Age and Work‐Related Health: Insights from the UK Labour Force Survey

Data from the UK Labour Force Survey (LFS) are used to examine two methodological issues in the analysis of the relationship between age and work‐related health. First, the LFS is unusual in that it asks work‐related health questions to those who are not currently employed. This facilitates a more representative analysis than that which is constrained to focus only on those currently in work. Second, information in the LFS facilitates a comparison of work‐related health problems that stem from current employment to a more encompassing measure that includes those related to a former job. We find that accounting for each of these sources of bias increases the age work‐related health risk gradient, and suggest that ignoring such effects will underestimate the work‐related health implications of current policies to extend working lives.     

Durable Purchases over the Later Life Cycle

We investigate life‐cycle patterns of demand for services from household durables using UK panel data. We take careful account of prices, demographics, labour supply and health. Demand for consumer electronics rises with age, while the demand for household appliances is flat. These findings contrast with the well documented decline in non‐durable consumption at older ages, and suggest that studies that estimate the overall discount rate from nondurable consumption may underestimate consumer patience and the savings required to fund retirement. We also find important non‐separabilities between the demand for durables, labour supply and health status.     

THE LABOUR MARKET IMPACT OF THE UK DISABILITY DISCRIMINATION ACT: EVIDENCE FROM THE REPEAL OF THE SMALL FIRM EXEMPTION

This paper uses data from the Quarterly Labour Force Survey in the UK (1997–2006) and changes in the coverage of the Disability Discrimination Act (DDA), that result from the removal of the small firm exemption, to assess the labour market impact of the legislation. The data support a narrowing of the employment gap between the disabled and non‐disabled over the post DDA period. However, the evidence based on small firms does not support this being a direct result of the employment provisions of the DDA.     

全球十大投行换位的背后

由普罗维登斯资本主导的价值512亿美元的收购案在2008年圣诞节前宣告失败，2005年至2007年这段大型并购的繁荣时期也随之落幕，由此银行业也开始转变业务重心。2008年欧洲最大的杠杆收购案要数瑞典北欧资本（NordicCapital）和美国艾维斯塔资本伙伴（AvistaCapitalPartners）联手收购英国上市公司百时美施贵宝（Bristol-MyersSquibbCompany）旗下的医疗技术公司ConvaTec。     

Sustainability and innovation in staple crop production in the US Midwest

An agroecosystem is constrained by environmental possibility and social choices, mainly in the form of government policies. To be sustainable, an agroecosystem requires production systems that are resilient to natural stressors such as disease, pests, drought, wind and salinity, and to human constructed stressors such as economic cycles and trade barriers. The world is becoming increasingly reliant on concentrated exporting agroecosystems for staple crops, and vulnerable to national and local decisions that affect resilience of these production systems. We chronicle the history of the United States staple crop agroecosystem of the Midwest region to determine whether sustainability is part of its design, or could be a likely outcome of existing policies particularly on innovation and intellectual property. Relative to other food secure and exporting countries (e.g. Western Europe), the US agroecosystem is not exceptional in yields or conservative on environmental impact. This has not been a trade-off for sustainability, as annual fluctuations in maize yield alone dwarf the loss of caloric energy from extreme historic blights. We suggest strategies for innovation that are responsive to more stakeholders and build resilience into industrialized staple crop production.     

The gender salary gap in British academia

This paper considers salary determination and the gender salary gap in the academic labour market utilizing a particularly detailed data set of academics from five old established Universities. Results reveal an aggregate gender salary differential for academic staff of 15%. Most of this differential can, however, be explained by our model. Evidence suggests a limited opportunity for female academics to combine career and family, despite the flexibility of an academic job and emphasizes the importance of mobility to the male career. Publication record is found to be an important determinant of salary.