IZA World of Labor role
Author, Topic spokesperson
Head of Scientific Management, IZA, Germany
Evaluation of labor market policies, migration, education, discrimination
Positions/functions as a policy advisor
International Labour Organization; International Organization for Migration; Federal Anti-Discrimination Agency; Federal Ministry of Finance; Federal Ministry of Labor and Social Affairs, United Nations Development Program; Deutsche Gesellschaft für Internationale Zusammenarbeit; Federal Ministry for Economic Cooperation and Development (BMZ)
PhD Economics, Free University of Berlin, 2009
“Another economic miracle? The German labor market and the Great Recession.” IZA Journal of Labor Policy 1:3 (2012): 1-21 (with K. F. Zimmermann).
“Short-time work: The German answer to the Great Recession.” International Labour Review 152:2 (2013): 287-305 (with K. Brenke and K. F. Zimmermann).
“Is Germany the North Star of labor market policy?” IMF Economic Review 61:4 (2013), 702-729 (with K. F. Zimmermann).
“Youth unemployment in Europe: What to do about it?” Intereconomics 48:4 (2013): 230–235 (with W. Eichhorst and H. Hinte).
“Kick it like Özil? Decomposing the native-migrant education gap.” International Migration Review 49:3 (2015): 757-789 (with A. Krause und S. Schüller).
The transformation of a notoriously rigid labor market into a role model of its own style is essentially completeThe EU's largest economy, Germany, has managed to find an effective and unique combination of flexibility and rigidity in its labor market. Institutions that typically characterize rigid labor markets are effectively balanced by flexibility instruments. Important developments since 2000 include steadily decreasing unemployment rates (since 2005), increasing participation rates, and (since 2011) moderately increasing labor compensation. The German labor market was remarkably robust to the impacts of the Great Recession, thus providing a useful case study for other developed countries.MoreLess
Blind recruitment can level the playing field in access to jobs but cannot prevent all forms of discriminationUlf Rinne, October 2018The use of anonymous job applications (or blind recruitment) to combat hiring discrimination is gaining attention and interest. Results from field experiments and pilot projects in European countries (France, Germany, the Netherlands, and Sweden are considered here), Canada, and Australia shed light on their potential to reduce some of the discriminatory barriers to hiring for minority and other disadvantaged groups. But although this approach can achieve its primary aims, there are also important cautions to consider.MoreLess