THE CHANGING NATURE OF WORK AND EMPLOYMENT

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THE CHANGING NATURE OF WORK

AND EMPLOYMENT RELATIONS IN

AUSTRALIA

Russell Lansbury

Professor of Work & Organisational Studies

Faculty of Economics & Business

University of Sydney

The Future of Work: An International Symposium

The Economic and Social Research Council, 23-24 June 2003

Key Trends in Work and Employment

Relations in Australia

From centralised to decentralised regulation of work and employment relations

From awards and collectively negotiated agreements to individual contracts of employment

From full-time, permanent and continuing jobs to contingent forms of work

From a pluralist system of employment relations to a unitarist approach in which collective forms of worker representation are diminished

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The Regulation of Work and

Employment in Australia

Previously:

A long tradition of centralised regulation of wages and conditions through awards and agreements in the

Australia Industrial Relations Commission, at both the industry and national levels.

Over the past decade:

Reduction in the scope of the Commission’s jurisdiction to conciliate and arbitrate award matters.

Encouragement of individualised agreements between workers and employers at the enterprise level.

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Table 1. Changes in the Levels of Unionisation and

Arrangements for Determining Wages and Working

Conditions in Australia

Percentage of the workforce unionised

Percentage of the workforce covered by awards and/or collective agreements

Percentage of the workforce on individual or common law contracts of employment

1990

41

80

20

2000

25

58

42

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The Changing Nature of Work and the Labour Market

Previously:

Predominantly permanent, full-time forms of employment with hours regulated by awards and collective agreements.

Over the past decade:

Almost half of the workforce now employed in jobs which are casual, part-time and/or fixed contract. Increased average working hours with unpaid overtime.

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Table 2. The Changing Composition of the

Workforce in Fulltime and

Less than Fulltime Work in Australia

Percentage in fulltime work

Percentage in less than fulltime work

1971

90

10

100

2000

71

29

100

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Table 3. The Changing Composition of the Workforce by Employment Status in Australia

Percentage of employees in permanent and continuing forms of employment

Percentage of employees in nonpermanent forms of employment

Percentage who are employers or selfemployed

1971

80

6

14

100

2000

62

24

14

100

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Changing Work and Family Issues

Previously:

Assumption of a ‘male breadwinner model’ with the male partner in fulltime work and the female in part-time employment and caring for children.

Over the past decade:

Significant increases in the labour force participation of women with children. Increasing proportion of families with either dual earners or no-earners. Inadequate paid carers’ leave and childcare arrangements now major worklife issues.

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Changes in the Social Contract at Work

Previously:

The ‘pillars’ of the implicit social contract between workers, employers and the government included: access to employment for all who were willing and able to work, the provision of education and training for work and the expectation of basic economic security in retirement.

Over the past decade:

Employment has become increasingly insecure, the provision of training by employers has declined and retirement incomes have diminished in value.

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Major Challenges Facing Work and Worklife

• How to reduce pressures on workers and their families arising from job insecurity and increased working hours?

• How to raise the levels of skill and knowledge of the workforce to be able to adapt to changes and obtain sustainable jobs?

• How to provide greater opportunities for workers to participate in decision-making and governance of their workplaces?

• How to support and reform labour market institutions to achieve equity and efficiency at work?

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