Dutch Labour Market Research Articles

Occupations and careers within organizations: Do organizations facilitate unequal wage growth?

Recent research suggests that occupations and organizations intersect during the formation of wage inequality. Using administrative data from the Netherlands, I investigate whether workers who are employed in different occupations experience unequal wage growth when staying in an organization. Results reveal that workers in professional and managerial positions realize larger wage growth than workers who work initially in lower-status occupations. After six years of staying at the same organization, predicted wage growth rates vary between 5.44% for production workers and 10.18% for technical professionals. The findings indicate that occupations compound present and future wage advantages at the organizational level. I test whether occupational sorting across organizations with differing pay quality mediates part of the occupation-based heterogeneity in wage growth. The results show that occupational sorting is marked but that sorting explains only up to around 8% of inequality in firm-internal wage growth between different occupational classes in the Dutch labor market.

Starting flexible, always flexible? The relation of early temporary employment and young workers employment trajectories in the Netherlands

Using register data from Statistics Netherlands (2009–2019), this paper examines whether the first employment contract is related to early career outcomes for a cohort of young workers who entered the Dutch labour market in the period from late 2009–2013. Instead of looking at the timing of isolated transitions between employment states, 6-year-long trajectories are considered to identify differences in early career paths. Applying a Mixture Hidden Markov Model, eight distinct states of employment quality characterized by different contract types and incomes are identified. Transitions between these employment states reveal four early career patterns that differ according to their upward and downward mobility. Our results show that entering the labour market with a permanent contract does not necessarily lead to immediate wage growth, but provides a safeguard against volatile careers with frequent transitions in and out of employment. While entering the labour market with a fixed-term contract facilitates upward mobility, on-call and temporary agency work early in the career may negatively affect long-term labour market integration.

Reflecties op de praktijk en ethiek van heimelijke etnografie

Reflections on the practice and ethics of covert ethnography In scientific studies involving human subjects, voluntary informed consent is often regarded as a basic standard for ethical research. However, when it comes to ethnography involving the collection of data through (participant-) observation, this can present significant challenges. Ethnographers are often required to embed themselves in complex social worlds with numerous actors occupying a range of social roles and activities. Many ethnographers have openly discussed the challenges of ensuring fully informed consent within this context. These challenges are even more present when the research involves observing deviant, socially harmful, or (potentially) criminal activity. Studying such activity may require ethnographers to hold a ‘covert’ position to secure and maintain access to the research field. In this paper, I draw on my own experience conducting ethnography in the Dutch labour market. This research was carried out as part of my PhD project, exploring the nature of precarious work and exploitation of lowwage migrant workers in the Netherlands. Having recently completed my observational fieldwork, I offer some brief lessons and reflections from my experience that may be helpful to other researchers navigating the complex ethical realities of ethnographic research or considering adopting covert methods themselves.

How does institutional context shape work-related functionings for regular and self-employed workers? A contextualised application of the capability approach to Belgium, France and the Netherlands

PurposeAccording to Sen's theoretical framework of capability (1985), individuals reach their full potential once they have the freedom, intended as the set of functionings at their disposal, to do so. However, many critiques have been developed against the lack of embeddedness of the capability approach in social and political relations and structures. In this article, the authors investigate the influence of three institutional contexts (Belgium, the Netherlands and France) on the respective work-related functionings of self-employed and regular workers, with a focus on human capital investment and institutional support offered to them.Design/methodology/approachData from the European Working Conditions Survey (EWCS) are used to highlight similarities and differences in building work-related functionings for regular and self-employed workers. A regression analysis is provided at the country level.FindingsIn the three labour markets, the authors find that the building of work-related functionings is more successful for regular employees, especially as regards institutional support. Self-employed workers, on the other hand, need to rely on their individual capability as regards employment protection and human capital investment. However, the authors find interesting differences between the three institutional contexts. In both Belgium and France, self-employed workers are subject to higher instability in terms of changes in salary and hours worked, whereas atypical work is better positioned in the Dutch labour market. The Netherlands is also characterised by a less significant gap between regular and self-employed workers with respect to participation in training.Originality/valueIn this article, the authors contextualise Sen's (1985) theoretical framework by taking into account the institutional differences of labour markets. In particular, the authors provide a novel application of his capability approach to regular and self-employed workers in an economically relevant European area.

Fitting in and being unique: How online aesthetic advice from temporary work agencies legitimises exclusions

ABSTRACT This article investigates the aesthetic advice posted by temporary employment agencies on their websites. These agencies organise a substantial part of the Dutch labour market and they are known to apply exclusionary practices in their strategies of recruitment and selection in order to meet employers’ preferences. This article sheds light on (1) the content of the advice; (2) how it legitimises the importance of aesthetics for finding work; and (3) in what ways the advice serves the purposes of the agencies. An in-depth content analysis illustrates how the advice has the potential to reproduce exclusions, thus helping employment agencies adhere to employers’ exclusionary requests. Creating online content that generates traffic to the websites in this case causes a circular logic in which the importance of aesthetics is self-reinforcing. The study illustrates that the seemingly neutral and empty advice posted on websites may enforce exclusions in the temporary work labour market.

The Impact of Import Competition and Export Opportunities on the Dutch Labour Market

The Impact of Import Competition and Export Opportunities on the Dutch Labour Market

Part-Time Employment in the Breadwinner Era: Dutch Employers’ Initiatives to Control Female Labor Force Participation, 1945–1970

In the 1950s, part-time work gradually became an element of labor policy to activate women to participate in the labor market that could be transferred from one country to another. Support of part-time employment in the Dutch labor market, however, was initially not endorsed as a solution to the problem of low female labor force participation but was the outcome of a more complex set of deliberations, in which the moral economy of employers’ organizations conflicted with broader demands for increased productivity. The article contrasts the initial concerns of Dutch employers about increasing women’s labor force participation with the country’s later international role in advocating part-time work for married women on an international scale. The Netherlands thereby serves as a case study of how employers’ organizations instrumentalized part-time employment for their own moral economy based in the breadwinner ideology.

Professional intercultural communicative competence and labour market integration among highly-educated refugees in the Netherlands

Abstract In the last decade, thousands of forcibly-displaced people have sought refuge in the Netherlands. Many of them are highly educated, and their integration into the host society’s labour market could improve their own quality of life as well as making a significant contribution to the country’s economy. However, refugees face many challenges in their search for employment. This is the first exploratory study of the role that professional intercultural communicative competence (PICC) plays in highly-educated refugees’ integration in the Dutch labour market. Interviews and focus groups were used to collect data from refugees who had already successfully integrated into the Dutch workforce as well as from newcomers who were still in the process of achieving this. Content analysis was performed on the data, using rounds of deductive and inductive coding and analysis. The findings indicate that the development of PICC (including resilience) plays an important role in helping refugees overcome the challenges they face. The article discusses the implications of the findings – should they generalise – in terms of PICC training offered to refugees themselves (as part of their language courses) and to professionals who work with them, with the aim of facilitating and promoting the refugees’ labour market integration.

Making part-time work a fully-fledged alternative: How the Dutch social partners responded to a dual labour market, 1966–1993

ABSTRACT The Dual Labour Market theory suggests that in collective bargaining, the perceived threat of outsiders leads to a more beneficial outcome for insiders, while the outsiders are further marginalized. The history of part-time employment in the Dutch labour market suggests a different path. After female labour force participation started to increase in the 1970s, the Netherlands witnessed a growing divide between core workers with a ‘standard employment relationship’, who were mostly male breadwinners, and part-time working women who were often underpaid and had little protection against dismissal and other social risks. Flexible part-time jobs, however, were not just desired by women who aspired to combine work and care, these jobs also fitted the needs of certain businesses, particularly in the retail sector. To prevent low wage competition between retail companies, unions in the retail sector started to demand equal treatment between part-time and full-time employees. To mitigate the burden of more expensive part-time jobs, however, several organizations promoted high-quality part-time work across the sectors so that part-time workers would not crowd in one sector. Eventually, this programme was meant to contribute to making voluntary part-time work a legitimate and fully fledged option in the Dutch labour market

Flexland in wording.

Internationally, the 1980s marked a shift in economic policy. In the Netherlands, it was the decade of the supposedly moderate neoliberal turn and of the first round of flexibilization. Nowadays, the degree of flexibility of the Dutch labour market is exceptionally high compared to neighbouring countries. This article examines how the trade union movement in the 1980s responded to increasing flexibilization, which strategy was used, and how this contributed to early Dutch flexibilization. In contrast to the literature with an institutional perspective, this article analyzes the trade union movement from a social-historical perspective and as a social movement organization. As a result, it argues that the effects of rising flexibilization were signalled very early on within the trade unions. Be that as it may, both the priorities that followed from the agreements with employer organizations and the internal dynamics, were decisive for the trade union movement’s relatively late and unassertive responses towards the flexibilization of labour in the 1980s.

Regional Coronavirus Hotspots During the COVID-19 Outbreak in the Netherlands

We explore the impact of COVID-19 hotspots and regional lockdowns on the Dutch labour market during the outbreak of COVID-19. Using weekly administrative panel microdata for 50 per cent of Dutch employees until the end of March 2020, we study whether individual labour market outcomes, as measured by employment, working hours and hourly wages, were more strongly affected in provinces where COVID-19 confirmed cases, hospitalizations and mortality were relatively high. The evidence suggests that labour market outcomes were negatively affected in all regions and local higher virus case numbers did not reinforce this decline. This suggests that preventive health measures should be at the regional level, isolating hotspots from low-risk areas.

Stromen arbeidsmigranten vaker in de WW dan Nederlandse werknemers? Een decompositieanalyse van WW- instroom onder Oost-Europese arbeidsmigranten in Nederland

The large increase in Eastern European migrants entering the Dutch labour market has led to concerns about their potential claim on Dutch unemployment benefits. We use a decomposition analysis to investigate differences in uptake of unemployment benefits between migrants and native Dutch employees by analysing register data for all employees in the Netherlands in 2015. The results show that Eastern European migrants, similar to other migrants, receive unemployment benefit more often than native Dutch employees. This difference can be largely ascribed to job characteristics. The inclusion of unemployment risk in the analysis reveals that non‐working migrants are much less likely to receive unemployment benefits than Dutch natives.

Ethnic Discrimination in the Dutch Labor Market: Differences Between Ethnic Minority Groups and the Role of Personal Information About Job Applicants\u2014Evidence from a Field Experiment

In this study, we present the results of a large-scale field experiment on ethnic discrimination in the Dutch labor market. We sent fictitious job applications (N = 4211) to vacancies for jobs in ten different occupations in the Netherlands. By examining 35 different ethnic minority groups, we detect considerable differences in discrimination rates, predominantly between Western and non-Western minorities. Furthermore, we find little systematic variation in discrimination patterns with regard to gender, regions, and occupations, pointing to the existence of an ethnic hierarchy that is widely shared among employers. Finally, we do not find empirical support for the hypothesis that adding personal information in job applications reduces discrimination.

The Dutch labour market early on in the COVID-19 outbreak: Regional coronavirus hotspots and the national lockdown

We explore the impact of COVID-19 hotspots and regional lockdowns on the Dutch labour market. Using weekly administrative panel microdata for 50 per cent of Dutch employees until the end of March 2020, we study whether individual labour market outcomes, as measured by employment, working hours and hourly wages, were more strongly affected in provinces where COVID-19 confirmed cases, hospitalizations and mortality were relatively high. We do not observe a region-specific impact of COVID-19 on labour market outcomes.The results suggest individual characteristics are more important, including the employee’s age, type of contract and type of job. The evidence suggests that the decline of the labour market was all due to the impacts from the government-enforced lockdown and higher virus case numbers did not reinforce this decline. This suggests that preventive health measures should be at the regional level, isolating hotspots from low-risk areas.

Social capital and the labour market integration experiences of Afghan refugees in the Netherlands

ABSTRACT This study explores the access and use of social capital by Afghan refugees for their labour market integration in the Netherlands. Using a qualitative research method, I conducted 32 interviews with Afghan refugees who arrived in the Netherlands as part of different migration waves, obtained refugee status and integrated into the Dutch labour market for the first time. The findings reveal that Afghan refugees have access and use different types of social capital for support in their labour market integration process to a varying degree. The support from vertical bridging was found to be the most used and helpful form of social capital for many Afghan refugees in preparing for and entering into the Dutch labour market. No case of refugees who entered the Dutch labour market directly through the support from vertical bonding social capital was found. Moreover, it was found that access and use of different forms of social capital alone have no substantial impact on securing adequate employment and/or occupational status; however, there are also several other important factors.

Photographs of young generations on the Dutch labour market

AbstractIn the light of the decline of “standard” employment relationships in many countries and its particular effect on young people, this article provides a detailed analysis of the labour market trajectories of early‐career workers in the Netherlands between 1985 and 2014, adopting the approach of the sequence analysis of life‐course events. Using two indicators for instability (entropy and turbulence), the authors find that cohorts that entered the labour market after 2000, and particularly in 2008, experience greater employment status instability despite the flexicurity policies applied. Transitions into stable employment are the exception rather than the rule.

International student mobility and labour market outcomes: an investigation of the role of level of study, type of mobility, and international prestige hierarchies

Over the last decades, there has been increasing interest in the topic of international student mobility (ISM). However, there is surprisingly little analysis of the ways in which different characteristics and types of short-term ISM or the importance of host education systems and labour markets may affect early career outcomes of formerly mobile graduates. Therefore, in this study we explore, first, the relationship between participation in ISM at the Bachelor and Master level and graduates’ wages and the duration of education-to-work transitions. Second, we investigate variations in ISM labour market outcomes according to the type of mobility: study, internships, or combinations of both. Third, we examine the relationship between labour market outcomes of formerly mobile students and the country of destination’s position in higher education international prestige hierarchies and labour market competitiveness. We use the Dutch National Alumni Survey 2015, a representative survey of higher education graduates in the Netherlands, conducted 1.5 years after graduation. Before controlling for selection into ISM, the results suggest the existence of labour market returns to ISM and that the heterogeneity of ISM experiences matters as labour market outcomes vary according to the level of study, the type of mobility, and the positioning of the country of destination in international prestige hierarchies. However, after controlling for selection into ISM through propensity score matching, the differences in early career outcomes between formerly mobile and non-mobile graduates disappear, suggesting that they cannot be causally attributed to their ISM experience. We explain these results with reference to the characteristics of the Dutch education system and labour market, where restricted possibilities for upward vertical mobility limit returns to ISM in the local labour market.

Explaining differences in unemployment benefit takeup between labour migrants and Dutch native workers

AbstractThe large increase in Eastern European migrants entering the Dutch labour market has led to concerns about their potential claim on Dutch unemployment benefits. We use a decomposition analysis to investigate differences in uptake of unemployment benefits between migrants and native Dutch employees by analysing register data for all employees in the Netherlands in 2015. The results show that Eastern European migrants, similar to other migrants, receive unemployment benefit more often than native Dutch employees. This difference can be largely ascribed to job characteristics. The inclusion of unemployment risk in the analysis reveals that non‐working migrants are much less likely to receive unemployment benefits than Dutch natives.

Socio-Economic Participation of Somali Refugees in the Netherlands, Transnational Networks and Boundary Spanning

<p>In this article we analyse the socio-economic participation of Somali refugees in the Netherlands. Unemployment is higher among Somalis than any other refugee or immigrant group in the Netherlands and they face many obstacles when it comes to social and economic participation. At the same time, they are known for having a strong transnational orientation. We were interested to learn whether and, if so, how Somalis use their transnational networks to overcome obstacles on the Dutch labour market and how boundaries around formal labour markets are negotiated in order to access employment and to participate. We did so by focusing on two strategies employed to participate, namely through Somali organizations in the Netherlands and elsewhere, and by Somalis moving to the UK. In doing so, we looked at Somalis’ ability to span boundaries to create opportunities. The concept of transnational networks is helpful in understanding Somalis’ daily realities, but conceptually it does not seem to fit entirely as these networks usually only refer to connections with the ‘homeland.’ We argue that Somalis’ boundary-spanning activities move beyond national levels and involve various scales, sites, and settings. The data we refer to are derived from focus group discussions with 66 Somali people in Amsterdam and 20 interviews with experts who work with the Somali community in the Netherlands. These discussions and interviews were held in 2013–14. We also draw on 20 interviews with Somali organizations in the Netherlands about their transnational orientation, which were conducted between 2010 and 2013 in the context of another research project.</p>

The Dutch Labour Market Early on in the Covid-19 Outbreak: Regional Coronavirus Hotspots and the National Lockdown

We explore the impact of COVID-19 hotspots and regional lockdowns on the Dutch labour market. Using weekly administrative panel microdata for 50 per cent of Dutch employees until the end of March 2020, we study whether individual labour market outcomes, as measured by employment, working hours and hourly wages, were more strongly affected in provinces where COVID-19 confirmed cases, hospitalizations and mortality were relatively high. We do not observe a region-specific impact of COVID-19 on labour market outcomes. The results suggest individual characteristics are more important, including the employee's age, type of contract and type of job. The evidence suggests that the decline of the labour market was all due to the impacts from the government-enforced lockdown and higher virus case numbers did not reinforce this decline. This suggests that preventive health measures should be at the regional level, isolating hotspots from low-risk areas.