In a brief completed for the Bell Policy Center by University of Colorado Denver graduate student Lauren Whynott, we explore how technology might affect Colorado jobs as part of our continuing research on the future of work.
Coloradans in low-wage jobs are seeing pay bumps, but not enough to live a middle class lifestyle. For folks in jobs paying middle class wages, their wage gains aren't keeping up with costs.
For many Coloradans, taking time off to meet family care needs comes with the constant fear of losing a paycheck or job.
Our first in a continuing series looks at stagnant wages for Coloradans. Here, we've compiled the key points on the issue, the facts, and the solutions.
A new study highlights a scary truth: Achieving a middle class lifestyle is impossible for most Colorado families with actual middle-income levels. Read the full findings now.
Only 7.7 percent of Coloradans are automatically eligible for overtime pay today, but a new report says Colorado policymakers don't have to wait on the White House to update overtime.
The Bell identified the educational and job training needs of Denver-area families and developed a list of programs, policies, and resources available to provide these services. This mapping study focuses on identifying what currently exists, the students being served, and the major barriers and gaps in accessing the available services.
A robust, universal paid leave insurance program would benefit all of us. Colorado’s changing demographics and the future of work require us to rethink what “insurance” means, and find ways to offer paid family and medical leave to everyone.
While pay inequity should first be recognized as a moral issue, it is also an economic issue. Colorado loses more than a combined total of $13 billion every year due to the gender wage gap.
Policies that focus on a job’s worth, versus an applicant’s salary history, have been implemented by companies like Amazon, Facebook, and Google. Still, a recent survey found only 5 percent of employers say it’s already existing practice not to ask about a candidate's pay history.
