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EMPLOYMENT
MARKET ANALYSIS AND RESEARCH (EMAR)
EMAR provides
advice on employment relations and labour markets supported by
an ongoing programme of evaluation and research. Projects typically
look at areas where we are interested in identifying good practice,
in assessing the impact of particular policies or regulations,
or examining emergent trends.
Employment
Relations Directorate's research projects are grouped under
three main headings that reflect the current focus of the directorate's
work. These underpin the overarching aim of the directorate, which
is to improve competitiveness. The three main themes are;
1. Participation
and Skills - to encourage participation and skills development
so that people can participate in the UK labour market.
2. Flexibility - to maintain a paramount strength of
the UK labour market.
3. Partnership and Infrastructure - to encourage people
to contribute to the success of the enterprise in which they
work and ensure there is effective machinery to resolve
grievances.
In addition
there are: Cross-cutting projects - which span two or more
of the main areas of work:
| Full
and fulfilling employment |
The
paper Full and fulfilling employment:
Creating the labour
market of the future
(244Kb)
analyses the UK labour market and sets
out the Government's vision of its future direction and the
policies being delivered to help achieve this. It
identifies three main themes:
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Full employment
— since 1997 employment has risen by 1.5 million
people, and adult and youth long-term unemployment has
fallen by more than three-quarters. The Government's
focus now is to address the particular areas and groups
that have not yet shared in this success.
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Promoting
diversity and choice — different
people will want to work different hours at different stages
in their lives. Employers need to draw from the full pool of
talent available and promote diversity and choice. Half the
growth of the working age population in the next ten years
will be from ethnic minority groups; exclusion of workers
from these groups is not an economic option.
-
Raising
productivity — if the UK matched US output per worker,
the domestic economy would benefit to the tune of an
extra £5,000 per worker every year. The analysis
rejects the caricature that the UK has to choose between
a job-destroying regulatory European social model and a
job-creating deregulatory US model.
The
Government has also published a comprehensive analysis of
European labour markets, Towards Full Employment in the
European Union.
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We have
also published brief details of:
| Publications |
All
completed project reports are available from the Publications
page, downloaded as .pdf files.
Information on the availability of certain publications can
be gained from publications@dti. |
| Workplace
Employee Relations Survey |
The
sponsors of the 1998 Workplace Employee Relations Survey (WERS
98) are actively considering the case for conducting a
fifth WERS in 2004. This is subject to securing the
appropriate funding. To inform their thinking about the overall
design and scope of another WERS, the sponsors have
conducted a consultation exercise
with academics, practitioners, think-tanks and
policy-makers. The consultation exercise ended on 16
September 2002. Views expressed and responses received
during the consultation period will inform the initial
development work for a fifth WERS. The sponsors have
recently published
a paper outlining the intended design
(59Kb)
for a fifth WERS.
They are currently engaged in consulting with teams of
specialists regarding a specific number of
questions/question areas to help inform the design of the
questionnaires.
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| The Second
Work-Life Balance Study |
The
study is a follow-up to the DfEE's 2000 WLB baseline study.
This provided statistically robust data on employer
provision of work-life balance practices and policies, as
well as employee take-up of and demand for these initiatives and
the impact of employers' provisions. The main aims of the
2002 study are in part to monitor what has changed
since the previous study was conducted, and also
provide a baseline for future evaluation in terms of the
provisions brought in under the Employment Act 2002,
specifically the duty on employers to give serious
consideration to requests from parents of young children to
work flexibly. The study is based on an employer and an
employee survey. The employers' survey has been published, The
Second Work-Life Balance Study: Results from the Employers'
Survey - Main report
(852Kb) and the expected publication date for the employee
survey is early 2004.
See also Working
Parents and Work-Life
balance websites. |
Hot
Topics
| Hours
of work | Pay entitlement
| Public holidays
| Employment agency standards
| Individual employment rights
| Redundancy arrangements
| Employee consultation
| Trade unions and collective rights
| European employment Directives
| Analysis and research (EMAR) |
Workplace partnership
| Publications
| Useful links |
Contact points
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Relations home page | Search
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Last
updated 2 December 2003
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