In this opinion piece, researchers Amy Lui Abel and Diane Lim of The Conference Board explain why demographic and economic trends provide an opportunity for older women to expand their role in the labor market. Several female-dominated occupations — especially in health care services — face shortages that will only grow. But given the unique needs and circumstances of older women, realizing their full economic contribution will hinge on employers providing them with more flexible work environments. If companies do this, the greying of America could become an opportunity rather than a threat.
Source: Gerald Young, Center for State and Local Government Excellence, International Public Management Association for Human Resources, and the National Association of State Personnel Executives, May 2018
From the summary:
Since 2009, the Center for State and Local Government Excellence has partnered with the International Public Management Association for Human Resources and the National Association of State Personnel Executives to conduct a study on state and local workforce issues. This year’s report contains both 2018 data on emerging issues like the gig economy and flexible work practices and longitudinal data on recruiting challenges, retirement plan or health benefit changes, hiring, and separations from service.
Fifty years ago, in the dust and fire of global youth activism, everything seemed possible. The political world was a cloud filled with chaos and opportunity, pain and promise. The young were a powerful force, even a world-changing one.
Could they become that force again?
As many Millennials vote for the first time today in state primaries from New Jersey to Iowa and California, a new poll of their views offers some intriguing glimpses into the future.
The survey finds that most Millennials want “a strong government” to manage the economy, and that most millennial Democrats have a favorable view of socialism.
What do this poll, and the past, say about our political future? ….
…. A new survey from the University of Chicago’s GenForward project suggests that these voters could pull the Democratic Party, and American politics, sharply to the left. The survey of 1,750 respondents found that “Majorities of Millennials across race and ethnicity believe a strong government rather than a free market approach is needed to address today’s complex economic problems.” ….
Political Polarization and Trust among Millennials: A summary of key findings from the first-of-its-kind bimonthly survey of racially and ethnically diverse young adults 18-34
Source: Cathy J. Cohen, Matthew Fowler, Vladimir E. Medenica and Jon C. Rogowski, GenForward, May 2018
Naming Our Desire: How Do We Talk About Socialism in America?
Source: Mark Engler, Dissent, Fall 2017
The millennial embrace of socialism has allowed a new generation to draw inspiration from a long legacy of struggle.
…. Over the past three decades, we have researched how leaders motivate their employees to come up with creative solutions to organizational problems. We’ve studied stereotypically “creative” firms, like design, R&D, and information technology companies, but we’ve also researched stereotypically “uncreative” environments, like Golan’s manufacturing plant at Elop (which is part of Elbit ISTAR). As you might expect, our studies have revealed that encouraging creativity can backfire if employees lack the resources, support, or mechanisms to develop and implement their ideas. Indeed, when managers urge employees to invest extra effort in creativity, but then reject their ideas (often because they are single-mindedly focused on productivity and efficiency), employees become frustrated and their creativity wanes over time. As a result, innovation can stall. ….
Employers today know that employees want flexibility, and many companies say they offer it. But there are lots of people out there who need flexibility but don’t have access to it.
In our study on flexibility in the modern workforce, we set out to determine whether a gap exists between flexibility supply and demand. In other words, how many people need flexibility, and how many people actually have it? To find out, we surveyed 1,583 white-collar professionals representative of the U.S. workforce at large…..
The Future is Flexible: The Importance of Flexibility in the Modern Workplace
Source: Werk, 2018
From the summary:
Werk commissioned a professional research firm to conduct a comprehensive study on the state of flexibility in the U.S. workforce. According to our research, there is a significant gap between the supply and demand of workplace flexibility. This flexibility gap is impacting the workforce and its health and wellness, performance and productivity, and ability to care for others. Our study examines the demand for flexibility across flextypes, generations, genders, and more. Our research quantifies the impact of flexibility on organizational metrics like retention, engagement, and net promoter scores and provides a practical path forward for companies who are ready to make the leap towards a more flexible future.
We already know how to reduce sexual harassment at work, and the answer is actually pretty simple: Hire and promote more women. Research suggests that this solution addresses two root causes of harassment.
We already have too much work in the United States. Why not redistribute it? ….
In light of recent discussions, I thought it might be useful to refresh myself on how different work is in the US and Nordic countries, especially in more recent years after the effects of the Great Recession have started to wear off. In particular, I am interested to know how much the quantity of work differs in these countries. ….
Solving rural poverty in Arkansas will take more than odd jobs from smartphone apps.
From the abstract:
The 2018 Report of the Social Security Trustees projects that revenues will be sufficient to pay all scheduled benefits until 2034 and roughly three quarters of scheduled benefits thereafter. In 2017, Social Security income from payroll contributions, tax revenues, and interest on reserves exceeded outgo by $44 billion. Reserves, now at $2.9 trillion, are projected to begin to be drawn down in 2018 in order to pay full scheduled benefits. The Disability Insurance (DI) Trust Fund is projected to cover scheduled benefits until 2032, and the Old-Age and Survivors Insurance (OASI) Trust Fund until 2034.1 On a combined OASDI basis, Social Security is fully funded until 2034, but faces a projected shortfall thereafter. After the projected depletion of the combined OASDI trust funds, Social Security contributions and tax revenues would continue to be received and would cover about 79 percent of scheduled benefits (and administrative costs, which are less than 1 percent of outgo). The long-range actuarial shortfall over 75 years is projected to be 2.84 percent of taxable payroll – that is, 2.84 percent of all earnings that are subject to Social Security contributions. This projected long-term revenue shortfall is substantially unchanged from the 2.83 percent of taxable payroll reported in the 2017 Trustees Report. Timely revenue increases and/or benefit reductions could bring the program into long-term balance, preventing the projected shortfall.
Social Security 2018 Trustees Report
Source: Board of Trustees of the Federal Old-Age and Survivors Insurance and Federal Disability Insurance Trust Funds
High-quality, early elementary years offer a critical opportunity for development and academic learning for all children. Key components of a quality, K-3 experience include kindergarten, qualified teachers, seamless transitions, appropriate assessments and interventions, family engagement, social-emotional supports and academic supports. Education Commission of the States has researched the policies that guide these key components in all 50 states to provide this comprehensive resource. Click on the questions below for 50-State Comparisons, showing how all states approach specific policies, or view a specific state’s approach by going to the individual state profiles page.
– Seventeen states, plus the District of Columbia, require children to attend kindergarten, although the length of day varies across states.
– Thirteen states, plus the District of Columbia, require the district to offer full-day kindergarten.
– Eighteen states, plus the District of Columbia, have policies in place to guide the transition from pre-K to kindergarten. This guidance often includes written transition plans, family engagement, teacher/provider meetings and assessment data linkages.
– Forty-two states, plus the District of Columbia, detail the interventions available to K-3 students, often including extended instructional time, parental engagement, evidence-based instruction, summer reading opportunities and small group instruction.
– Twenty-nine states, plus the District of Columbia, have retention policies in place, which are designed to support students who are not on grade level by the end of third grade.
– Forty states, plus the District of Columbia, emphasize social-emotional learning in K-3 in statute, rules or regulations. Usually, social-emotional learning is emphasized in kindergarten entrance assessments, school readiness definitions and/or teacher training requirements…..