Podcast appearances and mentions of harry holzer

Harry Holzer—former Chief Economist at the U.S. Department of Labor—joins to discuss his concerns over Biden-era regulations alienating voters and thwarting progress. Plus, large protests in Zimbabwe pit Emmerson “The Crocodile” Mnangagwa against crowds urged on by Blessed “Bombshell” Geza. And Democrats embark on their “We Don't Hate You” tour in an attempt to reconnect with alienated voters. Produced by Corey Wara Email us at thegist@mikepesca.com To advertise on the show, contact sales@advertisecast.com or visit https://advertising.libsyn.com/TheGist Subscribe to The Gist: https://subscribe.mikepesca.com/ Subscribe to The Gist Youtube Page: https://www.youtube.com/channel/UC4_bh0wHgk2YfpKf4rg40_g Subscribe to The Gist Instagram Page: GIST INSTAGRAM Follow Mikes Substack at: Pesca Profundities | Mike Pesca | Substack Learn more about your ad choices. Visit podcastchoices.com/adchoices

Twelve months ago, Democracy Journal announced we were entering the "Middle-Out Moment." A year later—after a brutal election and rising uncertainty—the question isn't whether neoliberalism is over, but what comes next. In a new symposium titled “It's Still the Post-Neoliberal Moment,” Democracy brings together leading voices to answer that question. In this episode, we hear directly from some of the smartest contemporary thinkers on how to dismantle corporate power, rebuild trust in government, center care as a public good, and make policy that actually reaches the people it's meant to serve. The stakes couldn't be higher—and the decisions we make in this moment could mean the difference between widespread prosperity or a negative feedback loop that will be felt for generations to come. Guests include: Nidhi Hegde, Charles Davidson, Shilpa Phadke & Shayna Strom, Harry Holzer, Mary Beth Maxwell, Bilal Baydoun, and Melissa Morales. Further reading:  The Middle-Out Moment Is Still Here - Nick Hanauer  Anti-Monopoly Is the Path Forward - Nidhi Hegde Financial Secrecy Is a Middle-Out Issue - Charles Davidson  Do Not Abandon the Care Agenda - Shilpa Phadke & Shayna Strom Taking the Spending-Inflation Problem Seriously - Harry Holzer Time for People-Centered Policy - Mary Beth Maxwell  Good Political Stories Need Heroes—and Villains - Bilal Baydoun On the Need to Go Bigger - Melissa Morales  Website: http://pitchforkeconomics.com Instagram: @pitchforkeconomics Threads: pitchforkeconomics Bluesky: @pitchforkeconomics.bsky.social Twitter: @PitchforkEcon, @NickHanauer, @civicaction YouTube: @pitchforkeconomics LinkedIn: Pitchfork Economics Substack: The Pitch

Order Glenn’s memoir, LATE ADMISSIONS: CONFESSIONS OF A BLACK CONSERVATIVE. Available here or wherever you get your books: https://wwnorton.com/books/9780393881349 0:59 How Harry met Glenn 3:44 Black girls and women are doing relatively well. Why aren't black boys and men? 11:21 Harry: Some of the barriers are structural, some are cultural 18:20 The crude toolkit for […]

GPPR Podcast Editor Joe Lustig follows up on his conversation with Harry Holzer, McCourt Professor and former Chief Economist at the Department of Labor under the Clinton administration, about inflation.

Restaurateurs across myriad fast-food chains in California are notifying their patrons of an unavoidable increase in prices as a new wage guideline specifically for the industry is about to take form. This specific mandate, put forward by California's Democratic Governor Gavin Newsom, is set to alter the current wage baseline in the sector significantly, starting from the first day of April. This novel legislation, endorsed in September last year by Governor Newsom, pushes up the minimum hourly wage in the fast-food industry from the statewide standard of $16. It specifically sets a new industry-specific benchmark at $20 per hour, thus impacting the operational costs of these businesses. With the enforcement of the new wage guideline only a matter of days away, numerous fast-food establishments are strategizing ways to balance their increased expenditure. This recalibration will likely bring about noticeable spikes in the prices customers pay, as well as potential workforce cuts. For some owners in the industry, the effects of this wage hike are being seen as untenable. Considering increasing automation as a potential solution, these entrepreneurs may choose to shift their operations out of California entirely, in search of locations with more conducive business environments. Echoing these sentiments, Harry Holzer, a name recognized in academia as a professor at Georgetown University, and formerly serving as the chief economist at the Labor Department, voiced concern over the potential disruption this could cause. He mentioned that businesses would potentially turn more eagerly towards automation as a way to counterbalance this wage increase. Holzer put forth the possibility that several franchise operations might find it worthwhile to consider relocation outside the state. These could be seen as inevitable side effects to ensure survival and sustain profitability amidst these new wage norms. This incoming legislation is on course to land California with the second-highest minimum wage for workers in the fast-food industry across the nation. The only area that currently surpasses this impending wage floor sits just outside Seattle, which has set a ceiling of $20.29 for select workers. The Governor's bill, signed off in the previous calendar year, will apply considerable pressure on a vast majority of fast-food chains to reevaluate and adjust their payment scales upward. However, the bill did introduce certain exceptions, creating some uneven footing for several businesses in the industry. Amongst these exemptions, it appears that businesses with operations involving not just the preparation but also the sell of bread as a standalone menu item received special mention. This clause in the bill has garnered some inevitable attention. With this exemption causing some ripples, questions arose regarding the popular chain, Panera's conformity to the incoming wage rules. Governor Newsom, however, decisively refuted any claims of Panera being exempt from this new law, thereby guaranteeing its enforcement across the sector. Regardless of any initial confusion, Flynn declared his intent to lift the hourly wage across all his Panera operations up to $20. This pledge came in response to criticism that the law had an exception, despite public affirmation from the Governor about its universal application. This unfolding wage hike, though still on the horizon, has already begun catalyzing significant conversations about its impact within the industry. The adjustment period forthcoming with this sizable wage hike will likely be a challenging one for fast-food operators in California. As the industry grapples with this new wage revision, it offers an intriguing study into the balance between worker rights, fair compensation, and the operational pragmatism needed for businesses to continue delivering affordable meals to a wide scope of patrons. Finally, while the consequent price fluctuations and potential job cuts paint a daunting picture, it remains to be seen how the fast-food industry will navigate this new landscape. One thing remains certain: whether through automation, relocation, or simple cost adjustment, the industry will find a way to adapt and persist in light of this new legislation. Real News Now Website Connect with Real News Now on Social Media Facebook: https://www.facebook.com/RealNewsNowApp/ X Twitter: https://twitter.com/realnewsapp Instagram: https://www.instagram.com/realnews/ TikTok: https://www.tiktok.com/@realnewsnowapp Threads: https://www.threads.net/@realnews/ Tumblr: https://www.tumblr.com/realnewsnow Truth Social: https://truthsocial.com/@RealNews YouTube:https://www.youtube.com/@realnewsnowapp End Wokeness: https://endthewokeness.com #realnewsnow See omnystudio.com/listener for privacy information.

The United States only spends 0.1% of its GDP on job training and reskilling initiatives, putting us in last place for funding towards job reskilling amongst other developed countries.  Now, it may be hard to concretely define the effects of this, but let's look at what we know: only 15% of workers are currently engaged at their jobs, 44% of workers are in bad jobs, and almost 1-in-2 workers is just $400 away from falling beneath the poverty line. So, that 0.1% GDP spent on job training? It's probably not helping much. That's what today's guest, Harry Holzer, fresh from testifying before the House Subcommittee on Higher Education and Workforce Development, joins us on the podcast to talk about. Harry is the former Chief Economist for the U.S. Department of Labor under the Clinton Administration, is a senior fellow in Economics at the Brookings Institution, and the LaFarge SJ Professor at the McCourt School of Public Policy at Georgetown. He's written extensively on economic inequality, with books such as “Making College Work: Pathways to Success for Disadvantaged Students” and “Improving Employment and Earnings in Twenty-First Century Labor Markets: An Introduction.” So needless to say, Harry knows a thing or two about this. In this episode, we chatted about the intersection of government, the private sector, and educational institutions, and how they can better cooperate and support each other to develop a high-performing and equitable workforce. This is another episode you're not going to want to miss, so with that…let's bring it in!

Le portrait de l'économie nous emmène aux États-Unis. Depuis deux semaines, une partie des travailleurs syndiqués de l'industrie automobile sont en grève pour des augmentations salariales et d'autres avantages contre les trois constructeurs américains : General Motors, Ford et Stellantis. À la tête du syndicat des travailleurs unis de l'automobile, l'UAW selon l'acronyme américain, il y a Shawn Fain, une personnalité au style offensif. Décryptage avec Guillaume Naudin à Washington. C'est valable pour ses relations avec les patrons de l'industrie automobile, mais aussi au sein même de son propre syndicat. Il le dirige depuis le mois de mars dernier. Il a réussi à évincer la direction sortante, un peu à la surprise générale, même s'il est membre du syndicat depuis 30 ans et que deux de ses grands-parents étaient déjà dans le métier. Et ce que vous allez entendre, ce sont ses premiers mots à la tribune après son élection :« Let's get ready to rumble ! (Préparons-nous à la bagarre !) »Les amateurs de boxe auront peut-être reconnu la formule consacrée de l'animateur de combats Michael Buffer, très connu ici. Il a même joué son propre rôle dans un film de Rocky. Voilà donc la première image que Shawn Fain, natif de Kokomo, dans l'Indiana, a voulu donner de lui. C'est dire son état d'esprit dans cette grève qui pour la première fois touche les trois constructeurs en même temps.En effet, c'est donc un style sans concession et c'est nouveau.Oui, les précédents dirigeants du syndicat des travailleurs de l'automobile étaient davantage dans la négociation. Mais ça, c'était avant. C'est une question de personnalité et c'est aussi une question d'opportunité et d'environnement, selon le chercheur principal des études économiques de la Brookings Institution, Harry Holzer.« Il est plus agressif dans sa recherche d'un bon accord que ce que nous avons vu de la part d'anciens présidents. Mais est-ce que c'est lié à lui ou aux circonstances ? Les travailleurs ont abandonné beaucoup de choses pour sauver ces entreprises pendant la crise financière, il y a environ quinze ans. Et les salaires restent plus bas que ce qu'ils étaient à l'époque. Les entreprises se sont rétablies et font des bénéfices très importants. Donc, toutes ces circonstances créent un environnement dans lequel Shawn Fain peut être plus agressif et plus exigeant. Et au passage, c'est aussi peut-être qu'il y a beaucoup de grèves en ce moment aux États-Unis, beaucoup de groupes syndicaux. C'est dans l'air du temps depuis la pandémie que les syndicats soient plus agressifs, pour différentes raisons. Et peut-être que ça l'encourage aussi. »Et, en effet, Shawn Fain n'hésite pas à tenir un discours assez inhabituel aux États-Unis.En début de semaine, Joe Biden s'est rendu sur un piquet de grève à Detroit, pour apporter son soutien aux grévistes. C'était la première fois qu'un président faisait ça de mémoire d'historien. Il a parlé au total moins d'une minute trente. Shawn Fain, lui, a parlé plus longtemps. Pour dire que son syndicat était en guerre contre la cupidité des entreprises ; la classe des milliardaires, les élites et les PDG, sous le regard un peu circonspect du président, qui s'est bien gardé d'apporter son soutien à cette partie du discours. C'est un fait, Shawn Fain n'aime pas les milliardaires. Il refuse d'ailleurs de voir l'ancien président Donald Trump, lui-même venu courtiser le vote ouvrier à Detroit.« Je ne vois pas l'intérêt de le rencontrer parce que je ne pense pas que ce type ait le moindre intérêt pur ce pourquoi nos travailleurs se battent et ce pourquoi la classe ouvrière se bat. Il sert la classe des milliardaires et c'est ce qui ne va pas dans ce pays. » Et Shawn Fain est très direct avec ses interlocuteurs.Oui, difficile de dire si c'est une technique de négociation qui consiste à demander beaucoup pour obtenir un bon résultat, mais il demande près de 40% d'augmentation sur quatre ans, ainsi que la semaine de 4 jours payés 5 jours. Il l'exige, même. C'est parce qu'il pense qu'il en a les moyens. Son syndicat a une caisse de grève estimée à plus de 800 millions de dollars. Et toute historique qu'elle soit, cette grève ne concerne pour l'instant que 18 000 syndiqués sur 150 000. Bref, Shawn Fain en a encore sous la pédale et ne se prive pas de poser des ultimatums aux constructeurs en les menaçant d'aller plus loin. 

Le portrait de l'économie nous emmène aux États-Unis. Depuis deux semaines, une partie des travailleurs syndiqués de l'industrie automobile sont en grève pour des augmentations salariales et d'autres avantages contre les trois constructeurs américains : General Motors, Ford et Stellantis. À la tête du syndicat des travailleurs unis de l'automobile, l'UAW selon l'acronyme américain, il y a Shawn Fain, une personnalité au style offensif. Décryptage avec Guillaume Naudin à Washington. C'est valable pour ses relations avec les patrons de l'industrie automobile, mais aussi au sein même de son propre syndicat. Il le dirige depuis le mois de mars dernier. Il a réussi à évincer la direction sortante, un peu à la surprise générale, même s'il est membre du syndicat depuis 30 ans et que deux de ses grands-parents étaient déjà dans le métier. Et ce que vous allez entendre, ce sont ses premiers mots à la tribune après son élection :« Let's get ready to rumble ! (Préparons-nous à la bagarre !) »Les amateurs de boxe auront peut-être reconnu la formule consacrée de l'animateur de combats Michael Buffer, très connu ici. Il a même joué son propre rôle dans un film de Rocky. Voilà donc la première image que Shawn Fain, natif de Kokomo, dans l'Indiana, a voulu donner de lui. C'est dire son état d'esprit dans cette grève qui pour la première fois touche les trois constructeurs en même temps.En effet, c'est donc un style sans concession et c'est nouveau.Oui, les précédents dirigeants du syndicat des travailleurs de l'automobile étaient davantage dans la négociation. Mais ça, c'était avant. C'est une question de personnalité et c'est aussi une question d'opportunité et d'environnement, selon le chercheur principal des études économiques de la Brookings Institution, Harry Holzer.« Il est plus agressif dans sa recherche d'un bon accord que ce que nous avons vu de la part d'anciens présidents. Mais est-ce que c'est lié à lui ou aux circonstances ? Les travailleurs ont abandonné beaucoup de choses pour sauver ces entreprises pendant la crise financière, il y a environ quinze ans. Et les salaires restent plus bas que ce qu'ils étaient à l'époque. Les entreprises se sont rétablies et font des bénéfices très importants. Donc, toutes ces circonstances créent un environnement dans lequel Shawn Fain peut être plus agressif et plus exigeant. Et au passage, c'est aussi peut-être qu'il y a beaucoup de grèves en ce moment aux États-Unis, beaucoup de groupes syndicaux. C'est dans l'air du temps depuis la pandémie que les syndicats soient plus agressifs, pour différentes raisons. Et peut-être que ça l'encourage aussi. »Et, en effet, Shawn Fain n'hésite pas à tenir un discours assez inhabituel aux États-Unis.En début de semaine, Joe Biden s'est rendu sur un piquet de grève à Detroit, pour apporter son soutien aux grévistes. C'était la première fois qu'un président faisait ça de mémoire d'historien. Il a parlé au total moins d'une minute trente. Shawn Fain, lui, a parlé plus longtemps. Pour dire que son syndicat était en guerre contre la cupidité des entreprises ; la classe des milliardaires, les élites et les PDG, sous le regard un peu circonspect du président, qui s'est bien gardé d'apporter son soutien à cette partie du discours. C'est un fait, Shawn Fain n'aime pas les milliardaires. Il refuse d'ailleurs de voir l'ancien président Donald Trump, lui-même venu courtiser le vote ouvrier à Detroit.« Je ne vois pas l'intérêt de le rencontrer parce que je ne pense pas que ce type ait le moindre intérêt pur ce pourquoi nos travailleurs se battent et ce pourquoi la classe ouvrière se bat. Il sert la classe des milliardaires et c'est ce qui ne va pas dans ce pays. » Et Shawn Fain est très direct avec ses interlocuteurs.Oui, difficile de dire si c'est une technique de négociation qui consiste à demander beaucoup pour obtenir un bon résultat, mais il demande près de 40% d'augmentation sur quatre ans, ainsi que la semaine de 4 jours payés 5 jours. Il l'exige, même. C'est parce qu'il pense qu'il en a les moyens. Son syndicat a une caisse de grève estimée à plus de 800 millions de dollars. Et toute historique qu'elle soit, cette grève ne concerne pour l'instant que 18 000 syndiqués sur 150 000. Bref, Shawn Fain en a encore sous la pédale et ne se prive pas de poser des ultimatums aux constructeurs en les menaçant d'aller plus loin. 

Guest host Ian Hoch talks to Harry Holzer about automation technology. 

More and more parts of our daily lives are being automated, but does automation technology make our lives easier? Harry Holzer, John LaFarge Professor of Public Policy at Georgetown University and Senior Fellow at the Brookings Institution joins guest host Ian Hoch to talk about it.

In this episode, we invite you to listen in on a Workforce Futures Initiative (WFI) event from February 2023. WFI is a collaboration between the American Enterprise Institute, the Brookings Institution, and the Harvard Kennedy School Malcolm Wiener Center for Social Policy that analyzes the latest research on various aspects of the workforce development system to inform policy at the federal, state, and local levels. In this event, Brent Orrell is joined by leading workforce experts Harry Holzer, Greg Wright, and Rachel Lipson to discuss the Workforce Innovation and Opportunity Act (WIOA), sector-based training programs, community colleges and their connection to the workforce, and labor market data information. Mentioned in the EpisodeWorkforce Futures InitiativeWorkforce Innovation and Opportunity Act (WIOA)Harry HolzerGreg WrightRachel Lipson Year UpPer ScholasProject QuestCHIPS ActTrade Adjustment Assistance for Community College ProgramGood Jobs ChallengeSocial Innovation FundMatt Sigelman, Burning Glass InstituteJulia Lane, NYU Rich Hendra, MDRCASAP program, CUNYAnne Kress, Northern Virginia Community College

It's college commencement season for the class of 2023. This hour, we'll explore the history, benefits and questions surrounding Affinity-based celebrations with Dr. Crystal Garcia. And local graduates discuss their challenges in finding a job with Economist, Harry Holzer. GUESTS: Dr. Crystal Garcia: Assistant Professor, Educational Administration at the University of Nebraska-Lincoln Harry Holzer: John LaFarge Jr. Professor of Public Policy at Georgetown University's McCourt School of Public Policy See omnystudio.com/listener for privacy information.

Affirmative Action policies were introduced in the 1960s by then-President Lyndon B. Johnson. The President recognized Black and Hispanic communities were not well represented in specific sectors. While the federal government did not have direct control over the hiring decisions in private business, it could exert some power in seeing increasing representation with federal contractors.With now over fifty (50) years of experience, how have Affirmative Action policies shaped the US? What have some of the benefits been and what can other countries learn from America's experience? I invited Professor Harry Holzer of Georgetown University to discuss these questions in more detail. Professor Holzer has spent many decades studying Affirmative Action and its impacts on the labour market.Who is Professor Harry Holzer?Professor Harry Holzer is an American economist and public policy expert. He is currently the John LaFarge Jr. SJ Professor of Public Policy at Georgetown University, where he also serves as a Senior Fellow at the Center on Education and the Workforce.Holzer previously served as the Chief Economist for the U.S. Department of Labor, and has held positions at several other academic and policy institutions.Why Did the Federal Government Pursue Affirmative Action Policies in the 1960s?The federal government pursued affirmative action policies in the 1960s as a response to the widespread discrimination and segregation that existed in many areas of American life at that time. The Civil Rights Act of 1964, which was signed into law by President Lyndon B. Johnson, prohibited discrimination on the basis of race, color, religion, sex, or national origin in employment, education, and other areas. However, simply outlawing discrimination was not enough to address the deep-seated inequalities that existed in American society.In order to address the lingering effects of past discrimination and promote greater diversity and inclusion, the federal government began to implement affirmative action policies in areas such as education, employment, and contracting. These policies were designed to ensure that individuals from historically disadvantaged groups, such as African Americans and other minorities, had equal opportunities to succeed and were not held back by systemic discrimination or biases.Affirmative action was seen as a way to promote greater equality and to address the historical injustices faced by minority groups. It was also seen as a way to promote greater diversity in institutions such as colleges and universities, which had traditionally been dominated by white, middle-class students. While affirmative action policies have been controversial and have faced legal challenges over the years, they continue to be used in many areas of American life as a way to promote greater equality and diversity.Check out the full article here at: https://openmindspodcast.comProfessor Holzer: https://gufaculty360.georgetown.edu/s/contact/00336000014RcL5AAK/harry-holzerVisit my NEW Website! https://openmindspodcast.com/Check out my Instagram/Tik Tok for daily posts: @openmindspodcast

GPPR Podcast Editor Joe Lustig (MPP-EP '24) speaks with McCourt Professor and esteemed economist Dr. Harry Holzer to talk about one of the most salient topics in US policy today, inflation. In this podcast, Dr. Holzer walks through what inflation is, what causes it, who it affects, and what policymakers can do about it.

There's agreement on the need to close racial disparities, but it's fair to ask if solutions are even possible in today's polarized environment. So we did. Georgetown's Harry Holzer and Brown's Glenn Loury discuss racism, narratives, and backlash.

In the age of rapid economic development and changing workforce demands, noncognitive skills are “master skills” which serve as a foundation for and amplify cognitive and technical skills. Communication, integrity, and organizational soft skills are in top demand by employers, and building and strengthening these characteristics is an essential part of preparing a strong workforce for the future. This episode of https://www.aei.org/tag/hardly-working-podcast/?mkt_tok=NDc1LVBCUS05NzEAAAF9KfTfNiRkR7JCXOsJvRbevxCO3nMl-XtXSqF54YBAEANboiUHrALvJArF5D8iy0z5tTXHNqErpnP_a2ax6Fc ("Hardly Working") is a rebroadcast of an https://www.aei.org/events/minding-our-workforce-the-importance-of-noncognitive-skills-in-employment/ (event) surrounding the publication of AEI's recently released edited volume “https://www.aei.org/research-products/report/minding-our-workforce-the-role-of-noncognitive-skills-in-career-success/ (Minding our workforce: The role of noncognitive skills in career success.)” This is Part II of a two-part podcast series of this event. You will hear from Harry J. Holzer of Georgetown University on the application of noncognitive skills to the labor market and the limitations of what we know about noncognitive skills and noncognitive skill development. Then, Elisabeth Babcock of Economic Mobility Pathways will discuss noncognitive skills, mentoring, and coaching for low-income, welfare-dependent families. https://www.aei.org/podcast/minding-our-workforce-the-importance-of-noncognitive-skills-in-employment/ (Part I) featured Albert Cheng of the University of Arkansas and Diane Whitmore Schanzenbach of Northwestern University. Mentioned During the Episode https://www.aei.org/research-products/report/minding-our-workforce-the-role-of-noncognitive-skills-in-career-success/ (Minding our workforce: The role of noncongnitive skills in career success) https://www.youtube.com/watch?v=-vGyskAoW8Q (Minding our workforce live event at AEI) https://www.aei.org/podcast/minding-our-workforce-the-importance-of-noncognitive-skills-in-employment/ (Episode 54- Minding Our Workforce, Part 1) https://www.brookings.edu/experts/harry-j-holzer/ (Harry Holzer) https://www.empathways.org/meet/our-team/elisabeth-babcock (Elizabeth Babcock, MCRP) https://www.brookings.edu/podcast-episode/noncognitive-skills-in-education-what-we-know-and-why-they-matter/ (Diane Schanzenback on Noncognitive Skills) https://www.youth-guidance.org/bam/ (Becoming a Man Chicago) https://www.empathways.org/global-network (EMPath Leadership Network)

In today's rapidly changing economy, noncognitive skills development is the key to building a flexible, resilient, and strong workforce for today and in the future. Such skills include communication, integrity, and organization. They are in top demand by employers today, and uncovering how to develop them is an essential workforce policy area. This episode of https://www.aei.org/tag/hardly-working-podcast/?mkt_tok=NDc1LVBCUS05NzEAAAF9KfTfNiRkR7JCXOsJvRbevxCO3nMl-XtXSqF54YBAEANboiUHrALvJArF5D8iy0z5tTXHNqErpnP_a2ax6Fc ("Hardly Working") is a rebroadcast of an AEI https://www.aei.org/events/minding-our-workforce-the-importance-of-noncognitive-skills-in-employment/ (event) on noncognitive skills this past summer. The event served as a follow-up to AEI's recently released edited volume “https://www.aei.org/research-products/report/minding-our-workforce-the-role-of-noncognitive-skills-in-career-success/ (Minding our workforce: The role of noncognitive skills in career success.)” This is part I of a two-part podcast series of this event. Stay tuned for part II. Part I features several of the contributing authors to the volume, including Albert Cheng of the University of Arkansas and Diane Whitmore Schanzenbach of Northwestern University. In part II, you will hear from Harry J. Holzer of Georgetown University and Elisabeth Babcock of Economic Mobility Pathways. Mentioned During the Episode https://www.aei.org/research-products/report/minding-our-workforce-the-role-of-noncognitive-skills-in-career-success/ (Minding our workforce: The role of noncognitive skills in career success) https://www.aei.org/research-products/report/stem-without-fruit-how-noncognitive-skills-improve-workforce-outcomes/ (STEM without fruit: how noncognitive skills improve workforce outcomes) https://www.aei.org/research-products/report/stem-perspectives-attitudes-opportunities-and-barriers-in-americas-stem-workforce/ (Stem perspective: Attitudes, opportunities, and barriers in America's STEM workforce) https://www.empathways.org/meet/our-team/elisabeth-babcock (Elisabeth Babcock) https://edre.uark.edu/people/faculty/uid/axc070/name/Albert+A.+Cheng/ (Albert Cheng) https://www.brookings.edu/experts/harry-j-holzer/ (Harry Holzer) https://www.ipr.northwestern.edu/who-we-are/faculty-experts/schanzenbach.html (Diane Whitmore Schanzenbach)

In the wake of George Floyd's death at the hands of a Minneapolis police officer, people across the nation have been urgently calling for meaningful police reform and better treatment of minority groups by law enforcement. Brent talks to Harry Holzer, the LaFarge SJ Professor at the McCourt School of Public Policy at Georgetown University […] The post https://www.aei.org/multimedia/harry-holzer-on-racial-disparities-crime-policing-and-the-covid-economy/ (Harry Holzer on racial disparities, crime, policing, and the COVID economy) appeared first on https://www.aei.org (American Enterprise Institute - AEI).

In the wake of George Floyd’s death at the hands of a Minneapolis police officer, people across the nation have been urgently calling for meaningful police reform and better treatment of minority groups by law enforcement. Brent talks to Harry Holzer, the LaFarge SJ Professor at the McCourt School of Public Policy at Georgetown University […] The post Harry Holzer on racial disparities, crime, policing, and the COVID economy appeared first on American Enterprise Institute - AEI.

I sat with the former Chief Economist for the U.S. Department of Labor, Harry Holzer, and professor at the McCourt School of Public Policy Georgetown University, for a discussion over Professor Michael R. Strain's new book, "The American Dream Is Not Dead: (But Populism Could Kill It)." We specifically talked about how both progressives (conservatives) may have overestimated (underestimated) economic stagnation. Whether we should prioritize social mobility over income inequality, and how the period used in any economic analyses greatly shapes our findings, and finally the recent decision by some universities such as USC to eliminate standardized exams from the college admissions process.

I sat with the former Chief Economist for the U.S. Department of Labor, Harry Holzer, and professor at the McCourt School of Public Policy Georgetown University, for a discussion about the impact of the COVID-19 pandemic on the labor market. We have further chatted about the government's current response, how and when should we reopen the economy, and what policies need to be implemented to ensure safety for workers and a strong economic recovery. economicspublicpolicyHarryHolzerMeshalAlkhowaitercovid-19podcastpandemic

Harry Holzer and Interview Editor Meshal Alkhowaiter talk about the immigration and the working class. Theme Music by Russell Lawrence

New Labor Department numbers this week point to a record number of job openings, and a booming labor market like this means it’s a great time for employees to ask for more money in their current role, or to find new, better work. Harry Holzer, a professor of Public Policy at Georgetown and former Chief Economist for the U.S. Department of Labor, joins The Takeaway to discuss why the economy looks the way it does, how workers can benefit, and who is left out of this prosperous moment. 

The economy is strong, the unemployment rate has dipped down to below four percent, and corporations have more money thanks to the new tax law, but wage growth is still stagnant. Host Dan Loney talks with Peter Cappelli, Professor and Director of Wharton's Center for Human Resources, and Harry Holzer, Professor at the McCourt School of Public Policy at Georgetown University and former Chief Economist for the U.S. Department of Labor in the Clinton Administration, to discuss the reasons why incomes aren't up and what can be done about it. See acast.com/privacy for privacy and opt-out information.

Brent Orrell and Harry Holzer, two of the authors of the report "Getting Men Back To Work" join the program to discuss the problem of unemployment among men, particularly less educated men. They discuss the structural reasons and personal choices that have led to a decline in employment for men, and solutions from the right and left about how to get men back into meaningful and well paid jobs.

How can the United States raise job quality and skills for American workers through more effective education and workforce development within states? In particular: How can we fix the misalignment between the skills of Americans without college degrees and the workforce needs of well-paying industries that do not necessarily require a college degree? And how can […] The post Raising job quality and skills for American workers through more effective education and workforce development within states: An interview with Harry Holzer, Professor, Georgetown University – Episode #127 appeared first on Gov Innovator podcast.