Genetic Information and the Workplace - Full Report

Joint Agency ReportGeneticInfoWorkplace1998.pdf: 800 downloads, before Oct. 1, 2020

The STEM Workforce Challenge: The Role of the Public Workforce System in a National Solution for a Competitive Science, Technology, Engineering, and Mathematics (STEM) Workforce

[Excerpt] Science, Technology, Engineering, and Mathematics (STEM) fields have become increasingly central to U.S. economic competitiveness and growth. Long-term strategies to maintain and increase living standards and promote opportunity will require coordinated efforts among public, private, and not-for-profit entities to promote innovation and to prepare an adequate supply of qualified workers for employment in STEM fields. American pre-eminence in STEM will not be secured or extended without concerted effort and investment. Trends in K-12 and higher education science and math preparation, coupled with demographic and labor supply trends, point to a serious challenge: our nation needs to increase the supply and quality of “knowledge workers” whose specialized skills enable them to work productively within the STEM industries and occupations. It will not be sufficient to target baccalaureate and advanced degree holders in STEM fields. Our nation’s economic future depends upon improving the pipeline into the STEM fields for sub-baccalaureate students as well as BA and advanced degree holders, for youth moving toward employment and adults already in the workforce, for those already employed in STEM fields and those who would like to change careers to secure better employment and earnings. The seriousness of this challenge has penetrated public and opinion-makers’ consciousness—and government, industry, and education and training providers have begun to respond. NIH, NSF, and the Department of Education have been leading the federal effort. Industry associations, individual firms, foundations, and other organizations have identified and tried to fill gaps. State governments, too, are working to strengthen the STEM workforce pipeline. Much remains to be done, though, within government and across diverse sectors, to ensure that U.S. education, workforce, and economic systems rise to the STEM challenge. The U.S. Department of Labor is already an important partner in federal efforts to strengthen the science, technology, engineering and math (STEM) pipeline. The U.S. Department of Labor invests about $14 billion a year in the nation’s workforce system and in increasing the skills and education of our current workforce. In addition, the Department of Labor has begun investing regionally in ways that overcome typical fragmentation in planning and action among industry, government, non-governmental organizations, and education and training institutions. The Department of Labor has the potential to play an even more important role in addressing gaps in the nation’s approach to strengthening the STEM pipeline in three areas: 1) building the gateway to STEM careers; 2) enhancing the capacity of talent development institutions to produce more and better skilled STEM workers; and 3) catalyzing and supporting innovation, entrepreneurship, and economic growth. The leadership of the Employment and Training Administration is committed to—and stands ready to— contribute and collaborate to develop an overall national strategy around the STEM workforce pipeline and to improve coordination across federal agencies

20 Leading Occupations of Employed Women Full-time Wage and Salary Workers - 1999 Annual Averages

Department of Labor - Women's Bureauoccupwomen20lead1999.pdf: 91 downloads, before Oct. 1, 2020

Nontraditional Occupations for Women in 2004

nontra2003.pdf: 203 downloads, before Oct. 1, 2020

U.S. Department of Labor, Annual Report 2003: Outcome Goal 3.3 – Reduce Exploitation of Child Labor and Address Core International Labor Standards

The document provides an assessment of Outcome Goal 3.3 of the 2003 U.S. Department of Labor Annual Report, which aims to reduce the exploitation of child labor and address core labor standards through the efforts of the ILAB

Foreign Labor Trends: Greece

Foreign Labor Trendsgreece_2003.pdf: 511 downloads, before Oct. 1, 2020

Foreign Labor Trends: Morocco

Foreign Labor Trendsmorocco_2002.pdf: 1142 downloads, before Oct. 1, 2020

Foreign Labor Trends: Brazil

Foreign Labor Trendsbrazil_2002.pdf: 1240 downloads, before Oct. 1, 2020

Meeting the Needs of Today’s Workforce: Child Care Best Practices

[Excerpt] This report, Meeting the Needs of Today’s Workforce: Child Care Best Practices, highlights forty employers that have instituted child care programs for their employees over the past few years. Their experiences serve as both a resource and a tool for other employers seeking to initiate or expand family-friendly workplace policies. The U.S. Department of Labor is, in fact, the first employer highlighted in the report. The Department was the first federal agency to have an on-site day care center which today, enrolls eighty infants, toddlers and children; offers ongoing staff development and training; and depends upon an employee- and parent- led advisory board. In addition, as part of the President’s historic Child Care Initiative, the Department of Labor is working to expand its nationally-recognized apprenticeship program to train child care professionals. Many of the other employers included in the DOL Report are drawn from the ranks of the Women’s Bureau’s Working Women Count Honor Roll, a 1995-1997 Presidential initiative that called upon employers to make concrete changes to improve work for women and their families. As you will see, our call was heeded and many Honor Roll companies responded by developing exemplary child care programs that are truly important models for businesses. While readers may be familiar with the efforts of large establishments, initiatives from small and very small employers are included as well. Meeting the Needs of Today’s Workforce: Child Care Best Practices concludes with an overview of 8 collaborative efforts to spotlight the importance of partnerships in increasing employee access to child care assistance programs. Partnerships between businesses as well as between businesses and unions are highlighted. These recent programs add to the growing list of model programs and represent another strategy for business involvement in child care

20 Leading Occupations of Employed Women Full-time Wage and Salary Workers - 2002 Annual Averages

Department of Labor - Women's Bureauoccupwomen20lead2002.pdf: 98 downloads, before Oct. 1, 2020