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hen the AP United States history students at Aragon High School in San Mateo California, scanned the professionally designed pages of www.minimumwage.com, most concluded that it was a solid, unbiased source of facts and analysis. They noted the menu of research reports, graphics and videos, and the "About" page describing the site as a project of a "nonprofit research organization" called the Employment Policies Institute. But then their teacher, Will Colglazier, demonstrated how a couple more exploratory clicks-critically, beyond the site itself-revealed that the Employment Policies Institute is considered by the Center for Media and Democracy to be a front group created by lobbyists for the restaurant and hotel industries. "I have some bright students, and a lot of them felt chagrined that they weren't able to deduce this," said Colglazier, who videotaped the episode last January. "They got duped."

Women continue to earn less than men, for a variety of reasons. Discrimination is one, research shows. Women are also likelier than men to work in lower-paying jobs like those in public service, caregiving and the nonprofit sector - and to take time off for children. Employers often base a starting salary on someone's previous one, so at each job, the gender pay gap continues, and it becomes seemingly impossible for women to catch up. Salary history bans are too new for researchers to have studied their effects extensively. But other research has found that people are overly influenced by an opening bid, something social scientists call anchoring bias. This means that if employers learn an applicant's previous salary and it's lower or higher than they were planning to offer, it's likely to influence their offer.

Interesting discussion of evidence on what does, and does not, work in tackling gender bias in recruitment and management processes. Evidence shows that skills-based assessment tasks (where candidates are given tests that replicate the work they'll actually do on the job) and structured interviews (where all candidates are given the same questions in the same order) have a positive impact on diverse recruitment. Unstructured interviews are more likely to allow unfair bias to creep in. Making promotion and pay processes more transparent can reduce pay inequality: when decisions are reviewed by others, managers realise they need to be objective and evidence-based. Evidence also shows women ask for less money than men. To encourage them to negotiate more, employers should make the possible salary range for roles clear. Studies indicate that women are put off negotiating when they're not sure what a reasonable offer is. "A lot of employers are genuinely really keen to reduce the gender pay gap, and also want to show they're making a change. But they're starved for information about what is likely to work,"

Long read from the New Yorker on employment statistics. Good economic statistics benefit the left and the right, government and business. Without reliable data, businesses can't take risks on investments. Boeing, for example, decides how many 787 Dreamliners to build and therefore how many people to employ based on its Current Market Outlook forecast, which is rooted in government data and projects aircraft demand for the next twenty years.

Interesting discussion of a contentious issue related to the idea of a 'basic income' (but here, in a development context). Martin Ravallion (former Chief Economist of the World Bank, now at CGD) published a useful paper this week asking exactly this question. As he says, there's no simple answer - which is why the question is so interesting. Both 'the right to work' and 'the right to income' aim to secure a more fundamental right: freedom from poverty. Workfare has a long history, notably in India, where the National Rural Employment Guarantee Act (NREGA) guarantees (in theory) up to 100 days work per year, paid at a minimum wage, to anyone who requests it. Cash transfers (often with conditions) have expanded enormously in recent years, while the hot topic of Universal Basic Income (UBI) has advocates across the political spectrum. Which of these approaches is most cost-effective? Ravallion sets out the arguments clearly.

Most people pass through some type of public space in their daily routine - sidewalks, roads, train stations. Thousands walk through Bryant Park every day. But we generally think that a detailed log of our location, and a list of the people we're with, is private. Facial recognition, applied to the web of cameras that already exists in most cities, is a threat to that privacy. To demonstrate how easy it is to track people without their knowledge, we collected public images of people who worked near Bryant Park (available on their employers' websites, for the most part) and ran one day of footage through Amazon's commercial facial recognition service.

Most of the poor people in the world are women. In no country on earth are women economically equal to men, and Australia is no exception. Research from Acoss and the University of New South Wales last year showed that a higher share of people living in poverty in Australia are women. The experience of living below the breadline in our very wealthy nation is a gendered one, for reasons that are complex and intertwined. As women progress through life, they encounter a series of barriers and setbacks that simply do not encumber men in the same way. The cause of gendered poverty is structural. It is entrenched in our workplace settings, and embedded in our personal relationships. It is at play at every stage of a woman's life, from childhood to the grave, making its mark on our education, our employment, our homes, our familial responsibilities and our retirement options. At its heart is the simple fact that women do the lion's share of caring for others. Caring is women's work, and our society does not value women's work.

Public sector employers with more than 250 staff are legally obliged to publish their gender pay gap by Friday, while private firms and charities have until Wednesday 4 April. About 7,000 of a estimated total of 9,000 organisations had filed results by Thursday.companies have filed mathematically impossible figures - at least 17 have reported a bonus gap of more than 100%. One company reported an hourly mean gender pay gap of 106.4%, implying that for every £100 earned by a man a woman would "pay" £6.40. A spokesperson at the company declined to comment.

Protests against racial injustice and the COVID-19 pandemic have exposed racial inequalities rife within social and economic systems around the world. Fed up with police brutality and systemic racism against African Americans and other racialised groups, people staged protests against racial injustice in all 50 states across the United States.Apart from these examples, however, there is surprisingly little data or discourse about the impact of the disease on racial and ethnic minorities in the rest of Europe. This silence speaks volumes about Europe's approach to racism.The vast majority of EU member states do not use the concept of race or ethnic origin in data collection, in spite of policies like the European Racial Equality Directive and the Employment Equality Directive which prohibit racial or ethnic discrimination. France outright prohibits it.Without disaggregated data, it is virtually impossible to quantify the extent of discrimination experienced by racial and ethnic groups or the impacts of COVID-19 on their lives.

Christopher Pyne has overstated how well Australia is performing on jobs and growth compared to other major economies. IMF estimates for 2016 on GDP growth had put Australia ahead of the G7 countries. But the latest available data - which are actual figures as of the third quarter of 2016, not estimates - show that Australia's cumulative growth in 2016 so far is at the level of the G7 and not higher. So Australia is performing in line with the G7 and slightly worse than the OECD average.

In our teens and early twenties, we're still figuring out what we want to be when we grow up. As we get older, we start to settle into a career. In between, we switch jobs in the search. Based on data from the Current Population Survey, this is when people make the switches and the jobs they switch to.The chart above shows the rate by age, relative to the total number of people who switched to each job. So you see a lot of switching in the early years, and then things seem to settle down at older ages. If someone takes a new job when they're older, it tends towards management or jobs that require more education.

Our entire education system is faulty, claim experts. They worry that schools don't prepare kids for the world outside. But how could anyone prove what the future will be like? We set off on a round-the-world sleuthing trip to trace a statistic that has been causing headaches for students, teachers and politicians alike.

Machines are besting humans in more and more tasks; thanks to technology, fewer Americans make more stuff in less time. But today economists debate not whether machines are changing the workplace and making us more efficient - they certainly are - but whether the result is a net loss of jobs. The figures above may look dire. But compare the number of manufacturing jobs and total jobs in the chart below. Since 1990, the total non-farm workforce has grown 33 percent, more than accounting for the manufacturing jobs lost.

Algorithms decide which applications reach human managers' eyes. But they sort out people with unusual work histories or who lack college degrees