Publications on youth employment

  1. © M. Crozet / ILO 2023
    Employment Policy Department Newsletter, May/June 2023

    24 May 2023

  2. How to support a job seeker? Handbook for Employment and Career Development Counselors

    15 May 2023

    In a world of work where changes are accelerating, the role of Employment Services is crucial. The employment counselor is essential to support professional transitions, in particular for the most vulnerable groups. However, the profession of adviser is complex. Having to combine knowledge in economics, law and human sciences, the employment professional must also acquire the skills, techniques and postures of the consulting relationship. This handbook offers the basics of the profession, to be adapted to the context of each country.

  3. A “market system” approach to promote decent work in the white goods value chain

    01 May 2023

  4. Egypt Youth Employment (EYE): Jobs and Private Sector Development in Rural Egypt “RAWABET” Ready Made Garments in Egypt: Market Systems Analysis

    01 May 2023

  5. A “market system” approach to promote decent work in the dairy value chain

    01 April 2023

  6. © Robynne Hu/Unsplash 2023
    Employment Policy Department Newsletter, Mar/Apr 2023

    29 March 2023

  7. What has been driving work-to-work transitions in the emerging world? – A comparative study of Indonesia and South Africa

    23 March 2023

    This paper examines the shape, prominence and drivers of work-to-work transitions in South Africa and Indonesia – two middle-income countries with similar development levels yet different labour market characteristics.

  8. Guidelines for employment diagnostics in times of continuous change

    08 March 2023

    This guidance note outlines ILO’s approach to employment diagnostics in order to analyse labour market dynamics in continuous change.

  9. SKILLS RECOGNITION MECHANISMS FOR SELECTED OCCUPATIONAL PROFILES OF MIGRANT WORKERS IN ETHIOPIA, KENYA AND SOUTH AFRICA

    16 February 2023

    The ILO Country Office for Ethiopia, Djibouti, Somalia, Sudan and South Sudan, and for the Special Representative to the AU and the ECA, through its “Better Regional Migration Management” project financed by the United Kingdom’s Foreign, Commonwealth and Development Office (FCDO) carried out a feasibility study on skills recognition mechanisms for selected occupational profiles, namely, domestic work and welding. The analysis of the study focused on different economic contexts and labour migration governance mechanisms, namely the intra-regional migration corridor: Ethiopia-South Africa, and the free mobility within a regional economic community (IGAD), with emphasis on the Ethiopia-Kenya migration corridor.

  10. COMPREHENSIVE ASSESSMENT OF THE STATE OF LABOUR MARKET AND MIGRATION INFORMATION SYSTEM IN ETHIOPIA

    16 February 2023

    Labour Market and Migration Information System (LMMIS) provides policy makers with up-to-date and forward-looking information for the formulation and monitoring of policies and actions that have an impact on the workforce and the labour market. It also acts as a system of alerts about possible gaps between labour supply and demand, thus it informs training institutions of unmet training needs. Considering this, the ILO Country Office for Ethiopia, Djibouti, Somalia, Sudan and South Sudan, and for the Special Representative to the AU and the ECA, through its “Better Regional Migration Management” project financed by the United Kingdom’s Foreign, Commonwealth and Development Office (FCDO) carried out a comprehensive assessment on the state of Labour Market and Migration Information System in Ethiopia. The assessment provided an overview of existing and available labour market and migration related data collection and analysis frameworks, systems and structures in Ethiopia, identified the strengths and weaknesses of existing labour market and migration related data collection and processing systems, and the specific data requirements to develop labour migration policies that are evidence-based and gender sensitive and that reflect real labour market needs.