Journal articles: 'Employment Australia'

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Smith, Camis. "Aboriginal employment—Chevron's journey." APPEA Journal 55, no. 2 (2015): 425. http://dx.doi.org/10.1071/aj14060.

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Advancing Aboriginal participation in the workplace comes with its challenges, and those experienced in the oil and gas industry are unique. Barriers to participation need to be regularly evaluated and addressed for success. Although Chevron Australia's focus on Aboriginal employment is fairly recent, it receives strong internal support from senior and corporate leadership. It will be important in the future to further this commitment and build ownership throughout the organisation to achieve long-term results and meet business needs and skills gaps. Camis Smith, Chevron Australia's Aboriginal Employment Strategy Manager, will share Chevron's experiences, lessons and challenges in advancing Aboriginal participation in the workplace, and reinforce its reputation as an employer of choice. Chevron is one of the world's leading integrated energy companies and through its Australian subsidiaries, has been present in Australia for more than 60 years. With the ingenuity and commitment of more than 4,000 people, Chevron Australia leads the development of the Gorgon and Wheatstone natural gas projects, and has been operating Australia's largest onshore oilfield on Barrow Island for more than 45 years.

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Markey, Raymond, and Joseph McIvor. "Regulating casual employment in Australia." Journal of Industrial Relations 60, no. 5 (June 5, 2018): 593–618. http://dx.doi.org/10.1177/0022185618778084.

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The rise of precarious and non-standard working arrangements has received substantial attention in recent times. In Australia precarious work has been particularly associated with the phenomenon of casual work, defined as employment without the leave benefits provided by the National Employment Standards. Casual employment status is at the employers' discretion. It may be long term and involve short shifts of less than 4 hours. In the recent Modern Awards Review by the Australian Fair Work Commission, the Australian Council of Trade Unions submitted proposals to limit employers' ability to unilaterally determine the employment relationship and to reduce the degree of precariousness associated with casual employment. The Australian Council of Trade Unions sought the right for long-term casuals to convert to permanent employment and to extend minimum hours for shifts. This article surveys the evidence, primary and secondary, regarding the extent and nature of Australian casual employment, including its impact on flexibility, earnings security and productivity. In this context, we explore the implications of the Australian Council of Trade Unions claims and Fair Work Commission decision, and present data from a survey of casual employees regarding employment preferences. Whilst some employees prefer casual status, we find that many would benefit from protective regulations, and that most casuals support such regulation.

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Nachatar Singh, Jasvir Kaur. "Challenges in obtaining employment in China: Lived experiences of Australian Chinese graduates." Australian Journal of Career Development 29, no. 3 (September 30, 2020): 153–63. http://dx.doi.org/10.1177/1038416220947085.

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Previous scholarly work has elaborated on challenges faced by Chinese international returnees at Chinese workplaces. However, limited research has captured to what extent such challenges have involved Chinese Australian graduates in gaining employment in China. Hence this study investigates the challenges involved in obtaining successful employment in China. Drawing on a qualitative study, semi-structured interviews were conducted with 19 Chinese graduates who studied at one Australian university and returned to China upon graduation. The study results highlight significant barriers to employment. Challenges include limited prior working experience, graduation in Australia that is not synchronised with employment months in China and lack of guanxi. This study provides important insights into barriers of employment in China for Chinese returnees from Australia and, potentially, for graduate returnees from other countries to China. It also discusses implications for Australian universities and for Chinese international students in Australia.

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Symonds, Peter, and Richard G. Luecking. "Open Employment in Australia." Journal of Vocational Rehabilitation 38, no. 3 (2013): 215–22. http://dx.doi.org/10.3233/jvr-130636.

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DAWKINS, PETER, PAUL GREGG, and ROSANNA SCUTELLA. "Employment Polarisation in Australia*." Economic Record 81, no. 255 (December 2005): 336–50. http://dx.doi.org/10.1111/j.1475-4932.2005.00273.x.

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Buchler, Sandra, Michele Haynes, and Janeen Baxter. "Casual employment in Australia." Journal of Sociology 45, no. 3 (August 20, 2009): 271–89. http://dx.doi.org/10.1177/1440783309335648.

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This article uses data from Wave 1 of the Household Income and Labour Dynamics in Australia (HILDA) 2001 survey to examine whether there is a difference in financial well-being between casual and permanent employees. The study examines two measures of financial difficulty and one measure of financial satisfaction and finds that casual employees fare worse than permanent employees on all three measures. The results indicate that casual employees are less likely to afford basic costs of living, such as bills and mortgage/rent, and have higher levels of financial difficulty as well as lower levels of financial satisfaction. The article concludes that casual employment imposes significant financial strains on employees.

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Dawson, Brian. "Rural employment in Australia." Rural Society 4, no. 2 (January 1994): 14–21. http://dx.doi.org/10.5172/rsj.4.2.14.

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Viccars, Che. "Temporary Employment in Australia." International Migration 31, no. 2-3 (April 1993): 285–99. http://dx.doi.org/10.1111/j.1468-2435.1993.tb00704.x.

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McDonald, Peter. "International migration and employment growth in Australia, 2011–2016." Australian Population Studies 1, no. 1 (November 19, 2017): 3–12. http://dx.doi.org/10.37970/aps.v1i1.8.

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Background: Immigration to Australia pre 1995 was largely low skilled. Recessions led to competition between low-skilled domestic workers and new immigrants and subsequent cuts in migration intakes. Historical changes in birth rates, increased participation in tertiary education, increasing numbers retiring and the relatively rapid restructuring of the skill level of labour demand combined to produce a skilled labour supply crisis in Australia from the mid-1990s. The permanent and temporary skilled migration policies established by the Australian Government from 1995 played an important role in meeting that labour demand, especially in the boom years of the first decade of the 21st century. Aims: This paper examines the impact of immigration on employment in Australia subsequent to the global financial crisis (GFC) for the five-year period from July 2011 to July 2016. Data and methods: Data for the paper are sourced from the Australian Bureau of Statistics. The paper uses survival methods to decompose the growth in employment in Australia in the five-year period from 2011 to 2016: (1) change in age and sex distribution in the absence of migration; (2) changes in employment participation rates by age and sex; (3) net migration by age and sex. Results: Immigration in response to strong labour demand has continued post GFC. From July 2011 to July 2016, employment in Australia increased by 738,800. Immigrants accounted for 613,400 of the total increase, population growth 98,900 and changes in employment participation only 26,500. Migration has had a very large effect on the age structure of employment with most new immigrant workers (595,300) being under 55 years. Conclusions: Research indicates that immigration provides major benefits to the Australian economy. However, as strong labour demand is likely to sustain migration at relatively high levels in coming years, it is incumbent upon governments to plan for the effects of rapid population growth on infrastructure and resources.

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DIXON, ROBERT, JOHN FREEBAIRN, and G. C. LIM. "An Employment Equation for Australia*." Economic Record 81, no. 254 (September 2005): 204–14. http://dx.doi.org/10.1111/j.1475-4932.2005.00256.x.

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Fleay, Caroline, Anita Lumbus, and Lisa Hartley. "People Seeking Asylum in Australia and their Access to Employment: Just What Do We Know?" Cosmopolitan Civil Societies: An Interdisciplinary Journal 8, no. 2 (July 26, 2016): 63–83. http://dx.doi.org/10.5130/ccs.v8i2.4969.

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Public and political claims about the employment of people from a refugee background in Australia do not always reflect the research findings in this area. For example, recent claims by a senior Coalition Government Minister about people seeking asylum who arrived to Australia by boat during the previous Labor Government’s terms in office (2007-13) posit that many have limited employment prospects. However, given there is little research or government reporting on the experiences of asylum seekers who arrived during this time, and none that focuses specifically on their employment, there is no evidence to support this. A review of research on the employment experiences of people from a refugee background, and Australian policies, suggests a more nuanced picture. This includes research that found while initially people from a refugee background are more likely to be unemployed, have temporary jobs and lower incomes than other newly arrived immigrants, over the longer term second-generation refugees have higher levels of labour market participation than the general population and refugees and their families make significant economic and community contributions to Australia. Research also highlights that refugees may experience a range of barriers to accessing employment, including discrimination, and a review of Australian policies indicates these are likely to have exacerbated some of these barriers for asylum seekers who arrived to Australia by boat. In addition, given previous findings that public attitudes can be influenced by representations made in public and political discourses, the public statements of senior Ministers may be further deepening barriers to accessing employment faced by asylum seekers who arrived by boat.

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Maritz, Alex, Bronwyn Eager, and Saskia De Klerk. "Entrepreneurship and self-employment for mature-aged people." Australian Journal of Career Development 30, no. 1 (March 24, 2021): 3–14. http://dx.doi.org/10.1177/1038416220978971.

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Not only do Australian mature-aged entrepreneurs contribute $11.9 billion per annum to the Australian economy in over 379,000 businesses, they launch approximately 14,000 new businesses each year and actively contribute to fiscal, social, health, and active ageing outcomes in their communities. Thirty-four per cent of all young businesses in Australia are now led by mature-aged entrepreneurs, identifying mature-aged entrepreneurship as the fastest growing sector of entrepreneurship. This study is the first of its kind to examine mature-aged entrepreneurship in Australia using five pragmatic and embedded case-study examples. Aligning to Cartensen's sociomotional selection theory, we adopted an interpretivist philosphical framework of emergent enquiry action research. The paper includes benefits and challenges associated with mature-aged entrepreneurship, including contextual and theoretical foundations. We provide policy and research recommendations to enhance the development of a dedicated entrepreneurial ecosystem for mature-aged people.

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Udah, Hyacinth, Parlo Singh, Kiroy Hiruy, and Lillian Mwanri. "African Immigrants to Australia: Barriers and Challenges to Labor Market Success." Journal of Asian and African Studies 54, no. 8 (July 21, 2019): 1159–74. http://dx.doi.org/10.1177/0021909619861788.

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The purpose of this paper is to examine the employment experiences of immigrants of African background in the Australian labor market. Drawing on the findings from a qualitative study conducted in South East Queensland, the paper identifies several barriers and challenges faced by Africans to meaningful employment and labor market success. The paper indicates the need to develop targeted policies to eliminate employment discrimination, reduce barriers to meaningful employment for good settlement and successful integration of African immigrants to Australia.

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Poon, Joanna, and Michael Brownlow. "Employment outcomes and patterns of real estate graduates: is gender a matter?" Property Management 34, no. 1 (February 15, 2016): 44–66. http://dx.doi.org/10.1108/pm-01-2015-0003.

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Purpose – The purpose of this paper is to investigate whether gender has an impact on real estate and built environment graduates’ employment outcomes, employment patterns and other important employment related issues, such as pay, role, contract type and employment opportunity in different states of a country. Design/methodology/approach – The data used in this paper has been collected from the Australian Graduate Survey (AGS). Data from the years 2010-2012 was combined into a single data set. Dimensionality reduction was used to prepare the data set for the courses listed in AGS data, in order to develop the simplified classifications for real estate and built environment courses which are used to conduct further analysis in this paper. Dimensionality reduction was also used to prepare data set for the further analysis of the employment outcomes and patterns for real estate graduates. Descriptive and statistical analysis methods were used to identify the impact of gender on the employment outcomes, employment patterns and other important employment related issues, such as pay, role, contract type and location of job, for real estate graduates in Australia. This paper also benchmarks the employment result of real estate graduates to built environment graduates. Findings – Recent male built environment graduates in Australia are more likely to gain full-time employment than females. The dominant role for recent female built environment graduates in Australia is a secretarial or administrative role while for the male it is a professional or technical role. Male real estate and built environment graduates are more likely to have a higher level of salary. Gender also has an impact on the contract type. Male built environment graduates are more likely to be employed on a permanent contract. On the other hand, gender has no impact on gaining employment in different states, such as New South Wales and Queensland, in Australia. The finding of this paper reinforces the view of previous literature, which is that male graduates have a more favourable employment outcomes and on better employment terms. The finding also shows that graduate employment outcomes for real estate and built environment graduates in Australia are similar to that in other countries, such as the UK, where equivalent studies have been published. Originality/value – This is pioneering research that investigates the impact of gender on employment outcomes, employment patterns and other employment related issues for real estate graduates and built environment graduates in Australia.

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Tang, Melody. "Contributions of Capitals to Chinese International Graduates’ Employability in Australia." Journal of Comparative & International Higher Education 14, no. 5A (January 14, 2023): 52–57. http://dx.doi.org/10.32674/jcihe.v14i5a.5066.

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This research explores the employability of Chinese international graduates in the Australian labor market. It captures the significance of six forms of capital (i.e., human, social, cultural, psychological, identity, and agentic) to Chinese international graduates when they develop their careers in Australia. The research employed Bourdieu’s theory of practice and a capitals-based approach as the theoretical framework. Data were collected via an online survey (N=203) and in-depth interviews (N=14). The findings reveal that in addition to getting employments in Australia, the graduates also benefited from developing and utilizing these six capitals in terms of sustainable employments, professional growth, and well-being. As such, this research argued for a broad definition of employability which include different capitals as the inputs and different aspects of employability outcomes as the outputs, namely, employment outcomes, sustainable employments, professional growth, and well-being. The findings also implied that various stakeholders should share responsibilities to support international students in building multiple capitals.

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McDonald, Peter, and Helen Moyle. "The cessation of rising employment rates at older ages in Australia, 2000-2019." Australian Population Studies 4, no. 1 (May 22, 2020): 20–36. http://dx.doi.org/10.37970/aps.v4i1.61.

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Background In the first decade of the 21st century, employment at older ages surged in Australia, benefitting the Australian economy. Subsequent to 2010, however, employment rates at older ages ceased rising for older men and the increases were much more moderate for women. Aim The aim of this paper is to examine these older-age employment trends in more detail, particularly the association between older-age employment trends and the business cycle. Some attention is also given to alternative explanations related to changes in the characteristics of the population and industrial structure. Data and methods Two main data sources are used: published tables from the monthly Australian Bureau of Statistics Labour Force Surveys and the Australian censuses for the years 2006, 2011 and 2016. The methods used are primarily descriptive. Results Strong labour demand in the first decade of the 21st century stimulated the entry to employment of those out of the labour force, especially at ages 45-54 and especially for men. A cooling of labour demand following the global financial crisis terminated this process in the second decade. There were strong associations between older age employment and various socio-economic characteristics, but, in general, changes in the composition of the population or in the rates of employment by these characteristics did not contribute to the cessation of rising employment after 2010. Conclusions Employment rates at older ages in Australia in the first two decades of the 21st century were the results of shifts in labour demand before and after the global financial crisis. Policy related to the taxation of superannuation also induced workers with adequate superannuation, especially public sector workers, to continue working to at least age 60.

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Hall, Richard, Bill Harley, and Gillian Whitehouse. "Contingent Work and Gender in Australia: Evidence from the 1995 Australian Workplace Industrial Relations Survey." Economic and Labour Relations Review 9, no. 1 (June 1998): 55–81. http://dx.doi.org/10.1177/103530469800900103.

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The decreasing prevalence of the standard model of employment embodied by the ‘typical male full-time employee on a permanent contract’ can be seen both as risking the erosion of hard won labour rights and as offering the potential for a more flexible, less ‘male’ model. This paper addresses some of the ways in which this tension is played out, drawing on data from the 1995 Australian Workplace Industrial Relations (AWIRS95) Employee Survey to examine the implications for women workers of recent trends in contingent employment in Australia. Our analysis suggests that the growth in contingent employment in Australia has had little positive impact on women's experience of work. We conclude that if the disadvantage faced by women in irregular employment is to be countered, greater regulation of such employment is required. However, key features of the Workplace

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Udah, Hyacinth, Parlo Singh, and Susanna Chamberlain. "Settlement and employment outcomes of black African immigrants in Southeast Queensland, Australia." Asian and Pacific Migration Journal 28, no. 1 (February 20, 2019): 53–74. http://dx.doi.org/10.1177/0117196819830247.

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In this paper, we focus on the economic integration of black African immigrants settling in Queensland by examining their experiences and views on employment within Australia's labor market. The paper draws on findings from a qualitative study conducted in Southeast Queensland. The study examines how black African immigrants define their identity, socio-economic wellbeing and sense of belonging in white majority Australia. The findings suggest that settlement and integration policies in Australia need to be informed by immigrants' employment experiences. The paper contributes to the literature on the role of employment in the settlement and integration processes of racially and culturally different immigrants.

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Kisely, Steve. "Training, manpower and employment in Australia." Psychiatric Bulletin 17, no. 11 (November 1993): 669–71. http://dx.doi.org/10.1192/pb.17.11.669.

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Murphy, Gregory, Douglas Brown, Peter Foreman, Amanda Young, and James Athanasou. "Paraplegia, Quadriplegia and Employment in Australia." Australian Journal of Career Development 5, no. 1 (April 1996): 26–31. http://dx.doi.org/10.1177/103841629600500107.

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The educational and vocational achievements of a sample of Australians with spinal cord injuries are described in this study. Of the 180 working-age people surveyed, 36% were holding full-time or part-time employment at the time of the survey and one-third had gone on to obtain further qualifications post-injury. The most frequent methods of finding a job post-injury were informal rather than formal, with only 5% of jobs gained through advertisements or employment services. Of those who gained work, 49% did so within 12 months of discharge, but another 14% obtained their job more than five years after initial hospital discharge. The results indicate that there is considerable scope for employment and education achievements following spinal cord injury.

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Wilkie, Alcuin. "Training, manpower and employment in Australia." Psychiatric Bulletin 18, no. 7 (July 1994): 437. http://dx.doi.org/10.1192/pb.18.7.437.

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Encel, S. "Age discrimination in employment in Australia." Ageing International 25, no. 2 (September 1999): 69–84. http://dx.doi.org/10.1007/s12126-999-1017-1.

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Gurdon, Michael A. "Divergent Paths: Civil Service Employment Relations in Australia and Canada." Articles 42, no. 3 (April 12, 2005): 566–76. http://dx.doi.org/10.7202/050336ar.

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This article describes the legislated strengthening of employee involvement in decision-making within the federal civil service in Australia. While the quite distinct differences between the two industrial relations Systems must be recognized, particularly the resulting distribution of power between the government as employer and its employees, aspects of the general philosophy underlying the Australian model may find some useful applications as the Canadian public sector Systems continues to evolve.

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Yeh, Hsiu-shan, and Wan-I. Lin. "Disability employment services under new public management: A comparison of Australia and Taiwan." International Social Work 61, no. 3 (June 10, 2016): 437–50. http://dx.doi.org/10.1177/0020872816648201.

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In the 1990s, both Australia and Taiwan were influenced by new public management (NPM) and subsequently reformed their public employment services. However, the reforms of the two countries have led to divergent results. This study assumes that the essential differences lay in the mobilization capacity of the disabled rights advocacy organizations and the disability employment benefits. Taiwan’s disability employment services (supported employment), though privatized, are limited to nonprofit organizations (NPOs), while for-profit organizations (POs) remain absent in this area. In Australia, the employment services (open employment services for people with disabilities) have been privatized, and for-profit organizations are encouraged to compete with one another to enhance the service quality and to reduce the costs. By providing job-search benefits for disabled people and implementing workfare policy, the Australian government reforms have resulted in the change of the relationship between the government and the citizens. In contrast, since the Taiwanese government never provided sufficient social welfare benefits for disabled people, they have to actively seek employment not after encouragement from the government, but as a result of their desperate need to earn a living. Despite the two countries’ differences, the force of neoliberalism, along with NPM, ostensibly continues to be a part of their employment policies for the socially underprivileged.

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Aldous, David E. "Perspectives on Horticultural Therapy in Australia." HortTechnology 10, no. 1 (January 2000): 18–23. http://dx.doi.org/10.21273/horttech.10.1.18.

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Human awareness of plants in Australia goes back 50,000 years when the aboriginal first began using plants to treat, clothe and feed themselves. The European influence came in 1778 with the First Fleet landing in New South Wales. Australia's earliest records of using horticulture for therapy and rehabilitation were in institutions for people with intellectual disabilities or who were incarcerated. Eventually, legislation created greater awareness in the government and community for the needs of persons with disabilities, and many worthwhile projects, programs and organizations were established or gained greater recognition. Horticultural therapy programs may be found in nursing homes, rehabilitation centers, adult training support services, hospitals, day centers, community centers and gardens, educational institutions, supported employment, and the prisons system. This article reviews the history and development of Australian horticulture as a therapy in the treatment of disabilities and social disadvantaged groups, and includes an overview of programs offered for special populations and of Australia's horticultural therapy associations. It also discusses opportunities for research, teaching and extension for horticultural therapy in Australia.

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KELMAR, JOHN H. "ETHNIC ENCLAVES AND SMALL BUSINESS OWNERSHIP PATTERNS IN WESTERN AUSTRALIA." Journal of Enterprising Culture 02, no. 03 (October 1994): 833–55. http://dx.doi.org/10.1142/s0218495894000288.

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The Western Australian population base has been expanding due to a policy of increasing the immigrant component of the total population. Most of these migrants enter Western Australia through the family program, whilst the skill component accounted for one third the size of the family migrants. The tendency of many migrants is to reside in areas where previous migrants from their region already reside, thus forming ethnic enclaves. However, upon arrival, a significant number of migrants find that their overseas experiences and qualifications are not recognised to the same extent in Western Australia, and so they seek employment through entrepreneurial activities. This study examines Australian Census 1991 data to investigate the source of the current migration trends, their tendency to enter into entrepreneurial activities through self-employment or becoming an employer, and examines differences which may occur through occupational backgrounds and sex.

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Argy, Fred. "The Road Back to Full Employment." Economic and Labour Relations Review 4, no. 2 (December 1993): 176–97. http://dx.doi.org/10.1177/103530469300400202.

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Over the last two years the Committee for Economic Development of Australia (CEDA) carried out a major project: a vision for the Australian economy and practical policies to attain that vision by the year 2000. One of the key goals was to halve the official unemployment rate. The results are outlined in this article. Emphasis is placed on a policy and incentive structure that is skewed in favour of exports, productive investment and savings, a more structurally efficient and flexible labour market, responsible aggregate wage outcomes and acceptance that growth is only sustainable if the short—term costs of structural reform are borne equitably.

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Sundra-Karean, Vanitha. "The erosion of the implied term of mutual trust and confidence in Australian employment law." Common Law World Review 45, no. 4 (November 29, 2016): 275–97. http://dx.doi.org/10.1177/1473779516669680.

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Although the implied duty of mutual trust and confidence has long been established as an implied term in employment contracts under English common law, the Australian High Court has recently ruled that it is not part of the common law regulating employment contracts in Australia because the implication of such a term was better regulated under statute. While it is acknowledged that legislation is most effective in regulating substantive employment rights and obligations, a political climate which lends itself to ideologically divergent policy reforms often robs the discipline of its stability. However, if there exists a legal framework apart from legislation, which coheres with it and has the ability to initiate juridical development in the law, as is the role of the common law, the result will be an enrichment of the discipline overall. This paper traces selected English and Australian judicial approaches towards the implication of the duty of mutual trust and confidence in the context of terminations of employment within a statutory regime, culminating with an analysis of the recent Australian High Court decision in Commonwealth Bank of Australia v Barker (Barker), which has diminished common law’s interpretive role in this regard. Consequently, this paper aims to revitalize common law reasoning by utilizing Dworkin’s judicial interpretive method as the necessary theoretical framework.

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Mangan, John, and John Johnston. "Minimum wages, training wages and youth employment." International Journal of Social Economics 26, no. 1/2/3 (January 1, 1999): 415–29. http://dx.doi.org/10.1108/03068299910229820.

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High rates of youth unemployment, worldwide, have led governments to advocate a range of policies designed to increase job offers to young workers. For example, the Australian Government is currently introducing a system of “training wages” which will see effective youth wages set well below adult award wages for a designated training period. This policy is designed to simultaneously increase the human capital of young workers as well as help to overcome the initial barriers to entry into the labour market. However, youth‐specific wages have been criticized on the basis of age discrimination and on equity grounds. Also, some US data question the employment‐boosting potential of reduced minimum youth wages. In this paper recent international findings on the relationship between youth wages and employment are presented and compared with empirical tests of the relationship using labour market data for Australia as a whole as well as the State of Queensland. The results are used to examine the likely impact of the introduction of the training wage on the youth labour market in Australia and to provide further generalizations on the wider issue of employment and youth‐specific wages.

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Strachan, Glenda, John Burgess, and Anne Sullivan. "Affirmative action or managing diversity: what is the future of equal opportunity policies in organisations?" Women in Management Review 19, no. 4 (June 1, 2004): 196–204. http://dx.doi.org/10.1108/09649420410541263.

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Equal employment opportunity policies were introduced in Australia in the 1980s in response to women's disadvantaged workforce position. Australia's unique form of affirmative action was underpinned by legislation, and aimed to promote gender equity in the workplace via employer action. Throughout the 1990s there has been a policy shift away from collectivism towards individualism, and away from externally driven social programmes at the workplace towards managerialist driven social programmes. The main process for implementing progressive and inclusive equity programmes at the workplace is through human resource management policies that link employment diversity to organisational objectives (for example, productivity and profitability). Programmes titled “Managing diversity” have been introduced into some organisations, and today there are a variety of approaches towards equity policies in Australian organisations. The article proposes that a distinctive Australian version of managing diversity will develop in some organisations based on the prior national legislative framework.

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Golding, Gabrielle. "The Role of Judges in the Regulation of Australian Employment Contracts." International Journal of Comparative Labour Law and Industrial Relations 32, Issue 1 (March 1, 2016): 69–91. http://dx.doi.org/10.54648/ijcl2016005.

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Prompted by the Australian High Court’s decision in Commonwealth Bank of Australia v. Barker,1 this article assesses judicial law-making through terms implied by law in Australian employment contracts. In Barker, the court refused to imply a term of mutual trust and confidence, influenced in part by a judicial disinclination to trespass into the province of the legislature. The article examines what role judges ought to play in regulating Australian employment contracts. It concludes that, following the High Court’s decision in Barker, the symbiotic relationship between statute and the common law ought to be reinvigorated. To facilitate that reinvigoration, the article proposes the creation of statutory default minimum rules for the employment relationship. However, it will also argue that the courts must remain willing to imply terms by law into employment contracts because it is impossible for parliament to predict all future gaps that may need to be filled.

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McCrystal, Shae. "Casual Employment and Labour Standards in Australia." Revue de droit comparé du travail et de la sécurité sociale, no. 4 (December 1, 2020): 180–83. http://dx.doi.org/10.4000/rdctss.910.

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Mangan, John, and Christine Williams. "Casual Employment in Australia: A Further Analysis." Australian Economic Papers 38, no. 1 (March 1999): 40–50. http://dx.doi.org/10.1111/1467-8454.00040.

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Murray, Maree. "Book Reviews : Changing Employment Relations in Australia." Journal of Industrial Relations 40, no. 2 (June 1998): 330–32. http://dx.doi.org/10.1177/002218569804000211.

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GARNETT, ANNE M., and PHILIP E. T. LEWIS. "POPULATION AND EMPLOYMENT CHANGES IN REGIONAL AUSTRALIA." Economic Papers: A journal of applied economics and policy 26, no. 1 (March 2007): 29–43. http://dx.doi.org/10.1111/j.1759-3441.2007.tb00425.x.

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Prenzler, Tim. "Equal Employment Opportunity and Policewomen in Australia*." Australian & New Zealand Journal of Criminology 28, no. 3 (December 1995): 258–77. http://dx.doi.org/10.1177/000486589502800302.

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Limited statistics make for difficulties in producing a clear picture of the impact of equal employment opportunity policies in Australian police services. Available figures indicate that pre-entry physical ability tests are a significant source of attrition of aspiring policewomen. Women also appear to be disproportionately more likely to separate as a result of maternal obligations, and report higher incidents of sexual harassment and sex discrimination in promotion and deployment. Considering the historical marginalisation of women in policing, Australian police services have made large steps forward in reducing discrimination in a relatively short period of time. Improvements can nonetheless be made in making policing a more viable career option for women, and recruiting appears to be the main area where proactive measures are needed.

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37

Lydall, H. F. "THE DISPERSION OF EMPLOYMENT INCOMES IN AUSTRALIA*." Economic Record 41, no. 96 (June 28, 2008): 549–69. http://dx.doi.org/10.1111/j.1475-4932.1965.tb03101.x.

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38

SIMPSON, MICHAEL, PETER DAWKINS, and GARY MADDEN. "CASUAL EMPLOYMENT IN AUSTRALIA: INCIDENCE AND DETERMINANTS." Australian Economic Papers 36, no. 69 (December 1997): 194–204. http://dx.doi.org/10.1111/j.1467-8454.1997.tb00845.x.

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Phipps, A. J., and J. R. Sheen. "Macroeconomic Policy and Employment Growth in Australia." Australian Economic Review 28, no. 1 (January 1995): 86–104. http://dx.doi.org/10.1111/j.1467-8462.1995.tb00877.x.

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STEINDL, J. "EMPLOYMENT IN AUSTRALIA: WAR AND POST-WAR." Bulletin of the Oxford University Institute of Economics & Statistics 6, no. 16-17 (May 1, 2009): 293–97. http://dx.doi.org/10.1111/j.1468-0084.1944.mp6016003.x.

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41

Brosnan, Peter, and Pat Walsh. "Employment Security in Australia and New Zealand." Labour & Industry: a journal of the social and economic relations of work 8, no. 3 (April 1998): 23–41. http://dx.doi.org/10.1080/10301763.1998.10669176.

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42

Matheson, Craig. "Book reviews: The Employment Relationship in Australia." Australian and New Zealand Journal of Sociology 33, no. 2 (August 1997): 257–58. http://dx.doi.org/10.1177/144078339703300219.

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43

Casey, B. H., and S. W. Creigh. "Part-time Job Creation: An Option for Australia?" Journal of Industrial Relations 28, no. 4 (December 1986): 534–44. http://dx.doi.org/10.1177/002218568602800404.

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Australia's two major public sector job creation schemes in the 1980s—the Wage Pause Program and the Community Employment Program—have been primarily intended to provide full-time employment. This emphasis parallels that found in most other OECD countries. However, recently Great Britain, Sweden and France have pioneered large-scale part-time job creation schemes. In this paper several possible benefits from an increased emphasis on part-time job creation in Australia are reviewed, especially with reference to the information obtained during the evaluation of the Wage Pause Program. These benefits include increasing the number of job slots provided for a given net cost, improving training provisions, and assisting community sponsors with limited administrative resources. The implications of part-time arrangements, such as those developed overseas, for job creation in Australia are explored.

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44

Stewart, Andrew. "The New Unfair Dismissal Jurisdiction in South Australia." Journal of Industrial Relations 28, no. 3 (September 1986): 367–409. http://dx.doi.org/10.1177/002218568602800304.

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The transition in the South Australian jurisdiction over unfair dismissals has generated issues that challenge the future and directions of employment protection in Australia. The new provision, with its key remedial power of compensation in liett of reinstatement or re-employment, has in its practical operation approached far closer to the British model of statutory employment rights than any of its counterparts in the other states, and has further proved sufficiently flexible to generate entitlements to redundancy payments in a novel way. Many of the legal points raised in the decided cases to date reflect important aspects of definition, interaction with otherjurisdictions and employ ment policy generally; these include the definition of dismissal, the effect of alternative remedies on an unfair dismissal claim, the taxation of compensation awards and the significance of this type of legislation as a source of procedural (if not always substantive) fairness.

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45

Leece, Rhonda. "A Virtual Careers Fair." Australian Journal of Career Development 14, no. 2 (July 2005): 34–39. http://dx.doi.org/10.1177/103841620501400207.

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In Australia, careers fairs have traditionally been one of the avenues used by major companies to recruit their graduate staff. Most Australian universities have a one- or two-day event of this type to promote their graduates to employers and to expose their students to employment opportunities. Attendance at careers fairs is expensive for employers, and problematic for students who may be studying externally or working part-time. The concept of a Virtual Careers Fair was initially a response to the difficulties of providing a careers event that would be accessible to employers and the full range of students at a regional university. This case study examines the effectiveness of the Virtual Careers Fair in providing graduate employment information to students in Australia and New Zealand.

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Pandya, Viral, and Sommala Sisombat. "Impacts of Foreign Direct Investment on Economic Growth: Empirical Evidence from Australian Economy." International Journal of Economics and Finance 9, no. 5 (April 20, 2017): 121. http://dx.doi.org/10.5539/ijef.v9n5p121.

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This paper examines foreign direct investment (FDI) inflows and its impact on economic growth in Australia. FDI inflows are considered to be a vital source of economic growth or development for any economy and it plays big role in growth in gross domestic product (GDP), improvement in infrastructure, employment creation, export and trade performance. This paper examines the relationship between FDI and economic growth of Australia through regression analysis between FDI and different measures of economic growth. The multiple regressions is used to derive conclusion on importance of FDI. The results highlight that FDI inflows contribute to the Australian economy including a growth in GDP, export performance and employment. Mining and quarrying has been identified as an attractive sector in which it has contributed to 7% of GDP, a large amount of capital has been invested and employed intensive labor. The result reflects absence of relationship between FDI and economic growth of Australia as two out three variables shows poor relationship with FDI. The findings provide critical information to Australian policy decision makers to make an informed decision with regard to attractive investment sectors and policies in encouraging foreign investors to invest in the country.

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Entwisle, Timothy J., and John Huisman. "Algal systematics in Australia." Australian Systematic Botany 11, no. 2 (1998): 203. http://dx.doi.org/10.1071/sb97006.

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Documentation of the algal flora of Australia had its beginnings in the seventeenth century and has progressed sporadically but with increasing vigour ever since. Earlier studies dealing with Australian algae were undertaken by overseas phycologists working with specimens collected during scientific voyages or short visits. Recent floristic studies have concentrated on specific regions, isolated localities, or particular taxonomic or ecological groupings. The algal flora of Australia is unevenly documented: northern Australia remains largely uncollected for seaweeds and marine phytoplankton, freshwater algal sampling sites are eclectically scattered across Australia, and collecting of terrestrial algae has been almost completely neglected. At present, numbers and names of species reported from Australia can only be provisional, and an immense amount of floristic and revisionary work is needed before we can match our current knowledge of the vascular plant flora. Until recently, documentation of records was poor and voucher material seldom adequate. We recommend extensive collecting, thorough taxonomic revisions, and regular contribution to Floras and guidebooks. A critical corollary is the training and employment of systematic phycologists in Australian herbaria and universities. Only then can we follow the path that leads ‘beyond the Floras’.

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Contreras, Natalia, Susan L. Rossell, David J. Castle, Ellie Fossey, Dea Morgan, Caroline Crosse, and Carol Harvey. "Enhancing Work-Focused Supports for People with Severe Mental Illnesses in Australia." Rehabilitation Research and Practice 2012 (2012): 1–8. http://dx.doi.org/10.1155/2012/863203.

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Persons with severe mental illness (SMI) have reduced workforce participation, which leads to significant economic and social disadvantage. This theoretical review introduces the strategies that have been implemented to address this issue. These include Individual Placement and Support (IPS) services, the most widely researched form of supported employment, to which cognitive remediation has more recently been recognised in the USA, as an intervention to improve employment outcomes by addressing the cognitive impairments often experienced by people with SMI. The authors review the international literature and discuss specifically the Australian context. They suggest that Australia is in a prime position to engage clients in such a dual intervention, having had recent success with increasing access to supported employment programs and workforce reentry, through implementation of the Health Optimisation Program for Employment (HOPE). Such programs assist withgainingandmaintainingemployment. However, they do not address the cognitive issues that oftenpreventpersons with SMI from effectively participating in work. Thus, optimising current interventions, with work-focused cognitive skills development is critical to enhancing employment rates that remain low for persons with SMI.

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Markey, Raymond, and Joseph McIvor. "Environmental bargaining in Australia." Journal of Industrial Relations 61, no. 1 (January 16, 2019): 79–104. http://dx.doi.org/10.1177/0022185618814056.

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An emerging body of research addresses the link between environmental issues, especially climate change, and employment relations. In this article, we examine the ways in which employment relations actors are addressing climate change, particularly focusing on collective bargaining. We begin by surveying the literature linking climate change and employment relations, especially analysing union strategies in this sphere, and develop a conceptual framework linking these threads. We then examine the incidence and content of collective enterprise bargaining over environmental issues in Australia for 2011–2016, applying and adapting Goods' concepts of embedded institutional and voluntary multilateral approaches. The former inserts environmental commitments into formal collective agreements; the latter involves unions and workers more directly in developing emissions-reduction activities in the workplace. We address the potential links between these and the different actors (unions or management) that drive them. We find that environmental clauses in Australian agreements are rare, and that they are as likely to be driven by management as by unions. The institutional, organisational, and particularly the regulatory environment seem responsible. However, exceptions – notably in universities – provide exemplars for substantial, class-based union agency. We also find that collective bargaining may facilitate more ongoing, strategic initiatives of the voluntary multilateral type.

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McDonnell, Anthony, Brendan Boyle, Timothy Bartram, Pauline Stanton, and John Burgess. "Similarity or Variation? Employee Representation and Consultation Approaches amongst Liberal Market Economy Multinationals." Articles 70, no. 4 (January 28, 2016): 645–70. http://dx.doi.org/10.7202/1034898ar.

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This paper engages with the varieties of capitalism literature to investigate the employee representation and consultation approaches of liberal market economy multinational companies (MNCs), specifically Australian, British and US MNCs operating in Australia. While the literature would suggest commonality amongst these MNCs, the paper considers whether the evidence points to similarity or variation amongst liberal market headquartered MNCs. The findings contribute to filling a recognized empirical gap on MNC employment relations practice in Australia and to a better understanding of within category varieties of capitalism similarity and variation. Drawing on survey data from MNCs operating in Australia, the results demonstrated that UK-owned MNCs were the least likely to report collective structures of employee representation. Moreover, it was found that Australian MNCs were the most likely to engage in collective forms of employee representation and made less use of direct consultative mechanisms relative to their British and US counterparts. In spite of the concerted individualization of the employment relations domain over previous decades, Australian MNCs appear to have upheld more long-standing national institutional arrangements with respect to engaging with employees on a collective basis. This varies from British and US MNC approaches which denotes that our results display within category deviation in the variety of capitalism liberal market economy typology. Just as Hall and Soskice described their seminal work on liberal market economy (LME) and coordinated market economy (CME) categories as a “work-in-progress” (2001: 2), we too suggest that Australia’s evolution in the LME category, and more specifically its industrial relations system development, and the consequences for employment relations practices of its domestic MNCs, may be a work-in-progress.

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Journal articles on the topic 'Employment Australia'

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