As of a 2019 report, it is forecast that over 23 million jobs will be enhanced by virtual reality (VR) and augmented reality (AR) technologies globally by 2030, an increase from the 800 thousand jobs that were enhanced by VR and AR in 2019. VR, AR, and mixed reality (MR) is often referred to as extended reality (XR), an emerging term used for all immersive technologies.

Economic benefits of VR worldwide

Global spending on augmented reality and virtual reality (AR/VR) is forecast to grow once more in 2020, with the consumer VR hardware and software market also projected to experience an upward trend through to 2023. The potential impacts of new technologies like VR are now more apparent globally, with forecasts suggesting VR will boost GDP worldwide by 450.5 billion U.S. dollars by 2030. In addition to this, it is predicted that over 23 million jobs will be enhanced by VR/AR technologies globally by 2030.

Economic benefits of VR in Europe

For European nations, VR is forecast to bring about a number of social and economic benefits. A boost to gross domestic product (GDP) of 20.1 billion U.S. dollars by 2030 has been projected in the UK, whilst in France, GDP is forecast to receive a 14.4 billion U.S. dollar boost as a result of VR technology. Furthermore, over 400 thousand jobs will be enhanced by VR/AR in the UK by 2030, an increase from the 10 to 15 thousand jobs that were enhanced by VR/AR in the UK in 2019.

The global digital job search platform market is experiencing robust growth, driven by increasing internet penetration, the rise of remote work, and the adoption of advanced technologies like AI and machine learning in recruitment processes. The market size in 2025 is estimated at $25 billion, exhibiting a Compound Annual Growth Rate (CAGR) of 15% from 2025 to 2033. This substantial growth is fueled by several key factors. Firstly, businesses of all sizes are increasingly relying on digital platforms to streamline their recruitment processes, reducing costs and improving efficiency. Secondly, job seekers are increasingly turning to online platforms to search for job opportunities, driven by convenience and access to a wider range of options. Thirdly, continuous innovation within the sector, encompassing features like personalized job recommendations, AI-powered matching algorithms, and advanced analytics, enhances the user experience and drives market expansion. The market segmentation reveals a strong demand across full-time and part-time employment, with significant growth observed in both enterprise and municipal applications. The competitive landscape is fiercely contested, with established players like LinkedIn, Indeed, and Monster competing alongside emerging specialized platforms. Geographical distribution shows strong growth across North America and Asia-Pacific, reflecting the high internet penetration and significant population sizes in these regions. The market's sustained growth is expected to continue into the forecast period, primarily due to the ongoing digital transformation of the recruitment industry and the increasing preference for online job search among both employers and employees. However, challenges remain, including data privacy concerns, the need to address skill gaps in the tech-driven recruitment environment, and the potential for market saturation in certain segments. Addressing these challenges through technological advancements, enhanced data security measures, and strategic partnerships will be crucial for sustained market expansion. The increasing adoption of mobile-first strategies, along with the integration of virtual reality and augmented reality technologies into the job search experience, will further shape the future landscape of this dynamic market. The consistent evolution of the platform's features and functionalities, driven by user demands and technological advancements, will ensure its enduring relevance in the evolving world of work.

The global digital job search platform market is experiencing robust growth, driven by increasing internet penetration, the rise of mobile devices, and the evolving needs of both job seekers and employers. The market's shift towards digital platforms is undeniable, fueled by the efficiency and scalability these platforms offer. While precise market size figures are unavailable, considering the significant presence of major players like LinkedIn, Indeed, and Monster, alongside regional giants like 51job and Naukri, a conservative estimate places the 2025 market size at approximately $25 billion. This figure reflects the extensive reach and multifaceted services offered by these platforms, encompassing job postings, recruitment tools, candidate screening, and professional networking features. A Compound Annual Growth Rate (CAGR) of 12% over the forecast period (2025-2033) is plausible, considering the continuous innovation in AI-powered matching technologies and the increasing demand for specialized skills across diverse sectors. Segment-wise, the enterprise application segment is expected to dominate due to the higher spending capacity of larger organizations on recruitment solutions. Within the type segment, full-time job postings will likely comprise the larger share. Geographic distribution reflects established markets like North America and Europe, with significant growth potential in rapidly developing economies of Asia Pacific and the Middle East & Africa, driven by increasing digital literacy and urbanization. Restraints could include data privacy concerns, competition from niche platforms, and the ongoing need to address bias in algorithmic recruitment processes. The market’s future trajectory will be shaped by several factors. Further advancements in AI and machine learning will enhance job matching accuracy and personalize user experience. The integration of virtual reality and augmented reality technologies could revolutionize the interview process and enhance candidate engagement. Growing emphasis on diversity, equity, and inclusion initiatives within organizations will necessitate platform improvements to minimize biases and foster inclusive recruitment practices. The competitive landscape will remain intense, with established players innovating and new entrants vying for market share. However, the overall outlook remains positive, fueled by the ongoing digital transformation of the recruitment process globally. Strategies focusing on enhanced user experience, improved data security, and the incorporation of innovative technologies will be crucial for success in this dynamic market.

In March 2024, the youth unemployment rate in Italy was 22.8 percent. The problem of unemployment in Italy became critical in the first years of the financial crisis, which started in 2008. Although the labor market crisis seriously affected the entire Italian working population, it particularly impacted the youngest part of the labor force. Between 2008 and 2014, the share of unemployed individuals aged between 15 and 24 years increased by more than 15 percentage points. Despite a steady decline observed after 2014, youth unemployment still stood at almost 30 percent as of 2020. The effects of the 2011-2012 financial crisis: dream job versus harsh reality Newly graduated and often looking for a first job, young people are particularly vulnerable to stagnation in the labor market. Considering the difficulties in finding a job during and after the years of the financial crisis, about 48 percent of young Italians declared in 2018 that they would accept a job that does not meet their career aspiration. One fourth of the respondents stated that they would accept a monthly salary of 500 euros. Youth unemployment rate in the EU: a serious challenge for Spain and ItalyItaly was the country with the fifth-highest youth unemployment rate among the EU member states in August 2023. The country with the highest youth unemployment was Spain, where more than one out of four individuals were unemployed.

Abstract

On 17 December 2015, the General Director of General Statistic Office issued Decision No 1160/QD-TCTK on the 2016 Labour Force survey, along with its survey plan. The purpose of the survey was to collect the information on 2016 labor market participation from those people who are 15 years old and above currently residing in Vietnam; regarded as a basic for aggregating and compiling national statistical indicators on labor, employment, unemployment and income. These results would support for ministries and branches assessing and comparing the changes in labour market among quarters within the reference year as well as with those of previous annual labour force surveys conducted by GSO. These results would be also considered as a basic to develop and plan policies on human resource development; activities of investment, production and business accordant with the development trend on labor market; as well as to access and apply International Labor Organization’s updated recommendations on labor and employment, especially in term of “labor under-utilization” into the reality of Vietnam. The statistics would be aggregated quarterly for the national and regional levels; and yearly for the provincial level.

Geographic coverage

Whole country.

Analysis unit

• Households
• Individuals ages 15 and above

Universe

Population ages 15 and over (working age population).

Kind of data

Sample survey data [ssd]

Sampling procedure

Sampling frame The sample of 2016 Labor Force Survey is the 2 stage stratified sample in order to ensure the presentative of quarterly aggregated statistics for the whole country, urban/rural, 6 social economic regions, Hanoi and Hochiminh cities as well as annually aggregated ones for 63 provinces/cities. Each province/city would constitute a main stratum with two sub-stratums namely urban and rural ones. The sampling frame is based on the 2015 Inter-censal Population and Housing Survey's selected enumeration areas.

Sample size The 2016 Labor Force Survey was conducted with the sample size of 50.640 households/quarter, (that is, equivalent to 16.880 households/month). The sample size was designed and allocated to ensure the statistical significance/ preventative of quarterly aggregated statistics at regional level and annually aggregated ones at provincial level.

Sampling deviation

The sample of this survey is stratified into 2 stages and designed as follows:

• Stage 1 (selecting EAs): Each province/city will constitute a main stratum divided into 2 sub stratums (of which, one will be representative for urban areas and the other is for rural areas). At this stage, list of provincial enumeration areas (the master sample frame – taken from the 1/4/2014 Inter-censal Population and Housing Survey’s 20% sample) will be divided into 2 independent sub-sample frames (urban and rural), and EAs will be selected by the method of probability proportional to size - PPS.

• Stage 2 (selecting households): At each selected EA (that is determined in stage 1), after updating the EA and making the list of households, the updated list of households will be divided into 2 groups (defined as the upper/first and the lower/ second half of the list of households). Then, at each half, 15 households will be selected systematically.

In order to improve the design efficiency and ensure to the reliability of survey sample, the sample will be selected alternately (under the 2-2-2 rotation). By this way, each EA will be divided into 02 rotational groups, whose households will be selected into sample in two adjacent quarters, and then excluded in 2 succeeding adjacent quarters, finally selected again into the sample in 2 following adjacent quarters. Each EA will be selected into the sample 4 times during a year at most.

Mode of data collection

Face-to-face [f2f]

Research instrument

Single questionnaire covering: - Household characteristcs - Individual characterists for those ages 15 and over as well as information on economic activity or inactivity

Response rate

Residence/Socio-economic region Total Male Female Labor force participation rate Entire country 100.0 100.0 100.0 77.5 Urban 31.9 32.0 31.9 71.0 Rural 68.1 68.0 68.1 81.0

The COVID-19 pandemic, a global health crisis, was acutely felt in the labour market for many young workers. Importantly, precarious employment, identified as an emergent social determinant of health, may negatively affect the mental health and well-being of young workers. To this end, we engaged with young workers to understand their workplace needs and challenges in the COVID-19 era and hear their recommendations for action. Semi-structured interviews and a graphic recording focus group were conducted with 33 young workers aged 18–26 years old in Manitoba, Canada, who had worked a minimum of 30 hours per week prior to COVID-19 onset and were living independent of their parents. Analysis involved delineating units of meaning from the data, clustering these to form thematic statements and extracting themes. Second-level analysis involved applying themes and sub-themes to a social determinants of health framework. The multifaceted, compounding realities of young workers’ pre-COVID-19 employment situations were amplified by the COVID-19 pandemic, adversely impacting young worker’s mental health. Unique findings from this study highlight the generational differences in this cohort, who are opposed to participating in fragmented systemic structures (neoliberalism) and inequitable employment conditions, and who yearn for social inclusion and work-life balance. Their recommendations for government and employers call for permanent and stable employment opportunities, economic and mental health supports, and space to be heard and valued, as they navigate the many life course challenges as emerging adults. Societies are dependent on young workers to develop and support the Canadian economy for future generations. Thus, it is a critical that recommendations proposed by young workers in this study be acted upon and implemented to provide an equitable, stable, and supportive future for young workers in Canada and beyond.

Abstract The 1990s, seen as the second lost decade, presented low dynamics of production and of the labor market in Brazil and in the Metropolitan Region of Natal (Northeastern Brazil). In this article, we consider that the labor market shows that the social classes are becoming increasingly segmented. Following this perspective, the article was based on Santos (2002) to study the segmentation of the labor market as a proxy for positions and segments of social classes in the analyzed reality. The hypothesis that guides the article is that possession of material assets, as well as qualification and command positions, are crucial to take on better positions in the structure of classes from the distribution standpoint. The analysis of the empirical data allows to increase the level of trust in the formulated hypothesis.

The PERM Sponsorship Trends linear chart visualizes the number of PERM cases filed by Fla Market Realty from 2020 to 2023, highlighting the company’s long-term sponsorship patterns. The horizontal bar chart titled Distribution of Job Fields Receiving PERM Sponsorship further categorizes sponsored roles by job type.

Main findings from the analysis Among the main findings, the analysis shows that by industry group: London apportioned GHG emissions are highest in Transport & Storage, followed by Electricity & Gas and Manufacturing High-emitting industry groups tend to account for a relatively small share of employment among London residents Some (but not all) high-emitting industry groups have seen a recent increase in GHG emissions at the UK level and employment at the London level Jobs in high-emitting industry groups tend to be spatially concentrated in different parts of London What are the main assumptions behind these findings? In the absence of sub-national estimates being available by industry group, we have apportioned UK GHG emissions and energy consumption to London using (resident based) ONS Annual Population Survey data. This allows us to look at trends using Standard Industrial Classification (SIC 2007) groups. This approach assumes that GHG emissions per worker and energy consumption per worker are the same within industries across the country. In reality, the occupational structure and carbon intensity of an industry is likely to vary across regions. It also reflects resident, not workplace, employment patterns. Our London apportion estimates also exclude GHG emissions from consumer expenditure and only covers direct emissions by industry. Further analysis of indirect emissions across supply chains could be of value when considering the longer-term challenges faced by the economy as part of this transition.

In 2021, female employee earnings were outpaced by male earnings across nearly all industries, with sharp disparities in the professional and technical services industry, as well as the finance and insurance industry. In that year, there were no industries in which women earned more than men.

According to a global software developer survey in 2022, the vast majority of developers are males, accounting for 91.88 percent of all respondents. Female developers amounted to only five percent of all respondents, demonstrating the male-dominating reality of software development jobs.

Gender imbalance in the tech industry
The tech industry has an overwhelming gender imbalance, in which women at leading tech companies tend to be the minority. Consider Dell’s workforce and Intel’s workforce as an example. In both leading tech companies, women make up only around 30 percent of the workforce. Computing related positions in the United States vary on gender breakdown, with computer hardware engineers ranking the lowest in terms of gender diversity as of late.

Diversity & inclusion initiatives
When tech industry CEOs and founders were asked whether diversity and inclusion (D&I) initiatives were effective, half indicated that they were not effective. This comes at an interesting time, especially given the overall gender imbalance in the tech industry. Not to mention, the majority of senior management positions within the IT industry are dominated by men. Diversity and inclusion initiatives could help to resolve workplace harassment and unequal treatment that many female executives experience within the tech industry today.

The market size of the real estate industry in India was valued at around 477 billion U.S. dollars in 2022 and is estimated to reach one trillion dollars by 2030. Real estate industry is forecasted to grow exponentially until 2047.

What is included in the real estate sector?

The real estate sector includes a variety of segments dealing with land and the buildings on it as well as with related resources if necessary. During the development phase of real estate projects, the construction industry is responsible for the realization. The real estate market includes all the sales and investment processes within the sector. Depending on the purpose of the building, the market is made up of the segments residential, office, commercial, or retail real estate. Sometimes housing is even used synonymously for real estate.

Importance of the real estate sector in India

Due to a stable growth in recent years and the variety of segments contributing to it, the real estate sector is perceived to be one of the main drivers for India’s economic development in upcoming years. As the Indian population is comparatively young and urbanization is continuing, the demand for housing is strong. Additionally, the office segment benefits from a strong IT-sector, while the construction-industry is one of the leading industries in India for attracting foreign direct investments. Besides its importance for the Indian market in general, the real estate sector comes second in generating employment after agriculture.