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As corporate leaders pledge their commitment to diversity, equity, and inclusion, they need a way to fulfill their promises. Designed for CEOs and corporate executives, this primer offers practical tools and examples to help companies transform pledges into action.
Environmental and Energy Study Institute;
This fact sheet focuses on employment in the renewable energy and energy efficiency sectors in the United States and around the world. According to the 2019 U.S. Energy Employment Report (USEER), 611,000 people worked in zero-emission technology industries, including renewables and nuclear in the United States. The International Renewable Energy Agency (IRENA) recorded even higher renewable energy employment in the United States at 855,000 direct and indirect jobs in 2018. Jobs in energy efficiency experienced significant growth—the sector now employs more than 3 million people in the United States. IRENA reports that, globally, the renewable energy sector employed 11 million people in 2018, 700,000 more than in 2017.
Center for Economic and Policy Research;
This report examines Ecuador's March 2019 agreement with the International Monetary Fund (IMF) and finds that Ecuador is likely to have lower GDP per capita, higher unemployment, and increased macroeconomic instability under the program. Even the program itself, the authors note, projects Ecuador to have a recession this year and increased unemployment for each of the first three years of the program. But these projections are optimistic, the report concludes.
Union of Concerned Scientists;
This UCS analysis provides a detailed view of how extreme heat events caused by dangerous combinations of temperature and humidity are likely to become more frequent and widespread in the United States over this century. It also describes the implications for everyday life in different regions of the country.
We have analyzed where and how often in the contiguous United States the heat index—also known as the National Weather Service (NWS) "feels like" temperature—is expected to top 90°F, 100°F, or 105°F during future warm seasons (April through October). While there is no one standard definition of "extreme heat," in this report we refer to any individual days with conditions that exceed these thresholds as extreme heat days. We also analyzed the spread and frequency of heat conditions so extreme that the NWS formula cannot accurately calculate a corresponding heat index. The "feels like" temperatures in these cases are literally off the charts.
We have conducted this analysis for three global climate scenarios associated with different levels of global heattrapping emissions and future warming. These scenarios reflect different levels of action to reduce global emissions, from effectively no action to rapid action. Even the scenario of rapid action to reduce emissions does not spare our communities a future of substantially increased extreme heat. For the greatest odds of securing a safe climate future for ourselves and the ecosystems we all depend on, we would need to take even more aggressive action, in the US and globally, than outlined in any of the scenarios used here. Our challenge is great, but the threat of not meeting it is far greater.
During 2018 and 2019, a working group of district and charter school leaders and other education stakeholders from urban and rural locations across the state met to explore ways to increase the effectiveness of principals leading Massachusetts schools. The Barr Foundation engaged Attuned Education Partners to facilitate this group and lead implementation of the learning agendas developed by its members. Together, they prioritized key challenges and identified solutions that research suggests are most likely to strengthen principalship and drive better outcomes for students—especially the students of color and English learners that the state is currently serving least well. This summary highlights their findings and insights. See the full report for more on the challenges and solutions—plus case studies and recommended action steps for state policymakers, school system leaders, principal preparation program providers, and funders.
In 2017, fifty-six percent of the principals hired statewide were new to the job, with high-poverty schools most likely to hire novice principals. During 2018 and 2019, a working group of district and charter school leaders and other education stakeholders from across the state met to explore ways to increase the effectiveness of principals leading Massachusetts schools. The Barr Foundation engaged Attuned Education Partners to facilitate this group and lead implementation of the learning agendas developed by its members. Together, they prioritized key challenges and identified solutions that research suggests are most likely to strengthen principalship and drive better outcomes for students—especially the students of color and English learners that the state is currently serving least well. This report presents their findings and insights—including recommended actions tailored to state policymakers, school system leaders, principal preparation program providers, and funders. It also offers a collection of case studies demonstrating potential solutions in action.
Center for Economic and Policy Research;
The United States continues to be the only advanced economy that does not guarantee its workers paid vacation and holidays. This report is the third revision of No-Vacation Nation (2007) and No-Vacation Nation Revisited (2013) comparing the statutory requirements for paid vacations and paid holidays in 21 rich countries (16 European countries, Australia, Canada, Japan, New Zealand) and the United States. Workers in the European Union are legally guaranteed at least 20 paid vacation days per year, with some countries mandating up to at least 30 days. Nearly all other rich countries also provide paid holidays to supplement the paid vacation required to their workers.
Close to 1 in 4 US workers do not receive paid vacation or paid holidays. The absence of a mandated paid vacation time policy disparately impacts lower-wage workers, those employed part-time, and workers employed by smaller businesses. Throughout the report, we distinguish between paid vacations — also referred to as paid annual leave — and paid holidays, which are organized around particular fixed dates in the calendar. Our analysis does not cover paid leave for other reasons such as sick leave, parental leave, or leave to care for sick relatives.
Center for the Future of Teaching and Learning at WestEd;
Produced by the Center for the Future of Teaching and Learning at WestEd, this 13th annual report on the California teacher workforce takes an extended look at principals in our Golden State and their vital role in supporting teacher effectiveness.
The Center provides new information on budget cutbacks to teacher professional development, declining enrollment in preparation programs, drops in the rate of newly credentialed teachers, and escalating educator retirements.
The report also looks at how California's school principals perceive their role and how well-prepared they are in helping their teachers become more effective educators.
In addition to research and analyses, this report offers useful recommendations. How can we improve the state's system of teacher development and evaluation in ways that strengthen the quality of classroom practice? How can we help educators prepare for the challenge of implementing the Common Core State Standards?
Economic Policy Institute;
Nonstandard or alternative employment relations refer to employment by a temporary help agency or contract company or as an on-call worker or day laborer. We refer to these nonstandard employment relations (which involve an employer and employee) and independent contracting collectively as nonstandard or alternative work arrangements in this report. Contingent workers are workers who do not expect their job to last or who report that their jobs are temporary. Contingent workers and workers in alternative work arrangements are measured separately. Both have become increasingly prominent in theoretical and policy thinking about how employment has changed in recent years in the United States and other post-industrial countries.
Until recently, only relatively poor information on the extent of contingent work and nonstandard work arrangements and how this has changed during the past several decades has been available. The May 2017 Contingent Worker Supplement (CWS) — conducted by the Bureau of Labor Statistics (BLS) 12 years after the last CWS and 22 years after the first — provides an opportunity to examine how contingent work and nonstandard work arrangements have changed over the last two-plus decades. This report examines these changes between 2005 and 2017, with special attention to how older workers — ages 55 to 65 and 65+ — have fared.
The 'Transparency through mobile internet – Gajimu.com' project, implemented by WageIndicator Foundation, aims to use mobile internet to strengthen the transparency of Indonesian garment factories' compliance with minimum wages and national labor law. At the same time it aims to increase the number of factories that comply with these. In the period, January – March 2019, the C&A Foundation commissioned a summative evaluation of the project to assess the extent to which it had achieved its intended objectives. It also hoped to gather any lessons-learnt on the extent to which the project's design and implementation contributed to the intended outcomes.
This evaluation assesses the performance and contribution of the UP! + Initiative, a garment worker training programme delivered by Awaj Foundation and Impactt Limited and funded by C&A Foundation (C&AF). The UP!+ Initiative is focused on improving the lives of workers in the readymade garment (RMG) sector by providing them with training on essential life-skills as well as the individual and collective skills required to mitigate workplace risks and strengthen worker rights.
Center for Economic and Policy Research;
Most Americans know that their earnings are subject to the Social Security payroll tax. Not as many are aware that the amount of earnings subject to the tax, while liable to change, is capped at the same level for everyone, regardless of total earnings. This year, the maximum wage earnings subject to the payroll tax is $132,900.
The cap on the Social Security payroll tax means that those with the highest earnings effectively pay a lower rate. People who earn a million dollars a year pay this tax on about an eighth of their earnings. People who earn a quarter of a million dollars pay the tax on just over half their earnings. It is important to note that this just applies to wage earnings, not other forms of income. If the individual earning $250,000 a year makes another $250,000 from investments, then they end up paying the Social Security tax on about a fourth of their income. The vast majority of workers fall below the $132,900 cap though, and have significantly less stock or other income, if any. As a result, all or most of their income is subject to the payroll tax.