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Latest publications from WageIndicator - WageIndicator.org

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  • THE CONSEQUENCES OF THE IMPLEMENTED COVID-19 MEASURES ON GENDER-SPECIFIC LABOUR MARKET INEQUALITIES: A GLOBAL PERSPECTIVE. PRESENTATION FOR THE ILO'S "7TH CONFERENCE OF THE REGULATING FOR DECENT WORK NETWORK 6-9 JULY 2021" - JULY 2021 Already before COVID-19 there was a lot of gender inequality in the labour market (access, pay, working conditions). Parents / mothers struggled to reconcile work and family. The global COVID-19 measures severe impact demand for paid and unpaid labour and have and had severe consequences on working women worldwide. This presentation during the 7th Conference of the Regulating for Decent Work Network 6-9 July 2021 from the ILO discusses "What are the consequences for gender equality in employment?".  See the full conference agenda here: https://www.ilo.org/wcmsp5/groups/public/---dgreports/---inst/documents/meetingdocument/wcms_794440.pdf  
  • CROSS-COUNTRY STUDY ON THE GIG ECONOMY: 2020-2021 - MARCH 2021 While the platform economy is growing rapidly in the Netherlands and abroad, knowledge about income and legal positions of platform workers lags behind, both among policymakers and platform workers themselves. Systematically gathered knowledge is needed to achieve improvements, preferably in dialogue with platform workers and their representatives. A good view of schemes (or initiatives to create them) and income in a varied group of countries can be used immediately to achieve improvements with platform workers and their representatives. This includes collective bargaining agreements, contracts, remuneration systems, legislation and, of course, organisational forms, such as a trade union, a platform workers group, a cooperative, or a Facebook community. By means of the WageIndicator infrastructure and methodology, the existing knowledge arrears can be quickly and effectively made up. This report seeks to provide insights into the working conditions and rights of platform economy workers globally, and in particular: Argentina, South Africa, Spain, India and the Netherlands. The report gathers insights from the WageIndicator Foundation’s “Platform Workers: Decent Rights and Pay” survey data. In this regard, this report’s objective is to process, use, and offer action-oriented information that could fill in the knowledge gaps in the domains of rights, pays, and working conditions in the gig economy. While this report doesn’t aim to influence policy decisions, it does aim to discuss the conditions of the gig economy and the existing labour law surrounding the same. Key Words: Gig Economy, Platform Work, Gig Workers, Labour Rights, India, Argentina, Spain, South Africa and The Netherlands
  • UNDERSTANDING THE DRIVERS OF MINIMUM WAGE-SETTING: AN ANALYSIS OF 201 COUNTRIES - JANUARY 2021 As part of a webinar series, this presentation was done on January 15, 2021. discussed two major indices developed by the WageIndicator Foundation: the Minimum Wages Database (196 countries) and the Labour Rights Index (115 countries). The Labour Rights Index looks at every aspect of the working lifespan of a worker and identifies the presence of labour rights, or the lack of it, in national legal systems worldwide. It covers 10 indicators and 46 evaluation criteria. The Minimum Wages Database is the most updated and comprehensive database on statutory minimum wages worldwide. The webinar brings together Index makers and users, especially those who are building similar indices on labour market issues. The panelists and speakers come not only from multilateral organisations like ILO, World Bank but also academia like University of Amsterdam, Rotterdam and Global Labour University network and Trade Union bodies like ITUC and Worker Rights Consortium. The seminar is equally useful for policy makers who wish to know best practices in labour legislation and minimum wage setting. The presentation on Minimum Wage setting in 201 countries discussed what an effective minimum wage is how effective minimum wages are and how complex the rate can be, how often countries update their minimum wages and how they differentiate the minimum wage rates. 
  • CODEBOOK OF THE WAGES AND WORK SURVEY 2020 BANGLADESH - DECEMBER 2020 The codebook provides the list of variables and the list of variable values in the Wages and Work Survey 2020 Bangladesh.
  • WageIndex Report India 2019 - April 2020 The Central Statistics Organisation and International Monetary Fund has reported India as one of the world’s fastest growing major economy. Analysing its complex set-up and making an assessment of its 8 main sectors excluding agriculture, the WageIndex Report 2018 contributes to better understanding the interactions between the different structural issues and helps to identify strengths and pitfalls of the Indian labour market. Findings can be used to identify and tackle existing problems. Building on the existing research in the field, special attention is also given to issues such as gender, education or tenure groups. About the dataset and definitionsThe analysis presented in this report is based on the WageIndicator dataset covering the period of 3 years, from January 2016 to December 2018. This report provides a comparison of wage and working conditions figures for three years, January 2016 to December 2018. The wage analysis is based on data collected from Paycheck.in, the Salary Calculator and Monster Salary Index from the aforementioned period. The sample used for the analysis consists of more than 20000 respondents across India. For year 2018, there are 8559 respondents, 81.8% of which are men and 18.2% women. Due to the voluntary web survey method of data collection, there is a high share of people who are working in the ICT sector, which makes up about 40% of the sample. The sample contains only employees and the wages of self-employed people are excluded for this study. Employees from different age groups, industries, and various hierarchical positions in their respective occupations are covered in the sample.
  • Understanding the Drivers of Minimum Wage-Setting: An Analysis of 146 countries - October 2019 The current body of knowledge regarding statutory minimum wages ((S)MWs) addresses issues such as employment effects, median - minimum wage ratios (Kaitz index), and wage-setting mechanisms. In contrast, hardly any studies classify the issues with which MW rates are connected. This paper aims to do so by clustering such issues into dimensions, using a new database, the WageIndicator Minimum Wage Database. Currently this database con-tains 14,362 MW rates from 146 countries: 11 without SMW, 62 single rate-MWs and 73 multiple rate-MWs. Concerning the number of MW rates, India goes on top with 7,783 rates, followed by Ecuador (2,179 rates), Pakistan (1,426), and Sri Lanka (943). Countries’ MW setting has been positioned on four dimensions: full versus partial coverage (66% of countries have full coverage); purchasing power policies (13% include the relevant geogra-phical breakdown); mimicking collective bargaining (32% of countries), and differentiating MW rates according to special groups (37%). We found that the purchasing power dimension goes along with both full coverage and mimicking collective bargaining, but full coverage dimension is negatively associated with the mimicking bargaining dimension.Keywords: minimum wages, 146 countries, collective bargaining, purchasing power, special groups
  • WageIndicator presentations at the 6th ILO Regulating for Decent Work (RDW) Conference - Geneva - July 2019 Find all presentations from the WageIndicator team at the 6th ILO RDW 2019 Conference here. The presentations and research are done under and/or in collaboration with INGRID, the University of Amsterdam, Gajimu.com and CELSI. - - - -
  • WageIndex Report India - Indian Gender Pay Gap 2018 - February 2019 The existence of a gender differential in the wages for labour market services represents a universal phenomenon found in almost all countries regardless of the nature and structure of their economic systems. Worldwide, on average, women currently continue to be paid approximately 20 per cent less than men.</span > According to The Global Wage Report 2016-17 published by the International Labour Organization in 2016, the gender pay gap in India is among the highest in the world. Using the WageIndicator (Paycheck.in) continuous and voluntary web salary survey dataset this report analyses the Gender Pay Gap in India in 2018. </span >Key findings include that gender pay gap increases with higher education, higher skill levels, higher tenure, company’s growing size and the prestige of the occupations covered.
  • Compliance with Labour Law and Minimum Wages in the Garment Industry in Indonesia. Report of the Gajimu DecentWorkCheck Survey of WageIndicator in Indonesia 2017 – 2018 - October 2018 The garment industry is an important sector in Indonesia, because it provides jobs to 1.3 million persons (2014 labour force statistics). When including informal labour this number doubles almost to 2.4 million (2016 estimates). Most likely a considerable part of these workers produces for the domestic market and is not involved in the export industry. The value of Indonesian garment exports for 2016 was USD 7474 million. The Gajimu DecentWorkCheck Survey of WageIndicator is a survey that allows workers to test whether their jobs comply with the national Labour Law and with the applicable Minimum Wage rates. For 46 topics this report presents the findings of the DecentWork-Check Survey in the garment, textile and footwear industry in Indonesia. The survey is conducted as part of the gajimu/garmen project. This project aims to improve compliance with the Labour Law and Minimum Wage setting and to confirm so by means of collective bargaining agreements. The fieldwork for the survey started 16 July 2017, and this report uses the data until 6 August 2018, but the survey continues to date. The dataset holds information of 3,194 interviews with workers, including 30 HR officers. More than seven in ten survey respondents work in the garment industry, and another two in ten work in the textile industry. More than one third are based in Western Java, and another third in Banten. Six in ten are female, and half of all females are in their twenties, whereas the males are mostly in their thirties. The workers are working for 125 factories and these employ in total almost 250,000 workers, with an average of 2,016 workers per factory. Compliance with fair treatment topics, such as no discrimination, no sexual harassment, no child labour, no hazardous work for adolescents, is most frequently reported: 98 percent of the workers confirm so. Compliance with working time regulations is also considerably high with 92 percent of workers reporting that working hours are not excessive, that a paid annual leave and a weekly rest day is in accordance with the Law, and that a premium is paid for working on a rest day or a holiday. Compliance in the Minimum Wage cluster reveals that 86 percent of the workers is paid at least the relevant minimum wage, and that payments are almost always on time. Compliance in the health and safety cluster is reported by 87 percent of the workers. In this cluster, the rate for provision of fire extinguisher is highest and for provision of on-site medical facilities is lowest. Compliance in the cluster of maternity regulations is reported by 85 percent of the workers. The provision of 13 weeks of maternity leave is rated highest and that of nursing breaks for mothers lowest. Compliance in the social security cluster is reported by 92 percent of the workers, and within this cluster occupational injury benefits are reported most frequently and old age pension rights least frequently. Compliance in the employment contract cluster is reported by 78 percent of the workers, and this low rate is particularly due to employers hiring contract workers to perform jobs where permanent workers are required. Finally, the lowest compliance rate is in the cluster of the right to organise with 75 percent of workers reporting so. The vast majority of the employers allow workers to join a trade union, but a minority of employers allow workers to hold a strike. When compliance rates drop below 90%, factories, (local) governments, trade unions, and NGO’s should be challenged to undertake action for improving compliance. In the garment industry in Indonesia, specifically the low compliance with the Minimum Wages Rates and with the possibilities to hold a strike need attention. For the majority of the topics, no significant gender differences are noticed. Compliance rates with a few topics in the maternity and health and safety cluster are more often reported by women, whereas compliance rates with a few topics in the employment contract and minimum wage cluster are more often reported by men. Overall, the DecentWorkCheck Survey has shown that it is a useful instrument to measure compliance and the results have shown that compliance rates are decent.
  • Codebook WageIndicator Salary Survey 2016 - October 2018 update This document contains the variable and value information of the dataset of the WageIndicator Salary Survey, a web survey on work and wages, annual release 2016, for the version delivered to the IZA data archive . The IZA dataset comprises of a reduced list of all variables in the web survey, and it contains the continuous survey questions only. This document does not contain the variable and value labels of the project survey questions. More information about the web survey can be found in the 2010 codebook. 
  • The Future of Work - a presentation on June 26, 2018 On 26 June, 2018,  WageIndicator attended an Oxfam Novib discussion on the Future of Work in The Hague. Thinking about the role of the gig economy but also that 70% of the world population works in agriculture. The WageIndicator websites were seen as fresh new transparent tools for online empowerment everywhere in the world, even in The Netherlands. 
  • Changes in the Executive Bonus Payment Patterns in India Between 2008 - 2016: Some Evidences - March 2018 This article provides a brief overview of the trends in bonus payment to executives in India. Using data from the voluntary web based survey of Paycheck India, which is a part of WageIndicator Foundation, this article analyzes the trends in five types of bonuses, viz., performance, end-of-year, festival, profit-share and others, from 2008 to 2016, across public and private sectors and four types of industries, viz., manufacturing and construction; trade, transport and hospitality; commercial services; and public sector, health care and education. The results suggest that performance bonus is the most popular type of bonus, while profit-share is the least popular. However, from 2008 to 2016, the shares of all types of bonuses in both sectors (Public and Private) and all industries have been declining, and in most of the large industries and firms, bonuses in terms of cash payments are now restricted to fewer executives.
  • Decent Work Check and SDG Target 8.8: protect labour rights - December 2017 A lunch seminar presentation at AIAS Amsterdam / University of Amsterdam on December 14, 2017 by Iftikhar Ahmad, WageIndicator Foundation on the Decent Work Check and the SDG Target 8.8: SDG 8: Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all • 5 Targets and 7 Indicators relate to Decent Work • Target 8.8 • Protect labour rights and promote safe and secure working environments for all workers, including migrant workers, in particular women migrants, and those in precarious employment
  • Assessing the scale of women’s informal work: An industry outlook for 14 developing countries - December 2018 This chapter examines the difficulty of assessing the scale of informal employment from a gender perspective: as we show, the widespread paucity of adequate data of sufficient quality is a major obstacle. This, in turn, has significant implications for effective policy-making for the informal economy generally, and from a gender perspective in particular. We focus on industries where large shares of women workers may be assumed, in particular agriculture; wholesale and retail; and hotels, restaurants and catering. Evidence is presented from 14 countries covered in the 2008-11 Decisions for Life (DFL) project, a major trade union project aiming at empowering adolescent girls and young women in work in which the authors were involved as researchers. This project covered the large countries Brazil, India and Indonesia, the Commonwealth of Independent States (CIS) countries Azerbaijan, Belarus, Kazakhstan and Ukraine, and the sub-Saharan African countries Angola, Botswana, Malawi, Mozambique, South Africa, Zambia and Zimbabwe.
  • Manual and codebook of the WageIndicator Labour Law Database - Version 1 - October 2017 WageIndicator labour law specialist Iftikhar Ahmad and his team in Islamabad (Pakistan) collect all available information about the Labour Law in a country, following a structure of 13 main topics: Work & Wages, Compensation, Annual Leave & Holidays, Employment Security, Employment Security, Family Responsibilities, Maternity & Work, Health & Safety, Sickness and Employment Injury Benefits, Social Security, Equal Treatment at work, Child Labour, Forced Labour and Social Dialogue. Each topic is subdivided into three or more subtopics. The labour law information is explained in an easily understandable language, but at the same time it provides reference to the legal texts (quoting sections and articles of law). These texts are then uploaded in the COBRA-program, both in English and in the national language(s). For each topic, Cobra provides a set of questions to be answered: some require answers with numerical data, others are multiple-choice answers.
  • Raising Awareness and Compliance on 48 Themes in 152 Countries with WageIndicator DecentWorkCheck - July 2017 This paper presents a new way of comparing labour market regulations worldwide, i.e., through worker rights perspective. It documents a new tool, called DecentWorkCheck and uses it to analyse de-jure labour market institutions around 48 themes in 152 countries of the world. This selfassessment tool uses substantive elements of decent work agenda and converts these into legal indicators/questions that workers can easily respond to and know whether they are employed in decent working conditions. The comparative work aims to raise awareness among the masses about their rights and obligations at the workplace. The work presents a great opportunity to enhance worker awareness about their rights and can be expanded to further countries. The work is equally useful for academics, employers and policy makers worldwide. It maps 33 labour law indicators for 152 countries of the world and analyses labour law changes for more than 70 countries over the last five years (2012-17). The paper contends that compliance with labour legislation can be improved by increasing labour regulation awareness among the masses including workers and employers. WageIndicator’s work on labour law database creates this opportunity to increase awareness on labour rights in the most cost effective way. In 2016 alone, 39.5 million Internet users visited labour law pages on 92 WageIndicator country websites.
  • Institutional arrangements regarding Minimum Wage Setting in 195 countries - February 2017 ILO Conventions C026 and C131 challenge countries to implement minimum wage-fixing mechanisms. How many countries do have a statutory minimum wage ((S)MW)? How many apply differentiated MWs? How many set MW by Collective Bargaining (CB)? And how many do not have either of these? This paper adresses these four questions. On this behalf we merged 12 databases with information about MW fixing mechanisms and their coverage (Eurofound, ICTWSS, five ILO databases, MACHequity, three WageIndicator databases, WorldBank). They vary regarding years and countries covered and characteristics coded. Europea and Latin America were best represented, co Oceania least. The merged database includes information about 195 countries for five years (2011 – 2015). Clearly, the absence of a single institution responsible for collecting MW policies and rates impedes producing adequate wordwide overviews. Against this backdrop we present and discuss outcomes of our inventory. Based on the harmonised database (97 countries with data covering all five years) we found that between 2011 and 2015 the percentage of countries with a SMW policy increased from 92% to 94%. According to the merged database (all 195 countries) between 75% and 93% of these countries applied a MW-fixing mechanism in at least one year. If a differentiated MW is defined as covering part of the dependent labour force only data is available for OECD countries and some others, indicating that 15% of the 48 countries at stake applied a partial minimum wage. If a differentiated MW is defined as covering the entire dependent labour force though with varying rates, a database of 76 countries with a SMW allowed to conclude that 53% applied differentiated MWs. Most breakdowns were by industry, followed by geographical areas and occupation. We found that countries with multiple MWs tend to mimic CB outcomes. Using the merged database we found that less than 3% of developing countries applied MW fixing through CB. Across Europe this share was considerably higher but decreasing. We detailed the underlying changes. Finally, we studied which countries recently did not have a MW; this was the case (over at least three years) for 16 countries.
  • The Living Wage Eastern Africa project 2013-2016. Mid-Term Evaluation Final Report - June 2016 The starting point of the Living Wage1 Eastern Africa project (LWEA) was the preceding project ‘Decent Work Checks Southern Africa’, implemented in South-Africa, Zambia and Mozambique in the period 2009-2011. The LWEA is a follow-up project financed by the Dutch Ministry of Foreign Affairs and runs from 2013-2016. Enhancing food security in developing countries was one of the overarching policy aims of Dutch development cooperation in 2013. This position links up with United Nations policies. Their joint concern is prompted by the fear that the food crisis will be worsening over the coming decades. This combination of national and international priorities led the WageIndicator Foundation to design the LWEA project.
  • Manual and codebook of the WageIndicator Collective Agreements Database - Version 2 - May 2016 In a globalised world comparative and up-to-date data on wages and wage setting institutions is needed to understand the global economy in relation to national labour markets and industrial relations systems. Collective bargaining is considered an important instrument in wage-setting processes. However, this assumption is not underpinned with rich empirical data, because very little is known about what exactly is agreed in these collective bargaining agreements. Social partners or governmental institutions in some countries maintain databases with collective agreement texts, but few of them code the text according to a predefined set of characteristics. One reason may be that such databases require prolonged efforts to collect, read and code collective agreements. Even if databases are maintained on a country basis, across countries these agreements will be coded differently and on different levels of detail; thus, cross-country comparisons are not possible. This lack of data is an obstacle to the exploration of the range of issues negotiated in collective agreements, as well as their impact on individual labour market outcomes. It challenges the need for a global collective agreement database. This version is based on Version 1 from February 2016. </span >
  • WageIndicator Labour Law Database: A Comparative Tool for Understanding Labour Laws in 80 Countries - March 2016 An introduction to the ever growing worldwide database of Labour Law of the WageIndicator Foundation which functions as a comparative tool for understanding Labour Laws in 80 countries. The powerpoint presentation is freely available, and includes text spoken by Iftikhar Ahmad himself, the creator and manager of the worldwide database.
  • Inventory of Trade Union - Gender Pay Gap Policies and Activities in EU 29 countries - WITA GPG - September 2015 The equal rights and opportunities including the struggle for “equal pay for equal work” have been long time on the agenda of trade unions. “Women have historically been paid less than men  for  doing  the  same  job.  Contrary  to  widespread  belief,  this  struggle  for  equal  pay  did not  start  in  the  1960s,  but  has  been  taken  up  by  women  workers  since  the  late  19th century....
  • 10 Gender Pay Gap Clauses in Collective Agreements - WITA GPG - August 2015 Collective bargaining is one of the most important trade union tools to reach fair pay. Paradoxically the economic crisis of 2008 enforced trade unions to bargain for equality and collective agreements served to  reduce  pay inequalities.Despite  of  the  importance  of  collective  bargaining  to  deal  with inequalities, there are difficulties like “women  tend  to  be  less  involved  and  represented,  therefore their needs and specific pay issues are “routinely ignored”.
  • 15 Years of WageIndicator - August 2015 R e s u l t s . That is what we can proudly present after 15 years of hard work. Some of the contributors to this WageIndicator Conference Reader have been part of our rollercoaster ride right from the beginning. As you will leaf through this WageIndicator Conference Reader, you will find that each and every contribution speaks of commitment. All pieced together convey a broad picture of maturity and freshness. The old stem still produces new offshoots. The core is alive! What is this core?
  • Workers and labour market outcomes of informal jobs in formal enterprises in 9 sub-Saharan African countries - February 2015 How can an informal job in formal establishments be defined? Who has an informal job? What are the labour market outcomes? This article uses data of comparable face-to-face surveys in nine countries: Benin, Ghana, Guinea, Kenya, Madagascar, Niger, Rwanda, Senegal and Togo. An index for job-based informality is developed, based on employment status and contribution and entitlement to social security.
  • Bonus Payments in the Indian Formal Sector, 2008-2014 -January 2015 “Bonus Payments in the Indian Formal Sector” study attempts to identify the trends and pattern related to Executive Bonus Payment in Indian firms. The segment of executives covered in the study includes Managers, Supervisors, Senior Management, and Entry-level professionals.

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IELTS Indicator IELTS - Home of the IELTS English Test

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Indicators – TOS Indicators

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www.pcfinancial.ca

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4 hours ago Indicators Overlay. Hello All, This script shows the indicators in separate windows on the main chart. Included indicators are RSI, CCI, OBV, Stochastic, Money Flow Index, Average True Range and Chande Momentum Oscillator. indicator windows are located at the top or bottom of the chart according to last moves of the Closing price.

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6 hours ago A free keyword is an everyday word used as a search term, on its own or with others. A thesaurusized keyword is a word that, on its own or in combination with others, serves to precisely define the subject matter of a publication and that is used to access an alphabetical subject catalogue. In this context, keywords are assigned to each title in the catalogue using a …

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