English, PDF, 1,014kb
Vale Case study on aboriginal workforce development by Peter Langlois during Session 5 of the 7th Plenary PD-NR Meeting
English, PDF, 37kb
Liberia Key Attributes on long-standing contracts presentation given by Hon. Sam Russ, Deputy Minister of Operations, Ministry of Lands, Mines and Energy of Liberia
English, PDF, 329kb
Key Attributes on long standing contracts presentation given by Darryl Egbert, Senior Global Fiscal Regimes Consultant Exxon Mobil during Session 3 of the 7th Plenary Meeting PD-NR.
English, PDF, 643kb
Negotiation Support Portal Presentation given by Sam Szoke Burke Legal Researcher at Columbia Centre on Sustainable Investment during the 7th Plenary Meeting PD-NR
English, PDF, 362kb
Keynote address by H.E. Mr. Mosebenzi Joseph Zwane at the Seventh Plenary PD-NR Meeting
English, PDF, 56kb
Welcoming remarks given by H.E. Mr. Abdoulaye Magassouba at the 7th Plenary PD-NR Meeting
English, PDF, 139kb
Welcoming Remarks by Günter Nooke at the 7th Plenary Meeting PD-NR
Job displacement (involuntary job loss due to firm closure or downsizing) affects many workers over the course of their working lives. Displaced workers may face long periods of unemployment and, even when they find new jobs, tend to be paid less than in the jobs they held prior to displacement. Helping displaced workers get back into good jobs quickly should be a key goal of labour market policy. This report is the sixth in a series of reports looking at how this challenge is being tackled in a number of OECD countries. It shows that Denmark has effective policies in place to quickly assist people who are losing their jobs, in terms of both providing good re-employment support and securing adequate income in periods of unemployment. Despite a positive institutional framework, a sound collaboration between social partners and a favourable policy set-up, there is room to improve policies targeted to displaced workers as not every worker in Denmark can benefit from the same amount of support. In particular, workers affected by collective dismissals in larger firms receive faster and better support than those in small firms or involved in small or individual dismissals. Blue-collar workers are also treated less favourably than white-collar workers. More generally, low-skilled and older displaced workers struggle most to re-enter the labour market.
What happens to workers who lose their jobs due to firm exit – how quickly are they re-employed and what are the policies that can aid this process?
Now is the time to take strong action to ensure the best future possible for all children around the world. Let’s tap into all the positive energy that this ground-breaking summit has generated. Through our leadership and joint work, we can turn words into action, bringing the future we want into reality.