IZA World of Labor - July 2015 Newsletter

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Program evaluation

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Articles

Program evaluation

Occupational and classroom training

Wage subsidies and in-work benefits

Counseling, sanctioning, and monitoring

Micro-credits and start-up subsidies

Child-care support, early childhood education, and schooling

Behavioral and personnel economics

Pay and incentives

Organization and hierarchies

Human resource management practices

Migration and ethnicity

Labor mobility

Performance of migrants

Implications of migration

Migration policy

Labor markets and institutions

Wage setting

Insurance policies

Redistribution policies

Labor market regulation

Entrepreneurship

Transition and emerging economies

Labor supply and demand

Gender issues

Demographic change and migration

Institutions, policies, and labor market outcomes

Development

Active labor market programs

Microfinance and financial regulations

Technological change

Social insurance

Skills and training programs

Environment

Education and human capital

Economic returns to education

Social returns to education

Schooling and higher education

Vocational education, training skills, and lifelong learning

Demography, family, and gender

Country labor markets

View all articles

Key topics

Covid-19—Pandemics and the labor market

Youth unemployment

How should governments manage recessions?

Workplace discrimination

The aging workforce and pensions reform

Digital transformation, big data, and the future of work

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July 2015 Newsletter

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News
July 2015

In this edition:

Spotlight on: The beauty premium
Top stories
Latest articles
Events
In the news

Join the debate

Spotlight on: The beauty premium

Empirical research has proven that physically attractive workers enjoy greater success in the labor market, and can earn up to 15% more than those considered less attractive.

In her recently published article, Eva Sierminska writes that a "beauty premium" exists in society, and less attractive people must work harder and be more productive in order to achieve the same wage as a beautiful colleague.

The effect is particularly prevalent in customer-facing roles such as salespersons, advertising executives, and customer service personnel. In certain cases, research finds, that hiring good-looking employees benefits the employer by increasing profitability and productivity.

Sierminska writes that implementing anonymous job applications, and banning photos on applications, is one method employers and policymakers can use to limit the level of appearance-based hiring discrimination.

For more insights into our research on the beauty premium, take a look at our interactive evidence map.

The top stories Global issues in labor economics

Iceland is the best country in the OECD for harnessing the potential of older workers. What are the policy recommendations for following their example?

The Mediterranean crisis is primarily a refugee crisis, says the United Nations Refugee Agency. What can European countries do to respond to the refugee crisis?

Only half of all workers in the US are confident they will have enough money to live on when they retire. What approaches can be taken to limit the demographic challenges of aging populations?

Daughters of women who have working mothers have better careers and more equal home lives according to a new study by Harvard Business School. Read more here.