This paper provides an overview of post-study employability for students of linguistics. We begin with a review of the literature on employability, education, and skills. We then conduct an analysis of fifty-one interviews with people who studied linguistics and went on to work in a diverse range of occupations. We provide a summary of the interview participants, and then conduct an analysis of the domain-specific and transferable skills reported and the advice offered in these interviews. Finally, we look at how linguistics programs can use the existing literature and insights from these interviews to help their students think about careers.

The Bologna Process is advancing at full speed, although the unintended effects it is causing are complained about everywhere. Yet, we do not witness unintended effects alone, but a fundamental societal change that embraces more than is widely recognised. This change is geared to replacing the occupational professional model of mediation between education and employment with the market model. Against the backdrop of the traditional German focus on occupations, that change appears as particularly radical.

This study attempts to answer a perennial question asked of and by every student of linguistics: ‘What can you do with this degree?’. We address the question through an in-depth analysis of administrative and tax data from Statistics Canada (2009–2018). Specifically, this article (i) maps out educational and employment pathways of linguistics graduates in Canada, (ii) compares their earnings to graduates from other ‘competitor’ programs that future linguists consider as viable alternatives, and (iii) verifies the range of careers advertised by linguistics departments against the reality of the industries in which graduates from those departments are employed. These findings enable us to draw conclusions about the optimal and suboptimal educational and career pathways that involve a linguistics degree. Linguistics graduates tend to earn less than their peers in comparable programs, unless they pursue a lengthy educational path. The findings also point to a partial mismatch between potential careers advertised by Canadian linguistics departments and actual areas of employment after graduating with a linguistics degree. We provide suggestions for linguistics departments on how best to align the policies and practices of these programs with the ground truth of the labor market.

This paper examines the effects of practical and emotional social support to changes in personal and vocational wellbeing of employees and training participants of social purpose enterprises. This study finds that among participants with lower baseline optimism and self-esteem, those who found the practical social support from their organization to be more relevant to their work outcomes had significantly higher optimism and self-esteem at the time of the survey, compared to other low baseline participants who had assigned less importance to their work-centred practical support. Social support did not influence those with high baseline scores in optimism and self-esteem, or changes to self-efficacy and vocational identity. Implications on support intervention within social purpose enterprises and for the broader field of social enterprise research are discussed.

Previous studies have found that employment in the voluntary sector offers a so-called ‘job satisfaction premium’: despite lower salaries, voluntary sector employees are more satisfied with their jobs than workers in other sectors. This paper examines whether voluntary sector employees also experience a subjective well-being premium. Using data from the UK Annual Population Survey 2012/2013, we find that voluntary sector employees do have higher levels of subjective well-being but this subjective well-being premium is not evenly distributed between men and women. While both men and women in the voluntary sector experience higher levels of fulfilment than private sector employees, only men have higher levels of happiness and life satisfaction. Women in the voluntary sector have lower life satisfaction than their public sector counterparts. We discuss the implications of our findings for policy and practice in the voluntary sector in the UK.

While there is consensus about the combined relevance of liberal regime policies and gendered employment and family trajectories in adulthood, for shaping employment in later life, so far there is no single cross-national study simultaneously addressing these dimensions. Drawing on exceptionally rich, harmonised life history data, we explore the association between employment and family patterns in adulthood, and the prevalence, duration and diversity of extended working lives beyond full pension age, among men and women in four predominantly liberal countries: two from Europe (England and Switzerland) and two from the Americas (the United States and Chile). Our findings indicate that employment trajectories – unlike partnership and fertility trajectories – play a significant role in shaping the prevalence, duration and diversity of later-life employment across the four countries examined. Furthermore, gender differences in later-life employment patterns are particularly notable in England and Chile. Our comparative perspective reveals that while liberal regimes share certain characteristics, they also exhibit significant diversity in how extended working lives manifest and are influenced by lifecourse trajectories.

This article documents the survival of gender inequalities in UK archaeology. We discover how an early equality and diversity agenda (Morris 1992) was dismantled in the late 1990s and explore the impact this had on women’s careers. Analysis of data from Chartered Institute for Archaeologists1 employment surveys for the period 1999–2008 enables a developed understanding of why many women, often reluctantly, left archaeology in their 30s, in a continual ‘leaky pipeline’, as volunteer group British Women Archaeologists was established. We find core issues linked to this ‘sector exodus’ as a gendering of tasks/under-employment, lack of support around parenting, and gendered promotion, leading to pay disparity. We argue that a refusal in the late 1990s to modernize employment structures around women workers’ needs underpins ongoing economic precarity in the sector.

Climate change increasingly threatens human development, economic resilience and labour market stability. Using panel data from Chinese A-share listed firms (2007–2021), this study quantifies the employment impacts of extreme temperatures. A one-standard-deviation increase in exposure reduces employment by 0.07 per cent, equivalent to an average loss of 0.0054 workers per firm and 4.36 jobs across the sample. Extreme heat has a stronger effect than cold, with temperature bin analysis showing an average loss of 0.191 workers per firm and 15.565 jobs overall. Mechanism analyses indicate that extreme temperatures heighten operational risks and financial constraints, reducing labour demand. Internal and external buffers are identified: higher wages mitigate employment losses, government subsidies provide external support, while robot adoption and supply chain concentration show limited moderating effects. Heterogeneity analyses reveal greater vulnerabilities in underdeveloped, resource-dependent and climate-sensitive regions. Results emphasize the need for climate-adaptive policies to protect employment amid rising environmental risks.

The present study examines the influence of non-economic factors on women’s labour market participation in low-income neighbourhoods of urban areas in India. For this purpose, we conducted a survey in two slum areas of Kolkata city in West Bengal – one, located in a residential neighbourhood, and another, situated in the dock area of the city and surrounded by factories. Our survey of 384 ever-married working-age women makes three noteworthy observations. First, the location of slums crucially affects the type of paid work that is available and accessible to women. Secondly, although women’s entry into the labour market maybe crisis-driven, the women workers develop an intrinsic valuation of paid work as their right, and as a means of livelihood in the process. Finally, social and community norms explain both the non-participation and the temporary withdrawal of women from the labour force. Thus, the inability and/or the unwillingness of slum women to participate in the labour market primarily stem from the strict adherence to patriarchal norms in general, and community norms in particular, either imposed on them directly by their spouses or indirectly by the community they reside in. Therefore, our analysis highlights the need for tailor-made policies that meet locality-specific needs.

The domination and exploitation inherent to colonialism entailed casting Africans as violators of European standards, expectations, and even aspirations. This article identifies messaging which permeated the everyday experiences of African wage earners by locating the ways in which employers embedded their understanding of Africans as potential violators into the employment relationship. It examines the records of the Tribunal de Première Instance in Dakar, Senegal, during the decades of high colonialism to reveal the nature of that dynamic, exploring implicit expectations among employers regarding their employees, particularly related to allegations of theft or abandonment of work brought against workers. Analysis of such cases particularly highlights domestic workers, who were overwhelmingly male. The interactions and claims in the justice records reveal clear constructions of violation within the attitudes and actions of non-African employers in colonial Dakar and present the court as a venue for perpetuating that rhetoric.