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This chapter assesses how gender and disability status intersect to shape employment and earnings outcomes for working-age adults in the United States.

The research pools five years of data from the 2010–2015 Current Population Survey to compare employment and earnings outcomes for men and women with different types of physical and cognitive disabilities to those who specifically report work-limiting disabilities.

The findings show that people with different types of limitations, including those not specific to work, experienced large disparities in employment and earnings and these outcomes also varied for men and women. The multiplicative effects of gender and disability on labor market outcomes led to a hierarchy of disadvantage where women with cognitive or multiple disabilities experienced the lowest employment rates and earnings levels. However, within groups, disability presented the strongest negative effects for men, which created a smaller gender wage gap among people with disabilities.

This chapter provides quantitative evidence for the multiplicative effects of gender and disability status on employment and earnings. It further extends an intersectional framework by highlighting the gendered aspects of the ways in which different disabilities shape labor market inequalities. Considering multiple intersecting statuses demonstrates how the interaction between disability type and gender produce distinct labor market outcomes.

This paper evaluates how the first job when individuals entered the labor market affects the probability of youth being currently employed in formal or informal work in Bangladesh.

The analysis is based on data from the ILO School-to-Work Transition Surveys. The authors use a full-information maximum likelihood approach to estimate a two-equation model, which accounts for selection into the labor market when estimating the impact of entry status on current work outcomes. The main equation outcome follows a multinomial distribution thus avoiding a priori assumptions about the level of individual’s utility associated with each work status.

The authors find that entering the labor market in a vulnerable employment position (i.e. contributing family work or self-employment) traps into vulnerable employment and prevents the transition to both informal and, especially, formal paid work. This finding holds when accounting for endogeneity of the entry status and it is valid both in the short and in the long run. Young women are less likely to enter the labor market, and once entered they are less likely to access formal paid wok and more likely to being inactive than young men. Low education anticipates the entry in the labor market, but it is detrimental for future employment prospects.

The findings indicate the presence of labor market segmentation between vulnerable and non-vulnerable employment and suggest the endpoint quality of the school-to-work transition is crucial for later employment prospects of Bangladeshi youth.

Currently, a much-debated issue concerns the social and political significance of the emergence of the precariat, a social class consisting of people for whom uncertainty and unpredictability of life circumstances and employment relations make it impossible to plan for the future, forcing them to live on a day-to-day basis (Standing, 2011). However, it remains unclear how the precariat may be defined and operationalized. On the one hand, treating non-standard employment arrangements (fixed-term contracts, temporary agency work, etc.) as a basis for identifying precarious jobs is likely to be misleading, as research has shown non-standard employment to be heterogeneous with respect to working conditions and chances for achieving stabilization. On the other hand, subjective perceptions of security may also be misleading as indicators of precarity, as they are compounded by psychological coping mechanisms and perceptions of reference group status. This analysis attempts to disentangle the complex relationships between non-standard employment and perceived insecurity in order to provide grounds for a more adequate conceptualization and measurement of job precarity. Specifically, I assess the extent to which the relationship between worker contractual status and perceived job, labor market, and employment insecurity is conditional on various characteristics of workers, their jobs, and their households, taking into account the country-level economic and institutional context. The analysis is based on multi-level regression models using data from the 2010 European Working Conditions Survey.

The purpose of this paper is to investigate the prevalence and drivers of employment vulnerability among youth in Egypt, Jordan and Tunisia, and their propensity to transition to better jobs over time.

The analysis is based on longitudinal data from Labor Market Panel Surveys spanning 6–20 years. The authors use transition matrices to examine the prevalence of transitions between labor market statuses for the same individuals over time, distinguishing between youth and non-youth, and men and women, as well as multinomial logistic regressions that control for individual and family background, including previous labor market status, family wealth and parental education.

The paper finds that youth in all three countries were disadvantaged in terms of labor market outcomes with most young men in particular ending up in vulnerable jobs while women of all ages were most likely to exit the labor market all together, unless they had formal jobs. Moreover, youth who started out in the labor market in a vulnerable job were unlikely to move to a better-quality job over time. Family wealth, parental education and father's occupation were found to be important determinants of labor market outcomes and vulnerability, even after a long period of work experience.

The paper finds that wealth effects, parental education and occupation effects follow workers throughout their careers, implying low equality of opportunity and inter-generational and lifetime mobility.

The findings indicate worsening labor market outcomes over time, heavily influenced by family background. High levels of vulnerable employment persistence, regardless of skill and experience, reinforce the importance of initial labor market outcome on the quality of lifetime employment prospects.

Purpose – I suggest that we conceptualize labor markets as observable social networks, in which workplaces are the nodes and people moving between workplaces are the edges. The movement of people delivers the actionable information as to what the supply, demand, and going wage for labor might be. Labor market networks are hypothesized to be quite thin thus leading to substantial wage setting autonomy within workplaces, consistent with contemporary observations in both economics and sociology as to the weakness of labor market signals.Method – This paper reviews theoretical and empirical work in economics, sociology, and network science and develops a network image of labor market structure and function. Hypotheses derived from economic, sociological, and network theories are proposed to explain workplace-level wage setting.Findings – Information flow, trust in information, information variance, collusion, and status beliefs are all proposed as important network properties of labor markets. The paper outlines an observational strategy to make labor markets scientifically observable.Originality – Economists and sociologists often refer to labor markets as mechanisms setting the price of labor but rarely observe them. This paper outlines a strategy for making the invisible hand of the market scientifically observable.

This article analyses the social capital's influence on the Spanish labour market. In particular, this study examines to what extent the social capital increases the likelihood of being employed, taking into account different labour market status, and diverse dimensions of the social capital. Focusing on wage earners, it is also analysed whether network structures in Spain influence on the wage earnings.

The methodology applied to analyse the labour market status is a multinomial logit model. For the analysis of wages, it is specified a wage model with sample selection bias. In both cases, social capital indicators are included as regressors.

The results show that social participation exerts a positive influence on the probability of being self-employed, and lowers the likelihood of being unemployed. Moreover, it is verified that the interaction with family members or close friends influence positively on wages.

Further research should emphasise how employers assess the workers' competences associated with the social capital.

The findings provide knowledge to policymakers useful to increase the role of social participation in the labour market.

The importance of social network as an instrument for the job search must be enhanced.

This article overcomes some drawbacks associated with the analysis of social capital from an aggregate perspective. Furthermore, social capital indicators are obtained using the Categorical Principal Components Analysis (CATPCA), which is unprecedented in the economic literature.

COVID-19 has had various effects on women’s labour supply worldwide. This study investigates how women’s labour market outcomes in the MENA region have been affected by the stringency of governments’ COVID-19 responses and school closures. We examine whether women, particularly those with children at young age, reduced their labour supply to take care of their families during the pandemic.

To investigate whether having a family results in an extra penalty to women’s labour market outcomes, we compare single women to married women and mothers. Using the ERF COVID-19 MENA Monitor Household Surveys, we analyse the key conditions underlying women’s labour market outcomes: (1) wage earnings and labour market status including remaining formally employed, informally, unpaid or self-employed, unemployed or out of the labour force and (2) becoming permanently terminated, being suspended, seeing a reduction in the hours worked or wages, or seeing a delay in one’s wage payments because of COVID-19. Ordered probit and multinomial logit are employed in the case of categorical outcomes, and linear models for wage earnings.

Women, regardless of whether they have children or not, appear to join the labour market out of necessity to help their families in the times of crisis. Child-caring women who are economically inactive are also more likely to enter the labour market. There is little difference between the negative experiences of women with children and child-free women in regard to their monthly pay reduction or delay, or contract termination, but women with children were more likely to experience reduction in hours worked throughout the pandemic.

These findings may not have causal interpretation facilitating accurate inference. This is because of potential omitted variables such as endogenous motivation of women in different circumstances, latent changes in the division of domestic work between care-giving and other household members, or selective sample attrition.

Our analysis explores the multiple channels in which the pandemic has affected the labour outcomes of MENA-region women. Our findings highlight the challenges that hamper the labour market participation of women, and suggest that public policy should strive to balance the share of unpaid care work between men and women and increase men’s involvement, through measures that support child-bearing age women’s engagement in the private sector during crises, invest in childcare services and support decent job creation for all.

This paper explores the labour‐market status and experience of racial minorities in Canada, and examines and criticises labour‐market policy which ignores the employment and socio‐economic disadvantage of this group. The main argument of this discussion is that racial minorities as a whole encounter racial discrimination in the Canadian labour market, and new racial minority immigrants face compounded obstacles. This is due to the lack of adequate policy initiatives to combat the racism they experience in the attempt to find suitable employment, and to labour‐market policies which exclude services to immigrants. Examples of such obstacles are evident in the Canadian Job Strategy to be discussed below.

This paper provides household lifetime inequality indexes derived from representative U.S. labor market data. We obtain this result by using estimates of the household search model proposed by Flabbi and Mabli (2012). Inequality indexes computed on the benchmark model shows that inequality in utility values is substantially different from inequality in earnings and wages and that inequality at the cross-sectional level is significantly different from inequality at the lifetime level. Both results deliver original policy implications that would have not been captured without using our approach. In particular, we find that a counterfactual policy experiment consisting in a mean-preserving spread of the wage offers distributions increases lifetime inequality in wages and earnings but not in utility. When comparing inequality at the individual level between men and women, we find inequality in wages and earnings to be higher for husbands than wives but inequality in utility to be higher for wives. A counterfactual decomposition shows that the job offers parameters are the main source of the gender differential.

The primary objective of this study is to test whether gender differences in job satisfaction are assignable to variations in labour market and welfare state regimes in the light of gender‐related labour market modernization.

Using data derived from the European Household Community Panel (EHCP) and covering 14 member states of the European Union the study constructs a series of summary statistics to lay the foundation for the analysis. An ordinary ordered‐probit regression model is employed to test for the (non‐) emergence of a gender‐job satisfaction paradox.

The results suggest that objective (socio‐economic and institutional) determinants of labour market status and subjective (assessed and evaluated) perspectives are mutually complementary. The more restrictive the labour market access and process is for women, the more likely a gender‐job satisfaction paradox is to emerge in any country. Equal opportunities for women and men (such as those observed in Scandinavian countries) indicate that the gender‐job satisfaction paradox does not appear anymore due to a fading‐out process over past decades, which was driven by appropriate institutional labour market interventions.

The gender‐job satisfaction paradox was confirmed for the UK, whereas little has been done to test this hypothesis on a cross‐national basis. This investigation thus fills the gap in the empirical literature.