McDonald’s is raising wages at its company-owned restaurants. It is also helping its franchisees hang on to workers with funding for backup child care, elder care and tuition assistance. Pay is up at Chipotle, too, and Papa John’s and many of its franchisees are offering hiring and referral bonuses.
The reason? “In January, 8 percent of restaurant operators rated recruitment and retention of work force as their top challenge,” Hudson Riehle, senior vice president for research at the National Restaurant Association, said in an email. “By May, that number had risen to 72 percent.”
Restaurant workers — burger flippers and bussers, cooks and waiters — have emerged from the pandemic recession to find themselves in a position they could not have imagined a couple of years ago: They have options. They can afford to wait for a better deal.
In the first five months of the year, restaurants put out 61 percent more “workers wanted” posts for waiters and waitresses than they had in the same months of 2018 and 2019, before the coronavirus pandemic shut down bars and restaurants around the country, according to data from Burning Glass, a job market analytics firm.
replace their face-to-face workers with robots and software. Yet there are signs that the country’s low-wage labor force might be in for more lasting raises.
Even before the pandemic, wages of less-educated workers were rising at the fastest rate in over a decade, propelled by shrinking unemployment. And after the temporary expansion of unemployment insurance ends, with Covid-19 under control and children back at school, workers may be unwilling to accept the deals they accepted in the past.
Jed Kolko, chief economist at the job placement site Indeed, pointed to one bit of evidence: the increase in the reservation wage — the lowest wage that workers will accept to take a job.
According to data from the Federal Reserve Bank of New York, the average reservation wage is growing fastest for workers without a college degree, hitting $61,483 in March, 26 percent more than a year earlier. Aside from a dip at the start of the pandemic, it has been rising since November 2017.
“That suggests it is a deeper trend,” Mr. Kolko noted. “It’s not just about the recovery.”
Other trends could support higher wages at the bottom. The aging of the population, notably, is shrinking the pool of able-bodied workers and increasing demand for care workers, who toil for low pay but are vital to support a growing cohort of older Americans.
“There was a work force crisis in the home care industry before Covid,” said Kevin Smith, chief executive of Best of Care in Quincy, Mass., and president of the state industry association. “Covid really laid that bare and exacerbated the crisis.”
more families turning their backs on nursing homes, which were early hotbeds of coronavirus infections, Mr. Smith said, personal care aides and home health aides are in even shorter supply.
“The demand for services like ours has never been higher,” he said. “That’s never going back.”
And some of the changes brought about by the pandemic might create new transition opportunities that are not yet in the Brookings data. The accelerated shift to online shopping may be a dire development for retail workers, but it will probably fuel demand for warehouse workers and delivery truck drivers.
The coronavirus outbreak induced such an unusual recession that any predictions are risky. And yet, as Ms. Escobari of Brookings pointed out, the recovery may provide rare opportunities for those toiling for low wages.
“This time, people searching for jobs may have a lot of different options,” she said. “That is not typical.”
BOGOTÁ, Colombia — Several of the central figures under investigation by the Haitian authorities in connection with the assassination of President Jovenel Moïse gathered in the months before the killing to discuss rebuilding the troubled nation once the president was out of power, according to the Haitian police, Colombian intelligence officers and participants in the discussions.
The meetings, conducted in Florida and the Dominican Republic over the last year, appear to connect a seemingly disparate collection of suspects in the investigation, linking a 63-year-old doctor and pastor, a security equipment salesman, and a mortgage and insurance broker in Florida.
All have been identified by the Haitian authorities as prominent players in a sprawling plot to kill the president with the help of more than 20 former Colombian commandos and seize political power in the aftermath. It is unclear how the people under investigation could have accomplished that, or what powerful backers they may have had to make it possible.
But interviews with more than a dozen people involved with the men show that the suspects had been working together for months, portraying themselves in grandiose and often exaggerated terms as well-financed, well-connected power brokers ready to lead a new Haiti with influential American support behind them.
Christian Emmanuel Sanon, a doctor and pastor who divided his time between Florida and Haiti, conspired with the others to take the reins of the country once Mr. Moïse was killed. During a raid of Mr. Sanon’s residence, they say, the police found six holsters, about 20 boxes of bullets and a D.E.A. cap — suggesting that it linked him to the killing because the team of hit men who struck Mr. Moïse’s home posed as agents of the Drug Enforcement Administration. Mr. Sanon is now in custody.
Haitian officials are investigating whether the president’s own protection force took part in the plot as well, and on Thursday they detained the head of palace security for Mr. Moïse. Colombian officials say the palace security chief made frequent stopovers in Colombia on his way to other countries in the months before the assassination.
The Haitian authorities offered little explanation as to how Mr. Sanon — who did not hold elected office — planned to take over once the president was killed. It was also difficult to understand how he might have financed a team of Colombian mercenaries, some of whom received American military training when they were members of their nation’s armed forces, to carry out such an ambitious assault, given that he filed in Florida for Chapter 7 bankruptcy protection in 2013.
But the interviews show that several of the key suspects met to discuss Haiti’s future government once Mr. Moïse was no longer in power — with Mr. Sanon becoming the country’s new prime minister.
“The idea was to prepare for that eventuality,” said Parnell Duverger, a retired adjunct economics professor at Broward College in Florida, who attended about 10 meetings on Zoom and in person with Mr. Sanon and other experts to discuss Haiti’s future government.
street protests demanding his removal — would eventually have no choice but to step down. Mr. Duverger, 70, described the meetings as cabinet-style sessions intended to help Mr. Sanon form a potential transition government once that happened.
that hired the former Colombian commandos and brought them to Haiti.
The other was Walter Veintemilla, who leads a small financial services company in Miramar, Fla., called Worldwide Capital Lending Group. On Wednesday, the Haitian authorities accused him of helping to finance the assassination plot.
Mr. Intriago arrived in Haiti, he and Mr. Veintemilla met in the neighboring Dominican Republic with Mr. Sanon.
On Wednesday, Haitian and Colombian officials said that a photograph showed the three men at the meeting with another central suspect in the investigation: James Solages, a Haitian American resident of South Florida who was detained by the Haitian authorities shortly after the assassination.
It is unclear whether any of the discussions crossed into a nefarious plot that led to the death of Mr. Moïse. The Haitian police have provided little concrete evidence, and American and Colombian officials familiar with the investigation said their officers in Haiti’s capital, Port-au-Prince, had been unable to interview most of the detained suspects as of Wednesday morning, forcing them to rely on the accounts of the Haitian authorities.
Another participant in one of the meetings with Mr. Sanon also said there was never any hint of a plot to kill the president.
websites, which claim to offer generic financial services such as mortgages and insurance, do not mention any notable deals.
And the owner of the company that hired the Colombian commandos, Mr. Intriago, has a history of debts, evictions and bankruptcies. Several relatives of the Colombian soldiers said they had never received their promised wages.
After the assassination, 18 of the Colombian soldiers were detained by the Haitian authorities and accused of participating in the killing. Another three Colombians, including the recruiter, Mr. Capador, were killed in the hours after the president’s death.
On Thursday, the Colombian police said Mr. Capador and a retired Colombian captain, German Alejandro Rivera, had conspired with the Haitian suspects as early as May to arrest Haiti’s president, providing the first indication of at least some of the veterans’ complicity in the plot.
It remained unclear how the plot turned into murder, but the Colombian authorities said seven Colombian commandos had entered the presidential residence on the night of the attack, while the rest guarded the area.
“What happened there?” said the wife of one of the detained former soldiers, speaking on the condition of anonymity out of concern for her safety. “How does this end?”
Reporting was contributed by Mirelis Morales from Miramar, Fla.; Sofía Villamil from Bogotá, Colombia; Edinson Bolaños from Villavicencio, Colombia; Zolan Kanno-Youngs from Washington; and Catherine Porter.
“It gave me a feeling of déjà vu, because that’s what we were doing in the ’70s — we were trying to get supply-side effects,” said Barry P. Bosworth, a senior fellow at the Brookings Institution who led the Council on Wage and Price Stability under President Jimmy Carter. The efforts failed to control overall inflation, he said.
“It doesn’t work,” he said. “As a macro policy, you can’t go around trying to put your finger in the dike everywhere it pops up.”
Wages: The trouble with spirals.
The big price spikes in the 1960s and 1970s reversed once the underlying conditions that created them eased. But not all the way — in each case, the rate of inflation bottomed out a bit higher than the time before. Many economists believe that pattern had to do with human psychology: Workers and businesses had come to expect a higher rate of inflation, and had adapted their behavior accordingly, creating a self-sustaining cycle.
Economists particularly highlight the role of wages. Businesses can cut prices just as easily as they can raise them, but cutting wages is harder. No worker wants to be told that a job that was worth $10 an hour yesterday is worth just $9.50 an hour today. And if workers expect prices to rise at 5 percent per year, they will want raises to keep up with inflation.
Most economists believe that the forces driving the current surge in inflationwill ease in the months ahead. The question is whether that will happen before expectations shift. Some surveys have found that consumers are already beginning to anticipate faster inflation to stick around, although that evidence is mixed. Wages, too, have continued rising as employers struggle to rehire workers, although it’s not yet clear that they are taking off.
One reason that temporary price increases turned into permanent wage increases in the middle of the 20th century is that many union contracts had escalator clauses that tied wage gains directly to inflation. Those provisions effectively helped lock in price increases, feeding into the price spiral, said David Card, an economist at the University of California, Berkeley, who has studied the role of union contracts in inflation. Far fewer workers are members of unions today, and few contracts have inflation clauses, in part because they haven’t been necessary in a period of low inflation.
Perhaps the largest difference of all? Time. In the 1960s, it took years of price spikes and policy failures for Americans to lose confidence that their leaders could keep inflation under control.
“What happened by the ’70s took almost 10 years to develop,” Mr. Card said. “I don’t think it’s that feasible that it could happen that quickly.”
Anxieties over a lag in hiring lifted on Friday as the government reported that employers added 850,000 workers in June, the largest monthly gain since last summer.
Wages jumped for the third month in a row, a sign that employers are trying to attract applicants with higher pay and that workers are gaining bargaining power.
Rising Covid-19 vaccination rates and a growing appetite for travel, dining out, celebrations and entertainment gave a particular boost to leisure and hospitality businesses. The biggest chunk of June’s gains — 343,000 — could be found there.
accelerated rate of early retirements means that some of those workers will never come back.
“Today there are more job openings than before the pandemic and fewer people in the labor force,” said Becky Frankiewicz, president of the staffing company ManpowerGroup North America. “The single defining challenge for employers is enticing American workers back to the work force.”
The report follows several promising economic developments this week. Consumer confidence, which surged in June, is at its highest point since the pandemic’s onset last year. Stocks closed out the first half of the year at record highs. And the Congressional Budget Office said Thursday that the economy was on track to recover all the jobs lost in the pandemic by the middle of next year.
But economists cautioned against trying to divine the complex currents crisscrossing the labor market from a single month’s data, particularly given how much the pandemic has disrupted employment patterns.
may reflect smaller-than-expected layoffs rather than big gains. Over a longer period, employment in both public and private education remains significantly below its prepandemic level.
remarks from the White House.
The June figures are unlikely to allay the concerns of small-business owners and managers who complain about the difficulty finding workers. Nearly half report that they cannot fill openings, according to a recent survey by the National Federation of Independent Business.
The competition for workers has pushed up wages. Average hourly earnings climbed 3.6 percent in the year through June and 0.3 percent over the month. Low-wage workers seem to be the biggest beneficiaries of the bump in pay.
Ms. Frankiewicz of ManpowerGroup said the rise of “superemployers” like Amazon and Walmart was making it even more difficult for small and medium-size businesses to attract workers. In the summer of 2019, the top 25 employers had 10 percent of the open jobs, she said, while “today 10 employers do.”
moved to end distribution of federal pandemic-related jobless benefits even though they are funded until September, arguing that the assistance — including a $300 weekly supplement — was discouraging people from returning to work.
The latest jobs report did not reflect the cutoff’s impact because the government surveys were completed before any states ended benefits.
Staffing firms said they had not seen a pickup in job searches or hiring in states that have since withdrawn from the federal jobless programs.
Indeed surveyed 5,000 people in and out of the labor force and found that child care responsibilities, health concerns, vaccination rates and a financial cushion — from savings or public assistance — had all affected the number looking for work. Many employers are desperate to hire, but only 10 percent of workers surveyed said they were urgently seeking a job.
And even among that group, 20 percent said they didn’t want to take a position immediately.
Aside from ever-present concerns about pay and benefits, workers are particularly interested in jobs that allow them to work remotely at least some of the time. In a survey of more than 1,200 people by the staffing company Randstad, roughly half said they preferred a flexible work arrangement that didn’t require them to be on site full time.
Some employers are getting creative with work arrangements in response, said Karen Fichuk, chief executive of Randstad North America. One employer changed the standard shift to match the bus schedule so employees could get to work more easily. Others adjusted hours to make it easier for parents with child care demands.
Health and safety concerns are also on the minds of workers whose jobs require face-to-face interactions, the survey found.
Black and Hispanic workers, who were disproportionately affected by the coronavirus and by job losses, are having trouble regaining their foothold. “The Black unemployment rate is still exceptionally high,” at 9.2 percent compared with 5.2 percent for white workers, said Michelle Holder, an economist at John Jay College in New York.
One factor in the elevated Black jobless rate is that the ranks of Black workers employed or seeking jobs grew sharply last month. But participation in the labor force remains lower than it was before the pandemic among all major racial and ethnic groups.
Professor Holder said some people were reluctant to rejoin the labor force because of the quality and the pay of the work available.
“We don’t have a shortage of people to work,” she said. “What we don’t have are decent jobs.”
Jeanna Smialek and Ben Casselman contributed reporting.
Roller-coaster operators and lemonade slingers at Kennywood amusement park, a Pittsburgh summer staple, won’t have to buy their own uniforms this year. Those with a high school diploma will also earn $13 as a starting wage — up from $9 last year — and new hires are receiving free season passes for themselves and their families.
The big pop in pay and perks for Kennywood’s seasonal work force, where nearly half of employees are under 18, echoes what is happening around the country as employers scramble to hire waiters, receptionists and other service workers to satisfy surging demand as the economy reopens.
For American teenagers looking for work, this may be the best summer in years.
As companies try to go from hardly staffed to fully staffed practically overnight, teens appear to be winning out more than any demographic group. The share of 16- to 19-year-olds who are working hasn’t been this high since 2008, before the unfolding global financial crisis sent employment plummeting. Roughly 256,000 teens in that age group gained employment in April — counting for the vast majority of newly employed people — a significant change after teenagers suffered sharp job losses at the beginning of the pandemic. Whether the trend can hold up will become clearer when jobs data for May is released on Friday.
It could come with a downside. Some educators warn that jobs could distract from school. And while employment can itself offer learning opportunities, the most recent wave of hiring has been led by white teens, raising concerns that young people from minority groups might miss out on a hot summer labor market.
antique roller coaster and snapping people into paddle boats when she thought it paid $9 — so when she found out the park was lifting pay to $13 an hour, she was thrilled.
“I love it,” she said. She doesn’t even mind having to walk backward on the carousel to check that everyone is riding safely, though it can be disorienting. “After you see the little kids and they give you high-fives, it doesn’t matter at all.”
It’s not just Kennywood paying up. Small businesses in a database compiled by the payroll platform Gusto have been raising teen wages in service sector jobs in recent months, said Luke Pardue, an economist at the company. Teens took a hit at the onset of the pandemic but got back to their pre-coronavirus wage levels in March 2021 and have spent the first part of May seeing their wages accelerate above that.
raised the starting pay to $10 an hour and dropped the minimum age for applicants from 16 years old to 15. It seems to have worked: More teenagers applied and the city has started interviewing candidates for the open positions.
“Between 2020 and 2021, it seems like a lot of the retail starting salaries really jumped up, and we just kind of had to follow suit if we wanted to be competitive and get qualified applicants,” said Trace Stevens, the city’s director of parks and recreation.
Apps for Apps” deal in which applicants who were interviewed received a free appetizer voucher. Restaurants and gas stations across the country are offering signing bonuses.
But the perks and better pay may not reach everyone. White teens lost employment heavily at the beginning of the pandemic, and they’ve led the gains in 2021, even as Black teens have added comparatively few and Hispanic teens actually lost jobs. That’s continuing a long-running disparity in which white teens work in much greater numbers, and the gap could worsen if the current trajectory continues.
More limited access to transportation is one factor that may hold minority teens back from work, Ms. Sasser Modestino said. Plus, while places like Cape Cod and suburban neighborhoods begin to boom, some urban centers with public transit remain short on foot traffic, which may be disadvantaging teens who live in cities.
“We haven’t seen the demand yet,” said Joseph McLaughlin, research and evaluation director at the Boston Private Industry Council, which helps to place students into paid internships and helps others to apply to private employers, like grocery stores.
Ms. Sasser Modestino’s research has found that the long-running decline in teen work has partly come from a shift toward college prep and internships, but that many teens still need and want jobs for economic reasons. Yet the types of jobs teens have traditionally held have dwindled — Blockbuster gigs are a thing of the past — and older workers increasingly fill them.
Teenagers who are benefiting now may not be able to count on a favorable labor market for the long haul, said Anthony P. Carnevale, the director of Georgetown University’s Center on Education and the Workforce.
“There may be what will surely be a brief positive effect, as young people can move into a lot of jobs where adults have receded for whatever reason,” he said. “It’s going to be temporary, because we always take care of the adults first.”
Educators have voiced a different concern: That today’s plentiful and prosperous teen jobs might be distracting students from their studies.
When in-class education restarted last August at Torrington High School, which serves 330 students in a small city in Wyoming, principal Chase Christensen found that about 10 of his older students weren’t returning. They had taken full-time jobs, including working night shifts at a nursing home and working at a gravel pit, and were reluctant to give up the money. Five have since dropped out of or failed to complete high school.
“They had gotten used to the pay of a full-time worker,” Mr. Christensen said. “They’re getting jobs that usually high schoolers don’t get.”
If better job prospects in the near term overtake teenagers’ plans for additional education or training, that could also spell trouble. Economic research consistently finds that those who manage to get through additional training have better-paying careers.
Still, Ms. Sasser Modestino pointed out that a lot of the hiring happening now was for summer jobs, which have less chance of interfering with school. And there may be upsides. For people like Ms. Bailley, it means an opportunity to save for textbooks and tuition down the road. She’d like to go to community college to complete prerequisites, and then pursue an engineering degree.
“I’ve always been interested in robots, I love programming and coding,” she said, explaining that learning how roller coasters work lines up with her academic interests.
Shaylah Bentley, 18 and a new season pass taker at Kennywood, said the higher-than-expected wage she’s earning will allow her to decorate her dorm room at Slippery Rock University. She’s a rising sophomore this year, studying exercise science.
“I wanted to save up money for school and expenses,” she said. “And have something to do this summer.”
OREFIELD, Pa. — From his office in an old barn on a turkey farm, David Jaindl watches a towering flat-screen TV with video feeds from the hatchery to the processing room, where the birds are butchered. Mr. Jaindl is a third-generation farmer in Pennsylvania’s Lehigh Valley. His turkeys are sold at Whole Foods and served at the White House on Thanksgiving.
But there is more to Mr. Jaindl’s business than turkeys. For decades, he has been involved in developing land into offices, medical facilities and subdivisions, as the area in and around the Lehigh Valley has evolved from its agricultural and manufacturing roots to also become a health care and higher education hub.
Now Mr. Jaindl is taking part in a new shift. Huge warehouses are sprouting up like mushrooms along local highways, on country roads and in farm fields. The boom is being driven, in large part, by the astonishing growth of Amazon and other e-commerce retailers and the area’s proximity to New York City, the nation’s largest concentration of online shoppers, roughly 80 miles away.
“They are certainly good for our area,” said Mr. Jaindl, who is developing land for several new warehouses. “They add a nice tax base and good employment.”
promotional video posted on the economic development agency’s website, there are images of welders, builders and aerial footage of the former Bethlehem Steel plant, which closed in the 1990s. The narrator touts the Lehigh Valley’s ethos as the home of “makers” and “dreamers.”
“We know the value of an honest day’s work,” the narrator intones. “We practically wrote the book on it.”
Jason Arias found an honest day’s work in the Lehigh Valley’s warehouses, but he also found the physical strain too difficult to bear.
Mr. Arias moved to the area from Puerto Rico 20 years ago to take a job in a manufacturing plant. After being laid off in 2010, Mr. Arias found a job packing and scanning boxes at an Amazon warehouse. The job soon started to take a toll — the constant lifting of boxes, the bending and walking.
“Manufacturing is easy,” he said. “Everything was brought to you on pallets pushed by machines. The heaviest thing you lift is a box of screws.”
One day, walking down stairs in the warehouse, Mr. Arias, 44, missed a step and felt something pop in his hip as he landed awkwardly. It was torn cartilage. At the time, Mr. Arias was making $13 an hour. (Today, Amazon pays an hourly minimum of $15.)
In 2012, Mr. Arias left Amazon and went to a warehouse operated by a food distributor. After a few years, he injured his shoulder on the job and needed surgery.
“Every time I went home I was completely beat up,” said Mr. Arias, who now drives a truck for UPS, a unionized job which he likes.
Dr. Amato, the regional planning official, is a chiropractor whose patients include distribution workers. Manufacturing work is difficult, but the repetitive nature of working in a warehouse is unsustainable, he said.
“If you take a coat hanger and bend it back and forth 50 times, it will break,” he said. “If you are lifting 25-pound boxes multiple times per hour, eventually things start to break down.”
Dennis Hower, the president of the local Teamsters union, which represents drivers for UPS and other companies in the Lehigh Valley, said he was happy that the e-commerce boom was resulting in new jobs. At the same time, he’s reminded by the empty storefronts everywhere that other jobs are being destroyed.
“Every day you open up the newspaper and see another retail store going out of business,” he said.
Not everyone can handle the physicality of warehouse work or has the temperament to drive a truck for 10 hours a day. In fact, many distribution companies are having a hard time finding enough local workers to fill their openings and have had to bus employees in from out of state, Mr. Hower said.
“You can always find someone somewhere who is willing to work for whatever you are going to pay them,” he said.
A slave’s final resting place
Two years ago, there were no warehouses near Lara Thomas’s home in Shoemakersville, Pa., a town of 1,400 people west of the Lehigh Valley. Today, five of them are within walking distance.
“It hurts my heart,” said Ms. Thomas. “This is a small community.”
A local history buff, Ms. Thomas is a member of a group of volunteers who regularly clean up old, dilapidated cemeteries in the area, including one in Maxatawny that is about two miles from her church.
The cemetery, under a grove of trees next to a wide-open field, is the final resting place of George L. Kemp, a farmer and a captain in the Revolutionary War. Last summer, the warehouse developer Duke Realty, which is based in Indianapolis, argued in county court that it could find no living relatives of Mr. Kemp and proposed moving the graves to another location. A “logistics park” is planned on the property.
Meredith Goldey, who is a Kemp descendant, was not impressed with Duke’s due diligence. “They didn’t look very hard.”
Ms. Goldey, other descendants and Ms. Thomas pored through old property and probate records and found Mr. Kemp’s will.
The documents stipulated that a woman enslaved by Mr. Kemp, identified only as Hannah, would receive a proper burial. While there is no visible marker for Hannah in the cemetery, the captain’s will strongly suggests she is buried alongside the rest of the family.
“This is not the Deep South,” Ms. Thomas said. “It is almost unheard-of for a family to own a slave in eastern Pennsylvania in the early 19th century and then to have her buried with them.”
Several descendants of Mr. Kemp filed a lawsuit against Duke Realty seeking to protect the cemetery. A judge has ordered the two sides to come up with a solution by next month. A spokesman for Duke Realty said in an email that the company “is optimistic that the parties will reach an amicable settlement in the near future.”
Ms. Thomas worries that if the bodies are exhumed and interred in another location, they will not be able to locate Hannah’s remains and they will be buried under the warehouse.
WELLINGTON, New Zealand — Like many New Zealanders before her, Cat Moody chased the broader horizons of life abroad, unsure if she would ever return to a homeland she saw as remote and limiting.
But when the pandemic arrived, it “changed the calculus” of what she valued, she said. Suddenly, fresh air, natural splendor and a sparse population sounded more appealing, as did the sense of security in a country whose strict measures have all but vanquished Covid-19.
In February, Ms. Moody, 42, left her house and the life she had built in Princeton, N.J., and moved back to New Zealand with her husband, a U.S. citizen. She is among more than 50,000 New Zealanders who have flocked home during the pandemic, offering the country a rare opportunity to win back some of its best and brightest.
The unexpected influx of international experience and connections has led to local news reports heralding a societal and industrial renaissance. Policymakers are exhorting businesses to capitalize on the “fundamental competitive advantage” offered by the country’s success against the coronavirus.
have received both doses of a Covid-19 vaccine, and Australians and residents of the Cook Islands are the only non-New Zealanders who can visit.
“Shifting into how we take advantage of the way things have changed, I think having a government that is risk-averse is actually going to be damaging to New Zealand,” Ms. Moody said.
Ms. Imam, who worked in communications for the computer company Dell in the United States, said that New Zealand’s reputation abroad was better than it deserved.
Still, she said that new government policies, such as paid leave for women who have miscarriages, had convinced her that the “project that is New Zealand” was worth returning for.
“At least we’re doing something right,” she said. “I want to be part of that.”
All over the world, countries are confronting population stagnation and a fertility bust, a dizzying reversal unmatched in recorded history that will make first-birthday parties a rarer sight than funerals, and empty homes a common eyesore.
Maternity wards are already shutting down in Italy. Ghost cities are appearing in northeastern China. Universities in South Korea can’t find enough students, and in Germany, hundreds of thousands of properties have been razed, with the land turned into parks.
Like an avalanche, the demographic forces — pushing toward more deaths than births — seem to be expanding and accelerating. Though some countries continue to see their populations grow, especially in Africa, fertility rates are falling nearly everywhere else. Demographers now predict that by the latter half of the century or possibly earlier, the global population will enter a sustained decline for the first time.
A planet with fewer people could ease pressure on resources, slow the destructive impact of climate change and reduce household burdens for women. But the census announcements this month from China and the United States, which showed the slowest rates of population growth in decades for both countries, also point to hard-to-fathom adjustments.
spirals exponentially. With fewer births, fewer girls grow up to have children, and if they have smaller families than their parents did — which is happening in dozens of countries — the drop starts to look like a rock thrown off a cliff.
“It becomes a cyclical mechanism,” said Stuart Gietel Basten, an expert on Asian demographics and a professor of social science and public policy at the Hong Kong University of Science and Technology. “It’s demographic momentum.”
Some countries, like the United States, Australia and Canada, where birthrates hover between 1.5 and 2, have blunted the impact with immigrants. But in Eastern Europe, migration out of the region has compounded depopulation, and in large parts of Asia, the “demographic time bomb” that first became a subject of debate a few decades ago has finally gone off.
South Korea’s fertility rate dropped to a record low of 0.92 in 2019 — less than one child per woman, the lowest rate in the developed world. Every month for the past 59 months, the total number of babies born in the country has dropped to a record depth.
schools shut and abandoned, their playgrounds overgrown with weeds, because there are not enough children.
To goose the birthrate, the government has handed out baby bonuses. It increased child allowances and medical subsidies for fertility treatments and pregnancy. Health officials have showered newborns with gifts of beef, baby clothes and toys. The government is also building kindergartens and day care centers by the hundreds. In Seoul, every bus and subway car has pink seats reserved for pregnant women.
But this month, Deputy Prime Minister Hong Nam-ki admitted that the government — which has spent more than $178 billion over the past 15 years encouraging women to have more babies — was not making enough progress. In many families, the shift feels cultural and permanent.
projections by an international team of scientists published last year in The Lancet, 183 countries and territories — out of 195 — will have fertility rates below replacement level by 2100.
municipalities have been consolidated as towns age and shrink. In Sweden, some cities have shifted resources from schools to elder care. And almost everywhere, older people are being asked to keep working. Germany, which previously raised its retirement age to 67, is now considering a bump to 69.
Going further than many other nations, Germany has also worked through a program of urban contraction: Demolitions have removed around 330,000 units from the housing stock since 2002.
recently increased to 1.54, up from 1.3 in 2006. Leipzig, which once was shrinking, is now growing again after reducing its housing stock and making itself more attractive with its smaller scale.
“Growth is a challenge, as is decline,” said Mr. Swiaczny, who is now a senior research fellow at the Federal Institute for Population Research in Germany.
Demographers warn against seeing population decline as simply a cause for alarm. Many women are having fewer children because that’s what they want. Smaller populations could lead to higher wages, more equal societies, lower carbon emissions and a higher quality of life for the smaller numbers of children who are born.
But, said Professor Gietel Basten, quoting Casanova: “There is no such thing as destiny. We ourselves shape our lives.”
The challenges ahead are still a cul-de-sac — no country with a serious slowdown in population growth has managed to increase its fertility rate much beyond the minor uptick that Germany accomplished. There is little sign of wage growth in shrinking countries, and there is no guarantee that a smaller population means less stress on the environment.
Many demographers argue that the current moment may look to future historians like a period of transition or gestation, when humans either did or did not figure out how to make the world more hospitable — enough for people to build the families that they want.
Surveys in many countries show that young people would like to be having more children, but face too many obstacles.
Anna Parolini tells a common story. She left her small hometown in northern Italy to find better job opportunities. Now 37, she lives with her boyfriend in Milan and has put her desire to have children on hold.
She is afraid her salary of less than 2,000 euros a month would not be enough for a family, and her parents still live where she grew up.
“I don’t have anyone here who could help me,” she said. “Thinking of having a child now would make me gasp.”
Elsie Chen, Christopher Schuetze and Benjamin Novak contributed reporting.
Sensible theories tell us that unemployment insurance levels could reduce workers’ job search intensity, but well-done studies found that wasn’t really the case in 2020. Demand may be rising faster than supply but things are changing fast, systematic data is slow, and so anyone who tells you they know exactly what’s happening in America broadly now is wrong.
What else is going on here?
Assuming employed, essential workers were more likely to get vaccinated earlier, the non-vaccinated rate is substantially higher for working-age Americans who are not working. My analysis of census data shows that, in January through March, for every 10 percent of working-age people vaccinated, about 1 percent more became employed. Our working-age employment rate remains about three percentage points down from February 2020. If this relationship continued to hold as we vaccinate the next 30 percent of working-age Americans, the remaining employment gap could close. It’s not that simple, but I do think that it suggests that public health remains the first-order issue.
For employers with some flexibility in setting wages, they may not raise wage offers to new hires because internal equity then pressures for raises to incumbents and that reduces their profit.These employers will feel like they want to hire, but not so much that they will raise wage offers enough to attract candidates. They will cry about labor shortages but not compete hard.
What can companies do to attract workers?
First, make the job better. Improve wages, benefits, training, safety and respect. Ensure every supervisor treats employees with respect. Are any consistently experiencing higher turnover in their unit?
Second, promote public health by taking coronavirus precautions. This will help everyone and reassure workers who’ve stayed out of the labor market due to health concerns.
Third, be more transparent about what the job offers. Many managers post vague job openings in order to preserve their bargaining flexibility, so they can make a tailored offer after learning about a specific candidate’s circumstances. However, vague vacancy descriptions can lead to two kinds of expensive errors. First, some people who would be a good fit don’t apply because they can’t recognize that the job would be a good fit. Second, people who would not be a good fit apply because the ad is not clear and then the manager has to waste time interfacing with them.
The chief executive of Domino’s Pizza has complained that the company can’t hire enough drivers. Lyft and Uber claim to have a similar problem. A McDonald’s franchise in Florida offered $50 to anybody willing to show up for an interview. And some fast-food outlets have hung signs in their windows saying, “No one wants to work anymore.”
The idea that the United States suffers from a labor shortage is fast becoming conventional wisdom. But before you accept the idea, it’s worth taking a few minutes to think it through.
Once you do, you may realize that the labor shortage is more myth than reality.
Let’s start with some basic economics. The U.S. is a capitalist country, and one of the beauties of capitalism is its mechanism for dealing with shortages. In a communist system, people must wait in long lines when there is more demand than supply for an item. That’s an actual shortage. In a capitalist economy, however, there is a ready solution.
The company or person providing the item raises its price. Doing so causes other providers to see an opportunity for profit and enter the market, increasing supply. To take a hypothetical example, a shortage of baguettes in a town will lead to higher prices, which will in turn cause more local bakeries to begin making their own baguettes (and also cause some families to choose other forms of starch). Suddenly, the baguette shortage is no more.
solve the problem by offering to pay a higher price for that labor — also known as higher wages. More workers will then enter the labor market. Suddenly, the labor shortage will be no more.
a lot of evidence to suggest that the U.S. economy does not suffer from that problem.
If anything, wages today are historically low. They have been growing slowly for decades for every income group other than the affluent. As a share of gross domestic product, worker compensation is lower than at any point in the second half of the 20th century. Two main causes are corporate consolidation and shrinking labor unions, which together have given employers more workplace power and employees less of it.
has declined in recent decades. The country now has the equivalent of a large group of bakeries that are not making baguettes but would do so if it were more lucrative — a pool of would-be workers, sitting on the sidelines of the labor market.
Corporate profits, on the other hand, have been rising rapidly and now make up a larger share of G.D.P. than in previous decades. As a result, most companies can afford to respond to a growing economy by raising wages and continuing to make profits, albeit perhaps not the unusually generous profits they have been enjoying.
announced Tuesday that it would raise its minimum hourly wage to $25 and insist that contractors pay at least $15 an hour. Other companies that have recently announced pay increases include Amazon, Chipotle, Costco, McDonald’s, Walmart, J.P. Morgan Chase and Sheetz convenience stores.
Low wages seem normal
Why the continuing complaints about a labor shortage, then?
They are not totally misguided. For one thing, some Americans appear to have temporarily dropped out of the labor force because of Covid-19. Some high-skill industries may also be suffering from a true lack of qualified workers, and some small businesses may not be able to absorb higher wages. Finally, there is a rollicking partisan debate about whether expanded jobless benefits during the pandemic have caused workers to opt out.
For now, some combination of these forces — together with a rebounding economy — has created the impression of labor shortages. But companies have an easy way to solve the problem: Pay more.
That so many are complaining about the situation is not a sign that something is wrong with the American economy. It is a sign that corporate executives have grown so accustomed to a low-wage economy that many believe anything else is unnatural.
became a top spokesmodel.
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A Times classic: See what kids around the world eat for breakfast.
Lives Lived: Lee Evans was one of several Black athletes who threatened to boycott the 1968 Summer Olympics. Instead, he smashed two world records and raised his fist at the medal ceremony. Evans died at 74.
Flamin’ Hot Cheetos to executives. The spicy puffs were a huge success, and Montañez worked his way up the company’s ranks to become an executive himself.
It’s the kind of inspiring story made for a biopic — one that the actress Eva Longoria is set to direct. And yet, the details may not be entirely true, according to an investigation by The Los Angeles Times.
While Montañez did make valuable contributions to Frito-Lay, the company stated that he did not create Flamin’ Hot Cheetos. Lynne Greenfeld, an employee at Frito-Lay’s corporate office, did. “That doesn’t mean we don’t celebrate Richard, but the facts do not support the urban legend,” Frito-Lay said.
Montañez has disputed Frito-Lay’s claims, with some support from another executive, and said his low job status explained the lack of documentation of his role. “I wasn’t a supervisor, I was the least of the least,” Montañez told Variety. He retired from the company in 2019.
As for the movie, Frito-Lay told its producers about the story discrepancies in 2019. “I think enough of the story is true,” Lewis Colick, a screenwriter for the project, recently said. “The heart and soul and spirit of the story is true. He is a guy who should remain the face of Flamin’ Hot Cheetos.” — Sanam Yar, a Morning writer
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Today’s episode of “The Daily” is about Joe Biden and Benjamin Netanyahu. On the Modern Love podcast, a man returns to the orphanage he tried to forget.