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11. Navigating the Future of Work: The Role of Immigrant-Origin Workers in the Changing U.S. Economy

Author:
Julia Gelatt, Jeanne Batalova, and Randy Capps
Publication Date:
10-2020
Content Type:
Special Report
Institution:
Migration Policy Institute (MPI)
Abstract:
Immigrant-origin workers—that is, immigrants and their U.S.-born children—have been the main drivers of U.S. workforce growth in recent years. They were responsible for 83 percent of labor force growth between 2010 and 2018, at which point they made up 28 percent of all U.S. workers. Looking ahead, all growth in the working-age population is projected to come from immigrant-origin adults through 2035. Yet research on the future of work in the United States has largely overlooked this important segment of the workforce. This report examines the jobs held by immigrant-origin workers and third/higher-generation workers (those born in the United States to U.S.-born parents), and which of these jobs are likely to grow versus decline due to automation, offshoring, and other trends. It also considers the implications of the changing mix of jobs in the U.S. economy for both workforce development and immigration policy. Among the findings of this data analysis: Similar shares of Immigrant-origin and third/higher-generation workers held “jobs of the future” (22 percent versus 24 percent) and declining jobs (26 percent versus 29 percent) in 2018. Latinos—both those of immigrant origins and the third/higher generation—were less likely than workers in other major racial or ethnic groups to hold jobs of the future and more likely to hold declining jobs. Black immigrant-origin workers were overrepresented in jobs of the future in 2018, particularly in health care and health-care support, while third/higher-generation Black workers were more likely to hold declining jobs, such as office and administrative support occupations. This report is part of MPI’s multiyear Rethinking U.S. Immigration Policy initiative, which aims to generate a big-picture, evidence-driven vision for the role immigration can and should play in America’s future. To learn more about the initiative and read related research, check out the initiative’s home page.
Topic:
Education, Employment, Economy, Immigrants, Labor Market, and Workforce
Political Geography:
North America and United States of America

12. At the Starting Gate: The Incoming Biden Administration’s Immigration Plans

Author:
Doris Meissner and Michelle Mittelstadt
Publication Date:
11-2020
Content Type:
Policy Brief
Institution:
Migration Policy Institute (MPI)
Abstract:
President-elect Joe Biden pledged during the campaign to reverse some of the most restrictive immigration actions undertaken during Donald Trump’s four years in office, including family separation and a travel ban on nationals from majority-Muslim countries. He also vowed to temporarily halt deportations, reinstate the Deferred Action for Childhood Arrivals (DACA) program, increase refugee admissions, and halt construction of the border wall. This policy brief outlines some of the incoming administration’s top immigration priorities and examines challenges and opportunities ahead. Drawing on existing and forthcoming policy ideas from MPI’s Rethinking U.S. Immigration Policy initiative, the brief sketches several proposals that could begin to shape a U.S. immigration system that advances the national interest going forward. The near-total shutdown of asylum at the U.S.-Mexico border, for example, does not represent a long-term strategy nor is it consistent with longstanding U.S. values. Effective long-term solutions to deal with mixed flows of economic and humanitarian migrants entail processes to provide fair, efficient processing of asylum cases, including by having the U.S. Citizenship and Immigration Services (USCIS) Asylum Division oversee the merits of border asylum cases to completion—an MPI recommendation the Biden campaign embraced. The brief, among other proposals, also recommends the creation of multiagency reception centers near the border for one-stop screening of arrivals and speedy turnover to the relevant agencies.
Topic:
Science and Technology, Infrastructure, Border Control, Employment, COVID-19, and Labor Market
Political Geography:
North America and United States of America

13. Unemployment and Income Distribution: Some Extensions of Shaikh’s Analysis

Author:
Walter Paternesi Meloni and Antonella Stirati
Publication Date:
09-2020
Content Type:
Working Paper
Institution:
Institute for New Economic Thinking (INET)
Abstract:
After the 1980s, advanced capitalist economies witnessed a significant decline of the labor share in income. Along with the conventional view, which ascribed this decline to technological factors and international trade, another line of enquiry has endorsed a ‘Political Economy’ approach to identifying several drivers of the labor share erosion. Among the latter, the role of persistent labor market slack has remained relatively unexplored. We try to fill this gap moving from a recent contribution by Anwar Shaikh, who elaborated on the relation between unemployment and changes in income distribution and in the US economy. We study this relationship by adopting a long-term approach, using two alternative measures of labor market slack (namely, the unemployment rate and the unemployment intensity, an index that incorporates the duration of unemployment). We first extend Shaikh’s method of analysis to eight mature countries, and subsequently we approach the relationship between changes in labor market slack and the (adjusted) wage share in the private sector of the economy from 1960 to 2017 with other econometric techniques. Our findings confirm the existence of a negative relationship between labor market slack and the wage share, and we find no tendency to return to a ‘normal’ unemployment rate associated with a stable wage share.
Topic:
Income Inequality, Unemployment, Labor Market, Collective Bargaining, and Wage Growth
Political Geography:
North America and United States of America

14. An Equity Imperative: How the Workforce System Can Advance Workplace Health and Safety During and After the Pandemic

Author:
Amanda Newman
Publication Date:
06-2020
Content Type:
Policy Brief
Institution:
Aspen Institute
Abstract:
Every worker deserves a job with healthy and safe working conditions. The outbreak of the novel coronavirus, however, has demonstrated that for far too many people this is not the reality. The pandemic has created a new set of workplace hazards, forcing many people looking for work to make difficult choices between providing for their families and protecting their health and the health of their loved ones. As businesses reopen, more people are reentering jobs that pose risks. And these risks are not distributed equally. Due to factors rooted in structural racism, Black, Indigenous, and workers of color performing critical services during the pandemic are both more likely to experience the health consequences of the virus and to be concentrated in jobs with greater exposure. Serving as intermediaries between workers and employers, workforce development professionals have a crucial role to play in strengthening workplace health and safety during and after the pandemic. In the early months of the crisis, Economic Opportunities Program staff spoke with workforce development leaders across the country as they strengthened existing strategies and considered new approaches to help workers protect themselves on the job. Professionals on the front lines of connecting people to work – from caseworkers to job developers to program directors – can learn from their approaches to inform their own strategies. In this brief, we highlight key ideas for how the workforce development system can promote workplace health and safety during the pandemic. It is important to note that workforce professionals are themselves navigating a crisis, responding to historic unemployment and serving the public as resources rapidly decline. This brief also includes ideas for public and philanthropic funders who seek to support the workforce development field to advance workplace health and safety.
Topic:
Labor Issues, Employment, Work Culture, Job Creation, and Labor Market
Political Geography:
North America and United States of America

15. Voices from the Field: Engaging Employers to Connect Young Adults to Good Fit Employment

Author:
Amy Blair
Publication Date:
10-2020
Content Type:
Special Report
Institution:
Aspen Institute
Abstract:
America’s youngest workers are facing the most dire employment prospects since the Great Depression. At the start of 2020, nearly five million young people ages 16-24 were neither enrolled in school nor working. Today, their unemployment crisis has been greatly exacerbated by the pandemic. This disconnection, both before and after the arrival of COVID-19, has had an outsized impact on young workers of color. Across the country, workforce development and education providers are scrambling to meet the needs of these young people. Now more than ever, they need accurate information on available employment, including wages, health insurance, paid leave, scheduling, and safety, among other things. This report compiles insights from workforce professionals about the types of questions they ask employers. 210 workforce professionals in Cleveland, Indianapolis, and Philadelphia responded to a survey about the kinds of conversations they have with business representatives on topics related to workplace practices, environment, and equity and inclusion in the workplace. Although the survey that informed this publication was conducted before the pandemic, the questions are increasingly relevant and important today.
Topic:
Labor Issues, Unemployment, Job Creation, and Labor Market
Political Geography:
North America and United States of America

16. Immigration and the U.S. Labor Market: A Look Ahead

Author:
Harry J. Holzer
Publication Date:
08-2019
Content Type:
Policy Brief
Institution:
Migration Policy Institute (MPI)
Abstract:
In the coming decades, the U.S. labor market will experience major transformations that challenge the country’s economic growth and competitiveness. The native-born workforce will age and shrink as baby boomers retire and birth rates decline. Technological innovations, though unlikely to result in mass unemployment as some observers fear, will displace some workers, particularly in low-skilled occupations. And traditional employer-employee relationships are becoming less common as contracting, outsourcing, and other alternative staffing arrangements spread. While these forces may bring some productivity increases, they are also likely to result in rising inequality between skilled and unskilled workers, lower economic growth, and mismatches between the skills workers have and those that are increasingly in demand. What role, this think piece by a former chief economist for the U.S. Labor Department asks, can immigration play in mitigating these undesirable economic outcomes and supporting U.S. economic growth? Immigration could help employers hire for hard-to-fill positions, and it could reduce the costs and increase the availability of goods and services, especially in growing sectors such as health and elder care. But while immigration may benefit employers and workers with complementary skills, particularly at the high end of the skills spectrum, it can negatively affect some low-skilled workers, who have already been hard hit by technological change, globalization, and weakening labor unions. Reforms of immigration policy to support economic growth should thus be paired with a broader agenda and investments to raise the skills and earnings of workers without college degrees, whether native born or immigrant. The brief was commissioned for MPI’s multiyear Rethinking U.S. Immigration Policy initiative, which aims to generate a big-picture, evidence-driven vision for the role immigration can and should play in America’s future. To learn more about the initiative and read related research, check out the initiative's home page.
Topic:
Education, Immigration, Employment, and Labor Market
Political Geography:
North America and United States of America

17. How Does Immigration Fit into the Future of the U.S. Labor Market?

Author:
Pia M. Orrenius, Madeline Zavodny, and Stephanie Gullo
Publication Date:
08-2019
Content Type:
Policy Brief
Institution:
Migration Policy Institute (MPI)
Abstract:
2018 was a banner year for the U.S. economy, but long-run projections are much less bright. Intensifying forces—including the aging of the workforce, stagnating labor force participation rates, and emerging gaps between the skills U.S. employers seek and those workers possess—are poised to significantly reshape the U.S. labor market. Other trends, including globalization and automation, are likely to dramatically transform how and where work is done. Against the backdrop of these changes, this think piece asks: What role can immigration play in bolstering future workforce and economic growth, and meeting shifting demand for both high- and low-skilled labor? In addition to supporting labor force growth, the brief’s authors conclude that immigrant workers can help mitigate a number of other symptoms of the U.S. economy’s long-run malaise, including low productivity growth, declining domestic geographic mobility, and falling entrepreneurship. But while immigration may benefit employers, consumers, and some U.S. workers, it can adversely affect others, particularly low-skilled U.S. natives and earlier-arrived immigrants. A plan to increase employment-based immigration, the authors contend, should thus be paired with policies and programs to support these groups in acquiring new skills and shifting to growing sectors. The brief is part of MPI’s multiyear Rethinking U.S. Immigration Policy initiative, which aims to generate a big-picture, evidence-driven vision for the role immigration can and should play in America’s future. To learn more about the initiative and read related research, check out the initiative's home page.
Topic:
Education, Immigration, Employment, Economy, and Labor Market
Political Geography:
North America and United States of America

18. BEST Corp: Quality Training for Quality Jobs

Author:
Jenny Weissbourd
Publication Date:
07-2018
Content Type:
Working Paper
Institution:
Aspen Institute
Abstract:
Hospitality ranks among America’s fastest-growing sectors, but millions of hotel workers are not reaping the rewards. Boston Education, Skills & Training (BEST) Corp. is solving this problem by providing best-in-class training that prepares workers to excel and engages hotels in discussions about the value of training. BEST was founded in 2004 as a nonprofit workforce development program focused on helping individuals develop skills and find good jobs in Boston’s hospitality industry. BEST serves nearly 500 job seekers and hotel workers each year, with training in English, computer skills, culinary skills, and industry-specific certifications like food safety. Through career coaching BEST helps participants secure quality jobs and provides hotels with the skilled talent to thrive in an increasingly competitive industry. As the third prong of a productive labor-management partnership, BEST works closely with Local 26, the hospitality worker’s union, and its high road hotel employers. These 35 hotels pay a starting hourly wage as high as $21.43 to BEST graduates, and provide a generous benefits package, which includes career advancement training through BEST. BEST’s model programs benefit workers, hotels, and Boston’s regional economy by placing engaged employees in stable jobs. BEST reaches the working poor – particularly immigrants and people of color – and provides them with the opportunity to obtain a quality job and enter the middle class. Hotel partners report that BEST-trained workers bring the critical thinking skills and cultural competency to perform better with decreased turnover, contributing to stronger financial performance. The Aspen Institute’s interview with Alex Pratt, Area Director of Human Resources at Omni Hotels & Resorts, speaks to BEST’s vital role in preparing top talent and enabling operational excellence.
Topic:
Training, Job Creation, Labor Market, and Hospitality
Political Geography:
United States of America and North America

19. Competing on Service: The Case for Good Jobs at the Omni Hotel

Author:
Jenny Weissbourd
Publication Date:
07-2018
Content Type:
Working Paper
Institution:
Aspen Institute
Abstract:
In Boston’s increasingly competitive hotel industry, what does it take to stay on top? The Omni Parker House, America’s longest continuously operating hotel – and proud originator of the Boston cream pie – earns its four-star Trip Advisor rating by investing in its most important asset: its people. The first step is meeting basic employee needs through generous wages and full benefits. But the key to the Omni’s exceptional customer service lies in recruitment, training, and performance management systems that empower frontline staff to make decisions, solve problems, and advance to management roles. The Aspen Institute recently spoke with Alex Pratt, Area Director of Human Resources at Omni Hotels & Resorts, a chain of 53 hotels that includes Boston’s Omni Parker House. Alex brings more than 25 years of experience in hospitality, and has achieved industry-leading retention and high employee satisfaction at the Parker House. Alex is quick to credit partners for the Parker House’s success. He works closely with Local 26, the hospitality worker’s union, and with Boston Education, Skills & Training (BEST) Corp, a model workforce training organization also profiled by the Aspen Institute. BEST provides high road hotels like the Omni with skilled talent. BEST graduates excel in quality jobs where they have the autonomy to shine. In 2021, the Omni will open its second Boston hotel, a 1,054-room property in the Seaport district. One secret to winning the city’s competitive bidding process was a first-of-its kind proposal for an onsite BEST training center where current and prospective employees will develop exceptional hospitality skills. We spoke with Alex to learn more about how the Omni’s innovative people practices and partnerships are delivering winning outcomes for frontline workers, guests, and the hotel’s bottom line.
Topic:
Employment, Job Creation, Labor Market, Hospitality, and Customer Service
Political Geography:
United States of America, North America, Boston, and Massachusetts

20. Preferences on Redistribution in Fragmented Labor Markets in Latin America and the Caribbean

Author:
Sarah Berens
Publication Date:
12-2015
Content Type:
Journal Article
Institution:
German Institute of Global and Area Studies
Abstract:
This study investigates the extent to which labor market duali- zation polarizes preferences on redistribution between formal and in- formal sector workers in Latin America and the Caribbean. Differences in welfare state costs and benefits for these labor market groups are likely to fuel diverging incentives regarding welfare consumption. The article tests whether or not informal workers are driven mainly by eco- nomic self-interest to increase gains from public welfare goods. The study employed a hierarchical model on pooled survey data from the Latin American Public Opinion Project (LAPOP) 2008 and 2010 to analyze the risk exposure of formal and informal workers and, subse- quently, their preferences on redistribution. The analysis reveals that while economic self-interest is an influential factor for formal workers, it is (unexpectedly) much less so for informal workers. Also, an increased economically insecure environment, reflected by high unemployment rates, does not motivate informal workers to an exceptional degree to turn towards the state for redistribution, despite greater exposure to economic risk. Labor market dualization does not translate into polariza- tion at the individual level regarding redistributive preferences in Latin America and the Caribbean.
Topic:
Inequality, Welfare, Labor Market, and Redistribution
Political Geography:
South America, Latin America, Caribbean, and North America