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The literature on British Muslim women’s labour market experience suffers from four lacunae: the inadequate analysis of the multi-layered facets of their identities and the disadvantages they face; the narrow range of labour market outcomes studied (primarily labour market participation and unemployment); a lack of recent studies on the integration of Muslim women, educated in the UK and with English as their first language, into the labour market; and the absence of material on several sub-groups due to the lack of data, notably Arab, Christian Indian and White-British Muslim women. Using a large sample of data from the 2011 British census, the analyses presented here suggest that most non-White women face significant labour market penalties, with religion having a greater impact on labour market outcomes than race/ethnicity; Muslim women were the most disadvantaged, compared to other religious minorities, more so in relation to unemployment levels, part-time jobs and out of employment history, than in relation to occupational class and over-qualification. The results also suggest that the penalties facing Muslim women shaped by their ethnicity; not all Muslim women were similarly disadvantaged.

In many countries, those considering enrolling in a Catholic college or university may have a choice between a few universities or none at all. In the United States, they can choose between more than 240 Catholic colleges and universities. This provides a rich array of choices, but it may also make the decision of where to apply and ultimately enroll more complicated. This article provides a simple framework to discuss some of the factors that affect the decision to enroll in higher education and where to enroll. Four basic sequential questions that students may ask are considered: (1) Should I go to college? (2) How should I select a college? (3) How can I compare different colleges? (4) Should I go to a Catholic college? By providing elements of response to these questions, the article provides insights into the decision to enroll in Catholic education and its implications for universities.

Students often find choosing a career to be one of the formidable choice since it affects not only their personalities but also their future life and income trajectory. Considering which, this study examines the various factors influencing students' career choice. In this study, responses have been collected from 342 commerce and management students through proportionate stratified sampling method. Upon validating the questionnaire's reliability and accuracy and collecting the necessary data, the objectives were achieved through the application of multiple regression analysis, t-tests, ANOVA and correlation assessments. Personal factors, future job opportunities and factors related to working conditions significantly contribute to students' career choices but Peer/Parents/Family-related factors and Financial Factors were found to be insignificant in the prediction of career choices. The link between factors and chosen careers is also moderated by the extent of obstacles such as financial/economic issues, personal difficulties and excessive educational requirements to pursue the course, with higher barriers decreasing the influence of different factors on students' career choices. This result encourages the need for tackling student challenges in choosing their career. This finding will aid organisations in developing HR strategies and will assist college counsellors to appropriately guide students in their future careers.

The first part of the report presents stylized facts of youth and labor markets in Africa. The second part discusses past youth employment interventions in the region. It argues for the need of an integrated approach should governments want to tackle youth employment issues in a sustainable manner. Indeed, in African countries, with large informal sectors and dominance of rural population, solely reforming labor market institutions and implementing active labor market policies are likely to have limited impact. It argues that the most needed and well-rounded approaches are: expanding job and education alternatives in the rural areas, where most youth live; promoting and encouraging mobility; creating a conducive business environment; encouraging the private sector; improving the access and quality of skills formation; taking care of demographic issues that more directly affects the youth; and reducing child labor.

Whilst only in the second decade of the 21st century, we have seen significant and fundamental change in the way we work, where we work, how we work and the conditions of work. The continued advancements of (smart) technology and artificial intelligence, globalisation and deregulation can provide a 'sleek' view of the world of work. This paradigm can deliver the opportunity to both control work and provide new challenges in this emerging virtual and global workplace with 24/7 connectivity, as the boundaries of the traditional organisation 'melt' away. Throughout the developed world the notions of work and employment are becoming increasingly separated and for some this will provide new opportunities in entrepreneurial and self-managed work. However, the alternate or 'bleak' perspectives is a world of work where globalisation and technology work together to eliminate or minimise employment, underpinning standardised employment with less and less stable or secure work, typified by the rise of the 'gig' economy and creating more extreme work, in terms of working hours, conditions and rewards. These aspects of work are likely to have a significant negative impact on the workforce in these environments. These transformations are creating renewed interest in how work and the workforce is organised and managed and its relationship to employment in a period when all predictions are that the pace of change will only accelerate.

PurposeThis study presents an effort to identify and understand the impact of the coronavirus disease 2019 (COVID-19) pandemic on the graduate employability (GE) of Universiti Sains Islam Malaysia (USIM) final year students. It examines the readiness of USIM's final year students to the internship during the lockdown period, the readiness to join GE programs and also employment prospects in the future.Design/methodology/approachA questionnaire survey was employed, and 1,445 USIM final year students participated in this study.FindingsThe findings reveal that USIM final year students are ready to perform their internship even during the lockdown period. Besides, the students are also ready to join GE programs conducted by USIM, even while COVID-19 pandemic still currently occurs. Meanwhile, for the employment prospects in the future, results show that they believed that the employment prospects in the future after COVID-19 is low. In addition, academic background and internship areas exacerbate COVID-19's impact on the perceptions of USIM final year students on the employment prospects in the future.Originality/valueThis study is believed to be a pioneering study in identifying the impact of COVID-19 on the GE. It also contributes by identifying students' readiness to perform their internship during lockdown period via work from home (WFH) approach as well as their perceptions on the employment prospects in the future.

This study assesses the potential for job creation through infrastructure investment in the Middle East and North Africa. The region has experience in making the most of infrastructure investments, but maintaining and spreading the momentum in infrastructure will be important to support future growth and job creation. To do so, policymakers will have to recognize that there are large differences in initial conditions across the region in terms of starting stock, needs, fiscal commitments, private sector participation and job creation potential. Overall, the region’s infrastructure needs through 2020 are quite large and estimated at about 106 billion dollars per year or 6.9 percent of the annual regional GDP. The differences in infrastructure and maintenance needs across sub-regions are also impressive, with developing oil exporters expected to require almost 11 percent of their GDP annually, while the oil importing countries and the GCC oil exporters expected to need approximately 6 and 5 percent of their GDP, respectively. Investment and rehabilitation needs are likely to be especially high in the electricity and transport sectors, particularly roads. Rehabilitation needs are expected to account for slightly more than half of total infrastructure needs. While oil exporters will be able to meet their national infrastructure needs if they maintain investment spending at rates prevailing in the 2000s, oil importers will fall short. The infrastructure sector has the potential to contribute to employment creation in MENA. The region could generate 2.0 million direct jobs and 2.5 million direct, indirect and induced infrastructure-related jobs just by meeting estimated, annual investment needs. However, the potential varies greatly across countries, and infrastructure alone will not resolve MENA’s unemployment problem. Going forward, decisions on what types of public spending to expand and what to downsize in order to achieve balanced budgets will have important implications for jobs. In designing country specific solutions, governments will have to tackle predictable challenges: the governance of job creation, the proper targeting and fiscal costs assessment of subsidies needed to create jobs, the design and fiscal costs of the (re)training programs needed and the expectations on the job creation effects of infrastructure.

This study examines the availability of entry level positions in academic libraries to better illuminate the status of the job market for current students and recent graduates of Library & Information Science programs. Over a twelve month period from 2010—2011, 1385 job advertisements were collected, with content analysis methods used to evaluate each advertisement by level of position, institution type, location, department, and job type. Findings revealed one-fifth of jobs advertised to be entry level, with seventy percent of all positions offered by universities, and public services accounting for more than sixty percent of entry level employment opportunities. Further research was conducted by contacting Human Resources departments at 33 institutions to ascertain the experience backgrounds of successful hires.

Depressed labour market conditions in Macedonia manifested by high and persistent unemployment rate, strong segmentation and prevailing long-term unemployment is considered as a heritage of more than two decades long period of transition. Unemployment has a number of negative consequences such a decreased income which is assumed to influence the subjective experience of unemployment. The negative macroeconomic shocks in Macedonia have been mitigated due to the strengthened role of alternative labour market adjustment mechanisms such as: employment in the informal sector, emigration and inactivity. However, their impact on the unemployed workers’ perceptions of stress and future labour market prospects is less clear-cut. In this paper we use results from a survey carried out on a sample of unemployed workers in Macedonia in order to identify the psychological implications of unemployment by assessing the perceived stress and employment prospects with particular reference to the role of alternative labour market adjustment mechanisms.