Labor market. Labor supply. Labor demand. Including unemployment, manpower policy, occupational training, employment agencies
Research Topic
Language: English
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Research problems linked to this topic
- What is affecting future access to training and employment in AHT sectors for lower socioeconomic and protected groups and sector skills gaps?
- What are the causes/drivers of the ethnic minority employment gap? What are the barriers to entry and progression in the labour market for ethnic minorities?
- What are the different ways to define and measure labour market progression and sustainable work? How does this vary by life stage and group? What are the implications for targeted policy measures in terms of health, employment and wellbeing outcomes?
- How can skills gaps and the impacts of workforce skill gaps be measured?
- What role should government play in encouraging upskilling or reskilling for those in the labour market to make skills supply more responsive to local economic needs? What barriers do working individuals face when retraining?
- Market power: How will labour demand and supply elasticities change?
- What sources and methodological approaches can be developed to allow for more consistent and granular data on freelancers?
- What is the effect on wages, employment and survival on UK exporters versus non exporters?
- What sort of interventions are required to address barriers to employment, to reduce inactivity and support in-work progression?
- What are the impacts of skills issues on creative businesses?
- Analyse and explain what works in terms of workforce development mechanisms, interventions and governance models on improved workforce participation of lower socioeconomic and protected groups.
- What new and better arrangements could be made to deliver effective health and employment support? What is the evidence base for effective joint working arrangements involving support delivered through, and beyond, the benefit system in partnerships involving DWP, the NHS, local authorities, the voluntary sector and other organisations?
- Managing careers - Where the need for people/human capital endures, how do we build fulfilling Defence careers, particularly in scarce skill disciplines where traditional military hierarchies, structures and approaches do not attract people with the skills we need for the future? How do we encourage a broader range of people to work in challenging roles and environments?
- How might employers optimise job design and hybrid and flexible working arrangements to manage risks, accommodate employee care needs and build soft skills and team working to maintain attachment to the labour market?
- Evidence on the skills shortage, including quantitative assessments of the skills gap in terms of numbers of workers for different professions and levels of qualification.
- What additional labour market barriers do those from disadvantaged groups (such as ex-offenders, homeless people), face? How can DWP best support those with multiple, complex needs to gain and retain employment?
- What are the likely effects of measures to increase quality in HE on applicant perceptions and graduate labour market outcomes?
- Sectors: Which sectors are more likely to benefit from AI and which are more at risk from the downsides?
- How can Work Coaches most effectively use available support to promote movement into work and progression in work? How can DWP most effectively learn from, and promote, best practice across the Work Coach network?
- Assess the effectiveness of interventions that can promote a resilient and adaptable workforce and the degree to which these need to protect or promote freelancers and under-represented groups in the workforce.
- What are the most effective non-pay related solutions for addressing FE workforce shortages? What are the potential impacts of improved pay and financial incentives compared to non-pay solutions in tackling barriers?
- How do employment support programmes contribute to DWP objectives to maximise employment and support economic growth? How can DWP best assess value for money in different labour market programmes?
- What works in improving the skills, employability and wellbeing of young people?
- How are skills and productivity linked, and how is this changing over time?
- What are the longer-term impacts and consequences on the labour market and on productivity of policies introduced to address the challenges of COVID-19?
- Inequalities: What is the likelihood of impacts on different demographic groups and how that will affect equality of opportunity? Will this exacerbate/mitigate existing inequalities in the workforce?
- How has Covid-19 impacted the financial resilience of UK aviation companies as well as the wider aviation supply chain, and what impact will this have on the Government’s strategic objectives? Have these impacts modified the market structure or associated labour markets?
- What are the most effective ways for government to work with employers and other partners to support people into sustained work? How are employers reshaping workplace organisation to support the health and wellbeing of their employees? How can further evidence-based practice be encouraged? How can effective evidence-based tools influence best practice?
- Occupations: What are the characteristics of occupations that put them more at risk of replacement/change or give them a comparative advantage? Over what time frame will they be impacted?
- What are the barriers faced by founders outside of London and the South East in accessing finance, talent and support?
- To what extent could increased progression help to move individuals out of poverty? How should in-work progression support be targeted?
- How can DWP best support places, regions and sectors in levelling up? What approaches work best in addressing employment skills development, employment skills shortages and employment skills mismatches across the UK?
- We need to understand the type and volume of new entrants required to meet the needs of growing sectors, and where these people might come from.
- How can DWP support carers in their caring roles? Including any return to work or progression in the labour market?
- Analyse and explain the effectiveness of interventions for increasing recruitment and retention across AHT sectors.
- Conditions and wages of low-skilled migrant workers compared with native employees.
- What solutions, and scale of solutions, should be implemented to increase diversity (i.e. depending on demographic groups/ intersectionality considerations)? What works for different groups? Which are expected to gain maximum impact? What needs to be improved in the working environment and working culture?
- Indicators: What are the rapid indicators of AI impact on the labour market?
- How do economic cycles affect employment, unemployment, economic activity and wages? How do any effects vary for different groups?
- What is most effective in preventing people from falling out of the labour market? Does this differ for different groups? Who is best placed to deliver support?
- In what ways do housing circumstances affect the way people move into, and remain in, work? What role is played in labour market outcomes by temporary accommodation, housing affordability, poor quality housing, insecure accommodation and the private and social rented sectors?
- What knowledge, skills and techniques are required for good school estate management? Are they available in the employment market and how can they be developed?
- Which interventions for disabled people are most effective in supporting movements into work? What barriers prevent disabled people and/or people with health conditions from moving into, and progressing in, work?
- What will be the future level and mix of demand for different DWP services through different channels, (digital/online and video, phone, face-to-face)? Does effectiveness vary for different groups? How effective are digital/virtual services (for example labour market support, drug and alcohol interventions, parenting interventions) compared to face-to-face provision, in helping people move into work?
- What are the most effective ways to engage employers, health professionals, employees and other relevant stakeholders to retain and support disabled people and people with health conditions in employment? What policies and processes do employers have in place that could influence employee health, well-being and productivity (such as sick pay, access to occupational health services, health insurance provision)?
- What is most effective in ensuring employment support operates in a joined-up way with other forms of support?
- Is there opportunity to transfer knowledge and skills from experienced operators of hydrocarbon sites to a new generation of plant operators assuming responsibility in the energy transition?
- To what extent is housing tenure (e.g. social rented, private rented, home ownership etc) driven by choice? What drives people’s choices? For example, is private renting seen as a ‘stepping-stone’ to home ownership? And how does this vary across different geographical areas?
- How do employers view pension obligations within overall costs and benefits packages or legal obligations? What evidence is there of employer cost mitigation through, for example, wage suppression?
- How do the characteristics, needs and experiences of older workers vary in relation to work and health? What factors affect whether older workers continue in employment? What approaches work best to maximise employment options for older workers?
- Analyse and evaluate the pathways into digital and technology jobs, identifying the barriers to recruitment, retention and progression, and how this differs in underrepresented groups. How do we define and understand these roles? How can talent be retained within the UK’s universities and the wider educational sector?
- What initiatives are in place to prevent or address BHD and how effective are these in tackling BHD in the sector.
- How have different sectors (aerospace, financial services, telecoms), sizes of business, regions and the self-employed been impacted by the COVID-19 crisis, and how might they be impacted differently by the recovery phase?
- How does career progressions differ for those with different protected characteristics and across socio-demographic backgrounds?
- How do wages of creative Higher Education graduates progress over time and what factors determine short and long-term wages? For example what factors can explain why arts and design graduates have some of the lowest earnings one and five years after graduation?
- Skills: How do we make sure the right skills are available to maintain a world-leading position in AI? And how do we ensure the labour force has the right skills to support individual opportunities?
- What are the barriers to early years staff (including childminders) recruitment and retention and how can they be addressed?
- Wages: What would be the impact of AI deployment at work on wages and costs for employees and employers?
- What is the size and nature of the gig economy? What different models of employment are there and how will this change in different sectors in the future?
- What is the expected growth of the UK's maritime autonomy and remote operations sector and what impact will this technical change have on the workforce?
- What are the future trends for demographics and working/saving behaviour? How do these vary across demographic groups, including ethnicity and other characteristics? What further reforms to state and private pension provision might DWP require to ensure long-term sustainable financial security for older people and pensioners?
- Which disabled people are supported by the benefit system and which are not? How do policy choices impact this?
- What are the career pathways and recruitment journeys into the judiciary? How do protected characteristics and social mobility affect recruitment?