Publications on Workplace & Industry Studies

About 7 percent of American workers held highly physically demanding jobs in 2006, and 35 percent held highly cognitively demanding jobs. The share of the workforce in physically demanding jobs fell by about one-sixth between 1971 and 2006, while the share in cognitively demanding jobs increased by more than one-third. Stressful occupations also grew rapidly over the past 35 years. The decline in physically demanding occupations will likely improve employment prospects for older adults, but the growth in cognitive demands may limit options for some older people, especially those with limited education.

This paper, written for the Workforce Alliance in Washington, D.C., analyzes data on recent employment and wage trends, as well as projections from the Bureau of Labor Statistics, to analyze the likely future demand for workers in "middle-skill" jobs –- i.e., those requiring more than secondary school but less than a bachelor's degree. Contrary to recent assertions that demand for middle-skill jobs will shrink dramatically (creating an "hourglass" or "dumbbell" labor market), we find that demand for such jobs will remain quite robust. The growth in supply of workers with these skills will also likely shrink as baby boomers retire and are replaced by immigrants. Thus, education and training programs that help less-educated workers gain these skills remain a worthwhile investment.

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As the U.S. population ages and the number of people reaching traditional retirement ages increases, employers need to do more to attract and retain older workers, many of whom are highly experienced, knowledgeable, and skilled. Successful approaches include offering formal and informal phased retirement options and creating flexible work arrangements, such as part-time work, flexible schedules, job sharing, telework arrangements, and snowbird programs. Federal, state, and local governments, as well as nonprofit organizations and post-secondary educational institutions, help older workers find employment and secure job training. They also educate employers about the value of older workers.

This issue brief focuses on how employer-sponsored insurance (ESI) coverage has changed among employees. It begins with a brief description of major forces driving ESI: changes in the workforce and the rising costs of health insurance over the four year period. Next, it examines the decline in ESI among employees and the underlying reasons determining whether an employee has ESI, specifically: employer sponsorship of ESI, employee eligibility, employee participation, and employee participation in ESI available through another family member's job. The issue brief concludes by examining how the reasons for the decline in ESI varied across different groups of employees.

This paper proposes a new federal funding stream to identify, expand, and replicate the most successful state and local initiatives designed to spur the advancement of low-wage workers in the United States. In the Worker Advancement Grants for Employment in States (WAGES) program, the federal government would offer up to $5 billion annually in matching funds for increases in state, local, and private expenditures on worker advancement initiatives. To gain funding, states would have to develop local advancement "systems", partnerships would be developed between local training providers and financial supports for the working poor—including child care, transportation, and stipends for working students—would have to be funded. Initially, the WAGES program would require states to compete for federal grants; states would have an incentive to innovate and use information from other initiatives. The federal government would provide substantial technical assistance and oversight.