New York SBDC Research Network

From Bureau of Labor Statistics : After reaching its historical peak at 67.1 percent in 2000, the labor force participation rate for all workers (age 16 and over) is projected to decline to 61.0 percent in 2026. The decline in the rate is largely the result of the aging population, as more and more workers move into higher age groups that tend to have lower participation rates. The overall labor force participation rate has been declining since 2000, dropping sharply following the 2007–09 recession and reaching 62.8 percent in 2016. The continued shift of the population into older age groups will have long-lasting effects on the labor force and the overall labor force participation rate. In 1996, the entire baby-boom generation was in the 25-to-54-year-old group, with a labor force participation rate of 83.8 percent. In 2001, the first of the baby boomers moved into the 55-and-older age group. Although the 25-to-54-year-old group shows the strongest attachment to the labor mark

From the Bureau of Labor Statistics : The unemployment rate for foreign-born persons in the United States was 4.3 percent in 2016, down from 4.9 percent in 2015, the U.S. Bureau of Labor Statistics reported. The jobless rate of native-born persons fell to 5.0 percent in 2016 from 5.4 percent in the prior year. Data on nativity are collected as part of the Current Population Survey (CPS), a monthly sample survey of approximately 60,000 households. The foreign born are persons who reside in the United States but who were born outside the country or one of its outlying areas to parents who were not U.S. citizens. The foreign born include legally-admitted immigrants, refugees, temporary residents such as students and temporary workers, and undocumented immigrants. The survey data, however, do not separately identify the numbers of persons in these categories. Highlights from the 2016 data: --In 2016, there were 27.0 million foreign-born persons in the U.S. labor force, comprising

From the Bureau of Labor Statistics : You enter the labor force, you work until a certain age, and you retire. Or maybe you don’t. More and more people are working into their later years, a trend that is expected to continue. According to the U.S. Bureau of Labor Statistics (BLS), about 40 percent of people ages 55 and older were working or actively looking for work in 2014. That number, known as a labor force participation rate, is expected to increase fastest for the oldest segments of the population—most notably, people ages 65 to 74 and 75 and older—through 2024. In contrast, participation rates for most other age groups in the labor force aren’t projected to change much over the 2014–24 decade. BLS data reveal how the age makeup of the U.S. labor force is changing. From 1970 until the end of the 20th century, older workers—which BLS defines as those ages 55 and older—made up the smallest segment of the labor force. In the 1990s, however, these older workers began to increase

As more and more companies begin outsourcing key business functions and enlisting the help of staffing agencies to provide workers, a fissure forms in the workplace, disrupting traditional employment relationships. Without a direct employee-employer relationship, these companies oftentimes mistakenly relinquish employer responsibilities which can have an adverse impact on workers who might experience a loss of benefits, inadequate health and safety protections, and sometimes lower pay. The Wage and Hour Division promotes compliance with a number of laws which impact almost every industry in the United States. One way to reach the 7.3 million establishments and 135 million employees covered by WHD laws in the U.S. is through planned initiatives. More from the US Department of Labor .

From the US Department of Labor blog : Someone recently asked me to name the one thing I couldn’t live without at work. My answer?  Technology.  I couldn’t do my job – or live my life – as effectively as I do now without information and communication technology (ICT). Considering that I’m blind, this answer is sometimes met with surprise. Some people don’t realize that individuals with disabilities also rely on technology – as long as it’s accessible – to perform daily tasks. I certainly do. I use a screen reader to relay the information on my computer screen, a Braille note-taking device and a smartphone with built-in accessibility features. To say that I’d be lost without these innovations is an understatement. Technology is paramount for  all  of us – whether we have disability or not – and this is particularly true in the workplace. 

Everyone deserves the opportunity to have an occupation that provides a decent standard of living. Increasingly, earning a middle class income requires that workers have a post-secondary credential and regularly upgrade their skills. The recession accelerated this occupational transformation.  For the nation’s economic well-being, workers and their communities need to adjust to the new realities of the labor market. However, evidence suggests a growing mismatch between worker capabilities and employer needs. Left unchecked, this gap will impair the economic health of the nation and its workforce. To address this issue, U.S. labor markets require access to current, accurate, detailed statistics. Labor market participants—individuals, educators, and employers—and policymakers at all levels of government need good data to make informed choices about, for example, career paths, training programs, hiring, and public investments. At present, however, labor market participants and policy

Occupations and industries related to healthcare are projected to add the most new jobs between 2012 and 2022, the U.S. Bureau of Labor Statistics (BLS) reported. Total employment is projected to increase 10.8 percent, or 15.6 million, during the decade. In addition to projecting employment for each detailed occupation, BLS depicts the education, related work experience, and on-the-job training typically needed for occupations. Occupations that typically require postsecondary education for entry are expected, on average, to grow faster than occupations that require a high school diploma or less. This news release [PDF] focuses on several areas of projections data: labor force and the aggregate economy, industry employment, occupation employment, education and training, and replacement needs.

Labor Force Characteristics by Race and Ethnicity, 2011 In 2011, the unemployment rate for the United States averaged 8.9 percent, but varied across race and ethnicity groups. The rates were highest for Blacks (15.8 percent) and for American Indians and Alaska Natives (14.6 percent) and lowest for Whites (7.9 percent) and for Asians (7.0 percent). The jobless rate was 13.6 percent for persons of two or more races, 11.5 percent for Hispanics, and 10.4 percent for Native Hawaiians and Other Pacific Islanders. WORKER DISPLACEMENT: 2009-2011 From January 2009 through December 2011, 6.1 million workers were displaced from jobs they had held for at least 3 years, the U.S. Bureau of Labor Statistics reported today. This was down from 6.9 million for the survey period covering January 2007 to December 2009. In January 2012, 56 percent of workers displaced from 2009-11 were reemployed, up by 7 percentage points from the prior survey in January 2010.

The unemployment rate for the foreign born was 9.1 percent in 2011, down from 9.8 percent in 2010, the U.S. Bureau of Labor Statistics reported . The jobless rate of the native born was 8.9 percent in 2011, compared with 9.6 percent in the prior year. The foreign born made up 15.9 percent of the labor force. Data on nativity are collected as part of the Current Population Survey (CPS), a monthly sample survey of approximately 60,000 households. The foreign born are persons who reside in the United States but who were born outside the country or one of its outlying areas to parents who were not U.S. citizens. The foreign born include legally-admitted immigrants, refugees, temporary residents such as students and temporary workers, and undocumented immigrants. The survey data, however, do not separately identify the numbers of persons in these categories.

This report from the Pew Hispanic Center analyzes labor market trends in the economic recovery from 2009 to 2011. The focus is on the change in employment by race, ethnicity, gender and nativity. The data for this report are derived from the Current Population Survey, a monthly survey of about 55,000 households conducted jointly by the Bureau of Labor Statistics and the Census Bureau. Data from three monthly surveys were combined to create larger sample sizes for individual groups of workers.

According to the Labor Department, more than 400,000 manufacturing jobs have been created since the start of 2010. America’s small manufacturers are a critical part of that. BLS and Census data reports that 98 percent of America’s manufacturing firms are small. More than one in three Americans who work in manufacturing, work at a small business. Read More .

Improving the skills, knowledge, and credential attainment of American workers is an urgent priority. Labor market forecasts point to significant skills shortages looming in the future, despite high unemployment. If left unaddressed, these shortages could slow the process of economic recovery and reduce our competitiveness in the global economy. Career pathway systems offer an effective approach to meeting these challenges. Through better alignment of education, training, and employment services among public agencies, they hold the promise of increasing the number of workers in the U.S. who gain the industry-recognized and academic credentials they need to work in the most in-demand occupations. The new toolkit , released by the U.S. Department of Labor's Employment and Training Administration, provides a road map for States and local areas interested in applying the career pathway approach to solving pressing workforce challenges.

The Foreign Labor Certification Data Center includes an Online Wage Library with Download Data Files, plus Foreign Labor Certification (FLC) disclosure data for the Permanent, H-1B, H-2A and H-2B programs.

In January, the Urban Institute released a report called " Current Strategies to Employ and Retain Older Workers ". Their reason for doing this can be found in their Executive Summary: "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." I just had a birthday, but I'm NOT writing this from the perspective of an "older&qu