura de los efectos que la pandemia ha tenido en la economía colombiana. Además, aporta a una extensa literatura que ha caracterizado la distribución del ingreso laboral y sus cambios en el tiempo, dentro de los cuales se resalta la relevancia del factor espacial, de cómo el sexo es un factor determinante en la distribución del ingreso y de cómo algunos grupos poblacionales están más expuestos a menores ingresos