The Netherlands should improve its policies to attract and retain highly skilled migrants in order to address labour shortages and strengthen its position as a knowledge-based economy, according to a new OECD report.
The Dutch labour migration system has undergone substantive changes in recent years. To induce a transition to more high-skilled migration, a programme based on salary thresholds has grown in volume while a programme based on work permits after a labour market test has shrunk. New programmes target international graduates either of Dutch educational institutions or of selected institutions abroad. Changes to immigration procedures have shifted responsibility to migrants' employers and have greatly reduced processing times. This review first examines the composition of labour migration to the Netherlands, in the context of present and expected demand in the Dutch labour market. Following a discussion of various programmes and procedures, the review assesses how labour migration contributes to the strategic development of sectors and to employment in regions. It then explores the determinants for the retention of high-skilled migrants and for the integration of international graduates into the Dutch labour market.
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The labour market recovery in the Netherlands is lagging behind. As of the last quarter of 2015, the unemployment rate stood at 6.7%, just one percentage point lower than its cyclical peak and three percentage points higher from its level at the start of the global financial crisis. As a result of the sluggish recovery, the unemployment rate in the Netherlands is now slightly higher than that for the OECD as a whole.
Des compétences solides et adéquates sont indispensables pour asseoir la productivité des travailleurs et assurer des résultats satisfaisants sur le plan de l’emploi. Développer les compétences des travailleurs aurait également pour effet d’accroître leur degré de satisfaction personnelle et leurs salaires, contribuant ainsi à rendre la croissance plus inclusive.
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These rapid policy assessments provide a baseline analysis with focus on one of the key target groups of inclusive entrepreneurship policy (i.e. youth, seniors, women, migrants or the unemployed).
This Forum does not mark the end of a process. It was a key step aimed at sharing the main conclusions of our work on Mental Health and Work and to discuss where we stand, with the goal of connecting health policy makers and employment policy makers in order to discuss an issue that they can only solve together.
Introductory remarks at the high-level OECD Policy Forum on Mental Health and Work: Bridging Employment and Health Policies, The Hague, Netherlands, 4 March 2015
Il ressort d’un nouveau rapport publié par l'OCDE que les Pays-Bas devraient accroître l’aide dispensée aux travailleurs qui souffrent de troubles mentaux et à leurs employeurs, et s’attaquer à la stigmatisation sociale persistante associée à ces maladies et à leur méconnaissance.
Tackling mental ill-health of the working-age population is becoming a key issue for labour market and social policies in OECD countries. OECD governments increasingly recognise that policy has a major role to play in keeping people with mental ill-health in employment or bringing those outside of the labour market back to it, and in preventing mental illness. This report on the Netherlands is the seventh in a series of reports looking at how the broader education, health, social and labour market policy challenges identified in Sick on the Job? Myths and Realities about Mental Health and Work (OECD, 2012) are being tackled in a number of OECD countries.
Given the ageing challenges, there is an increasing pressure in OECD countries to further boost the employability of the working-age population over the coming decades. This report provides an overview of policy iniatives implemented over the past decade in the Netherlands and identifies areas where more should be done, covering both supply-side and demand-side aspects. To give better incentives to carry on working, the report recommends to promote longer contribution periods in the second-pillar pension schemes, and ensure better information and transparency of pension schemes, with a special focus on groups with low financial literacy. On the side of employers, it is important to progress towards more age-neutral hiring decisions and wage-setting procedures with more focus on performance and less on tenure and seniority. To improve the employability of older workers, the focus should be to promote training measures for older unemployed which are directly linked to a specific job. The large diversity in municipal "Work-First"programmes should be utilised in designing mor effective activation policies targetted on those at risk of losing contact with the labour market.