Journal articles on the topic 'Women scientists Employment Australia'
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1
Ridley, A. M. "The role of applied science in helping farmers to make decisions about environmental sustainability." Australian Journal of Experimental Agriculture 44, no. 10 (2004): 959. http://dx.doi.org/10.1071/ea03123.
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Decision making about environmental sustainability is complex, involving both factual and value-based judgements by farmers. Some of the factors involved in making these decisions, such as the financial implications and riskiness, the urgency of the problem, ease of implementation and trialling and compatibility have been addressed elsewhere. The current paper discusses a number of less-explored issues involved in this type of decision making, including the need for multiple sources of knowledge such as farmers’ values and goals, an understanding of social and demographic issues, and consideration of the catchment or landscape context in which farmers live. It highlights scientific knowledge as only one of these knowledge sources, with other sources also needed in complex decision making. Evidence from a Western Australian case study suggests that there has been a shift in farmers’ values over the past few decades and that there is now a greater responsiveness to management solutions which include environmental considerations, even among the 40% of farmers driven primarily by monetary goals. Changing social conditions, particularly the roles of women on farms and of off-farm income, suggest greater potential for the incorporation of environmental considerations into farm management. However, demographic issues, particularly issues such as limited employment opportunities, the declining provision of services in areas dominated by an agricultural economy, and the trend of increasing privatisation of extension services, suggest that there remains potential for greater environmental exploitation in some areas. The role of scientists in helping farmers to address environmental sustainability is discussed, with an acknowledgment that there are insufficient scientists with the required skills available. Scientists need to work in teams with local people to develop a sufficient depth of understanding to translate abstract research findings into solutions that are relevant at the farm level. Highly participatory approaches (which empower farmers rather merely inform them) can help scientists to understand farmers’ needs and motivations, but involve losing control of highly focused research agendas. Environmental Management Systems are one way in which scientific research and group learning can help empower farmers to understand and make better decisions about the environment.
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Jones, Evan. "The Employment of German Scientists in Australia after World War II." Prometheus 20, no. 4 (December 2002): 305–21. http://dx.doi.org/10.1080/0810902021000023327.
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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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Shevchenko, Irina O. "EMPLOYMENT IN SCIENCE: GENDER CONTEXT." RSUH/RGGU Bulletin. Series Philosophy. Social Studies. Art Studies, no. 1 (2021): 218–30. http://dx.doi.org/10.28995/2073-6401-2021-1-218-230.
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The article considers the position of men and women researchers in the labor market in the precarization context. It is revealed that from the viewpoint of formal signs of the work precarity, researchers are in a safe situation. Most of them work under an indefinite contract, having a set of social guarantees secured by the Labor Code, and rarely change jobs. But the social well-being of scientists indicates that the formal description of the situation is at odds with reality. Gender context of science is the following: there are fewer women than men among researchers; there are more men among those holding the academic degrees of doctors, so men occupy positions more preferable in terms of status than women; the average salary of male scientists is higher than the female; men have more opportunities to influence decision-making in their organization. Gender asymmetry in the scientific field persists in Russia.
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Bryson, Lois. "The Women's Health Australia Project and Policy Development." Australian Journal of Primary Health 4, no. 3 (1998): 59. http://dx.doi.org/10.1071/py98031.
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The Women's Health Australia (WHA) project plans to follow the health of a national sample of around 42,000 women who, in 1996, were in the age cohorts 18-22, 45-49 and 70-74. The multi-disciplinary research team adopts a social approach to health, focuses on biological, psychological, social and lifestyle factors and their relationship to physical health and emotional wellbeing, and is examining the use of, and satisfaction with, health care services. Base-line survey data highlight diversity and the need for health policy to tailor communications to the different age groups. In terms of general wellbeing and service appropriateness, the young are the most problematic, the mid cohort next, while older women indicate fewest problems. Young women experience the highest levels of stress, often suffer from tiredness and are over-concerned with their weight and shape. They are also most dissatisfied with GP services. Issues of employment and health are also central. In general employment is associated with good health, but strains are evident when there are family commitments. As employment becomes increasingly normalised for women, health policy must be mindful of these effects and the significant difficulties faced by a small group of women whose health precludes employment.
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Hahn, Markus H., Duncan McVicar, and Mark Wooden. "Is casual employment in Australia bad for workers’ health?" Occupational and Environmental Medicine 78, no. 1 (October 8, 2020): 15–21. http://dx.doi.org/10.1136/oemed-2020-106568.
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ObjectivesThis paper assessed the impact of working in casual employment, compared with permanent employment, on eight health attributes that make up the 36-Item Short Form (SF-36) Health Survey, separately by sex. The mental health impacts of casual jobs with irregular hours over which the worker reports limited control were also investigated.MethodsLongitudinal data from the Household, Income and Labour Dynamics in Australia Survey, over the period 2001–2018, were used to investigate the relationship between the eight SF-36 subscales and workers’ employment contract type. Individual, household and job characteristic confounders were included in dynamic panel data regression models with correlated random effects.ResultsFor both men and women, health outcomes for casual workers were no worse than for permanent workers for any of the eight SF-36 health attributes. For some health attributes, scores for casual workers were higher (ie, better) than for permanent workers (role physical: men: β=1.15, 95% CI 0.09 to 2.20, women: β=1.79, 95% CI 0.79 to 2.80; bodily pain: women: β=0.90, 95% CI 0.25 to 1.54; vitality: women: β=0.65, 95% CI 0.13 to 1.18; social functioning: men: β=1.00, 95% CI 0.28 to 1.73); role emotional: men: β=1.81, 95% CI 0.73 to 2.89, women: β=1.24, 95% CI 0.24 to 2.24). Among women (but not men), mental health and role emotional scores were lower for irregular casual workers than for regular permanent workers but not statistically significantly so.ConclusionsThis study found no evidence that casual employment in Australia is detrimental to self-assessed worker health.
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Dallimore, Liz. "Teaching the scientists of tomorrow." Biochemist 24, no. 2 (April 1, 2002): 32. http://dx.doi.org/10.1042/bio02402032.
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Since arriving in the UK as a young scientist from Australia, I have discovered that many of the attitudes and problems associated with science education are common to both countries. Government teachers and academic staff of both countries campaign to entice more young people, particularly women, to choose a career within science. Science appears to be a more prominent part of the curriculum in Australia at the equivalent of GCSE and AS/A2 levels. However, my perception is that students tend to see it as a stepping stone to university courses in other disciplines (e.g. medicine, dentistry and physiotherapy) and have little perception of the career opportunities open to graduate scientists.
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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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Laß, Inga, and Mark Wooden. "Temporary employment and work‐life balance in Australia." Journal of Family Research 32, no. 2 (September 9, 2020): 214–48. http://dx.doi.org/10.20377/jfr-357.
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While it is often believed that temporary forms of employment, such as fixed-term contracts, casual work and temporary agency work, provide workers with more flexibility to balance work and private commitments, convincing empirical evidence on this issue is still scarce. This paper investigates the association between temporary employment and work-life balance in Australia, using longitudinal data from the Household, Income and Labour Dynamics in Australia Survey for the period 2001 to 2017. In contrast to previous studies, we compare results from pooled cross-sectional and fixed-effects regressions to investigate the role of time-constant unobserved worker characteristics in linking temporary employment and work-life outcomes. The results show that, after accounting for job characteristics and person-specific fixed-effects, among women only casual employment is unequivocally associated with better work-life outcomes than permanent employment. For men, we mostly find negative associations between all forms of temporary employment and work-life outcomes, but the magnitudes of these associations are much smaller and mostly insignificant in fixed-effects models. This result suggests that male temporary employees have stable unobserved traits that are connected to poorer work-life balance.
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Kim, Myung-Hui, Suk Bong Choi, and Seung-Wan Kang. "Women scientists' workplace and parenting role identities: A polynomial analysis of congruence." Social Behavior and Personality: an international journal 45, no. 1 (February 7, 2017): 29–38. http://dx.doi.org/10.2224/sbp.5699.
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We empirically examined the congruence effect of work- and parenting-role identities on women scientists' perception of organizational support. With the assistance of the staff of the Center for Women in Science, Engineering, and Technology in South Korea, we obtained data from 215 women employed as scientists by responses to a survey. The results of polynomial regressions showed a positive congruence effect of their employment and parenting role identities on perceived organizational support (POS); the more closely aligned the two identities were, that is, the higher the level of congruence of the role identities, the stronger was the POS. These findings highlight the pivotal role played by the balance between workand parenting-role identities in promoting a positive attitude in the workplace among women scientists. The theoretical and practical implications and limitations are also discussed.
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Redmond, Janice, Elizabeth Anne Walker, and Jacquie Hutchinson. "Self-employment: is it a long-term financial strategy for women?" Equality, Diversity and Inclusion: An International Journal 36, no. 4 (May 15, 2017): 362–75. http://dx.doi.org/10.1108/edi-10-2016-0078.
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Purpose Becoming self-employed has appeal to both genders. For many women, balancing work and family is a key motivator. However, businesses owned and operated by women are often very small, with limited turnover. This potentially can have disastrous consequences when these women come to retire, unless a solid retirement savings strategy has been considered. The purpose of this paper is to outline many of the issues and implications of a lack of research in this area. Design/methodology/approach Data were collected from 201 small business owners via a convenience sample derived from various databases. The survey was completed on-line and analysed using SPSS. Findings Many self-employed women in Australia have neither enough savings for their retirement, or an actual retirement plan. This is exacerbated by the lack of regulation requiring mandatory contributions into a superannuation (personal pension) fund by small business owners, unlike pay as you go employees, whose employers must contribute a certain about on their behalf. Social implications Middle-to-older aged women are the biggest cohort of homeless people in Australia. This is likely to grow as self-employed Baby Boomers stop working and find they do not have sufficient personal financial resources to fund their retirement. Originality/value Whereas there is much written about gender and small business ownership, as well as retirement and savings planning, these two areas have not been researched before in Australia. Yet it is an issue for the majority of small business owners, particularly women.
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Wilson, Byron, Tammy Abbott, Stephen J. Quinn, John Guenther, Eva McRae-Williams, and Sheree Cairney. "Empowerment is the Basis for Improving Education and Employment Outcomes for Aboriginal People in Remote Australia." Australian Journal of Indigenous Education 48, no. 2 (March 28, 2018): 153–61. http://dx.doi.org/10.1017/jie.2018.2.
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In Australia, Aboriginal and Torres Strait Islander people score poorly on national mainstream indicators of wellbeing, with the lowest outcomes recorded in remote communities. As part of a ‘shared space’ collaboration between remote Aboriginal communities, government and scientists, the holistic Interplay Wellbeing Framework and accompanying survey were designed bringing together Aboriginal priorities of culture, empowerment and community with government priorities of education, employment and health. Quantitative survey data were collected from a cohort of 841 Aboriginal people aged 15–34 years, from four different Aboriginal communities. Aboriginal community researchers designed and administered the survey. Structural equation modelling was used to identify the strongest interrelating pathways within the framework. Optimal pathways from education to employment were explored with the concept of empowerment playing a key role. Here, education was defined by self-reported English literacy and numeracy and empowerment was defined as identity, self-efficacy and resilience. Empowerment had a strong positive impact on education (β = 0.38, p < .001) and strong correlation with employment (β = 0.19, p < .001). Education has a strong direct effect on employment (β = 0.40, p < .001). This suggests that education and employment strategies that foster and build on a sense of empowerment are mostly likely to succeed, providing guidance for policy and programs.
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Williamson, Sue, Meraiah Foley, and Natalie Cartwright. "Women, work and industrial relations in Australia in 2018." Journal of Industrial Relations 61, no. 3 (May 1, 2019): 342–56. http://dx.doi.org/10.1177/0022185619834051.
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This year's annual review of women, work and industrial relations marks an important milestone. Nearly 10 years have elapsed since the introduction of the Fair Work Act 2009, which enshrined important new rights for the progression of gender equality. It is also 10 years since the Journal of Industrial Relations commenced this annual review. In addition to focusing on developments affecting women and work in 2018, this review provides a broad summary of key events over the past decade. We explore trends in women's workforce participation, union membership, economic security and pay equity, as well as major changes pertaining to work–family policy settings, workplace sexual harassment, and family and domestic violence leave. We conclude that although policy and employment frameworks have created a foundation on which to build gender equality, policy development has been sporadic and the context for women in Australian workplaces remains far from equal.
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Strachan, Glenda, and John Burgess. "Will Deregulating the Labor Market in Australia Improve the Employment COnditions of Women?" Feminist Economics 7, no. 2 (January 2001): 53–76. http://dx.doi.org/10.1080/13545700110064328.
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Shvetsova, Anastasia. "Professional development barriers of young scientists in the gender-differentiated scientific community ." Woman in Russian Society, no. 1 (April 25, 2021): 83–93. http://dx.doi.org/10.21064/winrs.2021.1.7.
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The article is devoted to the analysis of the features of the professional development of women in the academic community and the identification of gender barriers characteristic of the Russian science system. The materials of the integrated applied research (online survey of young Russian scientists, N = 105; in-depth interview of young Russian scientists, N = 20)showed that the development of the personnel potential of science is fraught with difficulties both of a general nature (financial, organizational, moral and ethical), and gender-conditioned, which puts young women scientists in a situation of multiple barriers. Objective gender barriers arise in connection with the reproductive function of women and the resulting double employment, which, in the absence of effective mechanisms of state support, severely limits career opportunities. Cultural barriers are associated with the stereotypical understanding of the binary roles of a man and a woman, which is characteristic of the Russian mentality.
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Rose, Judy, and Belinda Hewitt. "Does part-time employment status really reduce time pressure?" Journal of Sociology 55, no. 2 (September 20, 2018): 366–88. http://dx.doi.org/10.1177/1440783318800822.
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Part-time employment rates are increasing in Australia, for both women and men. However, gendered patterns in part-time employment status are typically associated with mothers’, rather than fathers’, transition to parenthood. This study uses data from the 2006 Negotiating the Life Course survey to investigate whether part-time employment reduces time pressure for women compared to men, when temporal job quality is considered. Our results show that women employed in shorter part-time hours had better time pressure outcomes, overall and at work, than women employed in longer part-time hours. Yet findings show that a lack of access to temporal flexibility and irregular work schedules negatively impact time pressure outcomes for both men and women. We conclude that time pressure benefits gained from being employed part-time, may be diminished when there is poor temporal job quality.
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Gosztonyi Ainley, Marianne, and Catherine Millar. "A Select Few: Women and the National Research Council of Canada, 1916-1991." Scientia Canadensis 15, no. 2 (July 6, 2009): 105–16. http://dx.doi.org/10.7202/800331ar.
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Abstract This paper explores the interrelationship of women and the National Research Council of Canada during the 1916-1991 period. Although women received 14% of the NRC fellowships and bursaries before 1931, they fared less well during and after the Depression. Based on information obtained from primary and secondary written sources as well as from interviews with both women and men employed by the NRC, the paper traces changing trends in employment practices and improved research opportunities for women scientists at the NRC.
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Barnes, Ketrina. "Torres Strait Islander Women." Australian Journal of Indigenous Education 26, no. 1 (July 1998): 25–30. http://dx.doi.org/10.1017/s1326011100001794.
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During some stage in their lives many Torres Strait Islanders, especially women will migrate to Australia in order to further their education, employment and training (Warrior, 1997). This paper focuses on a recent that I carried out among Torres Strait Islander women living on the mainland. The purpose of the survey is to indicate how Torres Strait Islander women are maintaining their identity whilst living on the mainland. To show these results, first the Torres Strait Islanders will be discussed generally to give an overview of their identity, then briefly Torres Strait Islanders on the mainland will be discussed. The paper will then conclude which the results from the survey conducted.
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Schröder, Martin. "Men Lose Life Satisfaction with Fewer Hours in Employment: Mothers Do Not Profit from Longer Employment—Evidence from Eight Panels." Social Indicators Research 152, no. 1 (July 16, 2020): 317–34. http://dx.doi.org/10.1007/s11205-020-02433-5.
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Abstract This article uses random and fixed effects regressions with 743,788 observations from panels of East and West Germany, the UK, Australia, South Korea, Russia, Switzerland and the United States. It shows how the life satisfaction of men and especially fathers in these countries increases steeply with paid working hours. In contrast, the life satisfaction of childless women is less related to long working hours, while the life satisfaction of mothers hardly depends on working hours at all. In addition, women and especially mothers are more satisfied with life when their male partners work longer, while the life satisfaction of men hardly depend on their female partners’ work hours. These differences between men and women are starker where gender attitudes are more traditional. They cannot be explained through differences in income, occupations, partner characteristics, period or cohort effects. These results contradict role expansionist theory, which suggests that men and women profit similarly from moderate work hours; they support role conflict theory, which claims that men are most satisfied with longer and women with shorter work hours.
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Gaillard, Desireé, and Kate Hughes. "Key considerations for facilitating employment of female Sudanese refugees in Australia." Journal of Management & Organization 20, no. 5 (September 2014): 671–90. http://dx.doi.org/10.1017/jmo.2014.49.
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AbstractThis research is a pilot study on identifying the social initiatives that could potentially provide employment opportunities for female Sudanese refugees settled in western Sydney, Australia. An interpretative ethnographic approach was employed to analyse academic literature, government information and data gathered through in-depth interviews with a not-for-profit organisation working with this community. The outcome of this research emphasises three fundamental questions that relate to community value, customer need and opportunity risk that need to be considered with respect to the limitations that are framed by the social initiatives identified in relation to reducing unemployment for these women. This study revealed an interesting observation: programs that make use of existing skills create new opportunities in the employment market, whereas programmes that provide new skills or a combination of new and existing skills, were more inclined to link to existing opportunities in the employment market.
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Sheen, Veronica. "The implications of Australian women’s precarious employment for the later pension age." Economic and Labour Relations Review 28, no. 1 (February 6, 2017): 3–19. http://dx.doi.org/10.1177/1035304617690095.
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The increase in pension eligibility ages in Australia, as elsewhere, throws into relief the consequences of gender inequality in employment. Because of career histories in lower paid and more insecure employment, a higher percentage of women than men are dependent on the age pension rather than on superannuation or savings and investments, and so will be disproportionately affected by deferred access. Yet, fewer women than men hold the types of ‘good jobs’ that will sustain them into an older age. Women are more likely to be sequestered in precarious employment, with reduced job quality and a greater potential for premature workforce exit. This article counterposes macro-level data drawn from national cross-sectional labour force statistics and the longitudinal Household Income and Labour Dynamics Australia survey, with case study analysis, based on interviews with 38 women in midlife insecure jobs, in order to identify the types of life course and labour market barriers that contribute to women’s reliance on the pension and the systemic disadvantage that will render them particularly vulnerable to any further erosion of this safety net. The analysis moves between this empirical evidence and a discussion, drawing on the theoretical literature, of the failure in equal opportunity endeavours over recent decades and what this means for later life workforce participation for women. JEL Codes: D91, J16, J71, J88
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Still, Leonie. "Women in management: A personal retrospective." Journal of Management & Organization 15, no. 5 (November 2009): 555–61. http://dx.doi.org/10.1017/s1833367200002406.
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The status of women in employment in general and in management in particular has interested researchers in Australia since the mid-1970s, although interest in women's industrial and occupational employment segregation and pay inequality has an even longer history. However, this overview concentrates on developments in the ‘women in management’ field since the 1970s, primarily because of the concerted and concentrated efforts to raise the employment status of women since that time.The overview also concentrates on the Australian experience, in an attempt to determine if ‘the more things change the more they remain the same’ or if actual change and progress has been made. My credentials for undertaking this retrospective are that I have been researching in the women in management area since the early 1980s and have tracked the main changes, influences and dimensions since that time. Readers who are expecting a critique of the impact of feminism and other ideologies in the area will be disappointed. My research perspective is, and always has been, managerial and organizational. I will thus not be mentioning a whole raft of substantive thinkers and researchers from other perspectives who have contributed to this area over the years. To assist the process of review, I have divided developments into a number of eras to illustrate the progression of both policy and research over the various periods.
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Still, Leonie. "Women in management: A personal retrospective." Journal of Management & Organization 15, no. 5 (November 2009): 555–61. http://dx.doi.org/10.5172/jmo.15.5.555.
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The status of women in employment in general and in management in particular has interested researchers in Australia since the mid-1970s, although interest in women's industrial and occupational employment segregation and pay inequality has an even longer history. However, this overview concentrates on developments in the ‘women in management’ field since the 1970s, primarily because of the concerted and concentrated efforts to raise the employment status of women since that time.The overview also concentrates on the Australian experience, in an attempt to determine if ‘the more things change the more they remain the same’ or if actual change and progress has been made. My credentials for undertaking this retrospective are that I have been researching in the women in management area since the early 1980s and have tracked the main changes, influences and dimensions since that time. Readers who are expecting a critique of the impact of feminism and other ideologies in the area will be disappointed. My research perspective is, and always has been, managerial and organizational. I will thus not be mentioning a whole raft of substantive thinkers and researchers from other perspectives who have contributed to this area over the years. To assist the process of review, I have divided developments into a number of eras to illustrate the progression of both policy and research over the various periods.
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Kalousová, Lucie, and Sarah Burgard. "Employment Pathways during Economic Recession and Recovery and Adult Health." Journal of Health and Social Behavior 63, no. 1 (February 18, 2022): 105–24. http://dx.doi.org/10.1177/00221465211054045.
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Our study bridges literatures on the health effects of job loss and life course employment trajectories to evaluate the selection into employment pathways and their associations with health in the short and medium terms. We apply sequence analysis to monthly employment calendars from a population-based sample of working-age women and men observed from 2009 to 2013 (N = 737). We identify six distinct employment status clusters: stable full-time employment, stable part-time employment, stably being out of the labor force, long-term unemployment, transition out of the labor force, and unstable full-time employment. After adjustment for sociodemographic characteristics and health at baseline, those who transitioned out of the labor force showed significantly poorer self-rated health at follow-up, whereas steadily part-time employed respondents still showed a greater risk of meeting criteria for major or minor depression. The findings have important implications for how social scientists conceptualize and model the relationship between employment status and health.
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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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Syed, Najia, Cathy Banwell, and Tehzeeb Zulfiqar. "Highly Skilled South Asian Migrant Women in Australia: Hidden Economic Assets." Global Journal of Health Science 12, no. 12 (October 30, 2020): 130. http://dx.doi.org/10.5539/gjhs.v12n12p130.
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Finding a balance between work and family life is challenging for many women, particularly migrant women living in Australia without family support. This study provides insights into their dilemmas, difficulties and strengths in terms of household responsibilities and employment pressures. Design: Qualitative, in-depth interviews were conducted with ten South Asian skilled mothers living in Canberra, Australia. Findings: Participants were positive about contributing to their family’s income and gaining financial independence. However, as skilled migrant women, they struggled to use their work skills due to increased demands of domestic responsibilities. They often negotiated work and family life by seeking low-prospect careers. Conclusion: The socio-cultural factors faced by South Asian migrant women have a significant impact on their work-life balance. Deskilling, increased work pressures and lack of support may negatively impact their career aspirations and well-being. Flexible policies can help mitigate these barriers to help migrant women maintain a work-life balance.
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Daly, Alison, Marc B. Schenker, Elena Ronda-Perez, and Alison Reid. "Examining the Impact of Two Dimensions of Precarious Employment, Vulnerability and Insecurity on the Self-Reported Health of Men, Women and Migrants in Australia." International Journal of Environmental Research and Public Health 17, no. 20 (October 16, 2020): 7540. http://dx.doi.org/10.3390/ijerph17207540.
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Precarious employment is increasing and adversely affects health. We aimed to investigate how perception of precariousness in current employment impacts gender and migrant workers in Australia. Using cross-sectional interviews of 1292 workers born in Australia, New Zealand, India and the Philippines, data were collected on self-reported health, employment conditions and sociodemographics. Factor analysis of nine questions about perceptions of current employment revealed two dimensions, vulnerability and insecurity. Women had higher vulnerability scores (µ = 6.5 vs. µ = 5.5, t = 5.40, p-value (p) < 0.000) but lower insecurity scores (µ = 8.6 vs. µ = 9.3 t = −4.160 p < 0.0003) than men. Filipino-born workers had higher vulnerability compared with other migrant workers (µ = 6.5 vs. µ = 5.8 t = −3.47 p < 0.0003), and workers born in India had higher insecurity compared with other migrant workers (µ = 9.8 vs. µ = 8.9, t = −6.1 p < 0.0001). While the prevalence of insecurity varied by migrant status, the negative effect on health was higher for Australian-born workers than migrants. Increasing levels of vulnerability and insecurity impacted self-reported health negatively (Coefficient (Coef).0.34 p < 0.0001; Coef.0.25 p < 0.0001, respectively). The combination of high vulnerability and high insecurity had the greatest impact on health (Coef. 2.37 p = 0.002), followed by high vulnerability and moderate insecurity (Coef. 2.0 p = 0.007). Our study suggests that understanding both changes in employment conditions over time as well as knowledge of cultural patterns may offer the best chance of understanding the impact of precarious employment experiences.
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Stadnichenko, S. "Peculiarities of employment of employees with family responsibilities." Uzhhorod National University Herald. Series: Law 2, no. 72 (November 27, 2022): 274–78. http://dx.doi.org/10.24144/2307-3322.2022.72.85.
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The article analyzes the provision of equality in employment, which cannot be ignored, is the prevention of discrimination on the basis of such a criterion as family responsibilities, which in today’s conditions can act as an independent reason, moreover, it applies to employees of any gender, and not only women The domestic legislation was studied, which does not provide a definition of the term «employees with family responsibilities». However, according to the norms of international acts, men and women who have family responsibilities towards their dependent children are considered to be such when such responsibilities limit their ability to train, access, participate or advance in economic activities. It was quite significant that the national legislation provided for ensuring that research groups of persons who perform or want to perform paid work, the conditions under which they could exercise their right to work, cases of discrimination would be prevented and professional duties would be harmoniously combined with family duties. The author, in the context of scientific research, proposed to reveal the category of «persons with family responsibilities» as «an association of persons related to each other by rights and obligations arising from marriage, kinship, kinship, adoption and another form of relationship (family)»
On the basis of the works of domestic scientists, the question of the availability of benefits and guarantees that apply only to women, which is related to their physiological characteristics and the period of active motherhood, and all other guarantees that can be extended not only to women, has been investigated at the level of labor legislation. and workers with family responsibilities.
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KELLEY, MARY. "BOOKS AND LIVES, READING AND ACHIEVEMENT." Modern Intellectual History 10, no. 1 (April 2013): 193–205. http://dx.doi.org/10.1017/s1479244312000418.
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This deeply researched and beautifully crafted study takes as its subject a generation of women who came to maturity in America's Gilded Age. They were scientists and social workers, physicians and educators, and, perhaps most notably, Progressive reformers engaged in the pursuit of social justice. Claiming the newly available opportunities for higher education and professional employment, these women successfully pursued lives in uncharted territory. Barbara Sicherman introduces us to a less visible but equally salient factor in their journey to public identities marked by achievement and acclaim—their sustained and sustaining engagement with reading.
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Matskulyak, Ivan D. "Russian and International Contours of Precarious Employment." Level of Life of the Population of the Regions of Russia 16, no. 1 (2020): 51–60. http://dx.doi.org/10.19181/lsprr.2020.16.1.5.
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The Object of the Study. Socioeconomic processes and phenomena characterized as an unsustainable employment and reflected in the collective monograph published in Rossiya among the first as well as its main provisions, conclusions and recommendations. The Subject of the Study is expressed by the combination of socioeconomic relations between market-based economic entities regarding the widespread development in recent years in the world, including the Rossiyskaya Federatsiya, the precarious employment of the population and the consequences of this process. The Purpose of the Study is to attract the notice of a wide range of management personnel of both state authorities and economic bodies, as well as employers, legislators, scientists, etc., to the problem of unsustainable employment, the need of its effectively solve, especially in conditions of intensification of transformation of the domestic economy. The Main Provisions of the Article cover all six sections, including 30 paragraphs of the monograph studied, authored by 41 specialist-scientists, professionally engaged in the designated research area. The author, on the basis of the actual content of the book, has tried to present all the aspects, to convey the variety of shades of the process of unsustainable employment reflected in the monographic research. It applies both the domestic experience and international practice. The problems of the unsustainable employment are revealed compared to decent work. Their dependence on the scientific and technological progress is considered. The domestic and foreign experience of the personnel reduction is summarized on the example of a flexible employment. Risks of unsustainable employment are identified and directions of their prevention are formulated. The characteristics of precarious employment of different groups of workers - women, pensioners and others working in similar conditions of specific industries - are characterized as well as the legal coverage of unsustainable workers is analyzed, and special attention is paid to external migrants and functioning numerous institutions in the investigated economy sectors.
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Brych, K. A. "GENDER INFLUENCE OF EDUCATIONAL INSTITUTION ON THE CHOICE OF STEM-PROFESSIONS IN THE LIGHT OF IMPLEMENTATION OF GENDER POLICY IN EDUCATION MANAGEMENT." Scientific Notes of Junior Academy of Sciences of Ukraine, no. 3(25) (2022): 33–38. http://dx.doi.org/10.51707/2618-0529-2022-25-04.
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The publication reveals the impact of gender policy on the effectiveness of educational management, the problem of gender inequality, which manifests itself in the socialization of students and youth and leads to reduced motivation of girls and young women in choosing technical sciences and STEM professions as careers. After all, the topic of professional orientation of a person in the temporary world is almost key. The importance of professional choice as a decisive factor in the success of a particular profession is given. A significant stage in the life of women is considered: professional choice during the school years. The importance of additional measures to encourage women at this stage of choosing a profession is proved. The data of the social research of the students of the NVK-Academic Lyceum № 15 in Kamyanske are analyzed. A comparative analysis of measures to support and encourage women in the world's leading technology universities is provided. The results of the study showed that the task of employment policy to equalize the chances of women and men to make a career in technical professions should be addressed, starting with school career guidance. As a conclusion of the study, there are proposals to improve employment policy, which help increase women’s motivation to learn STEM-science and gain a foothold in STEM-employment. The measures for career guidance can be included in the methods of systemic encouragement and motivation of girls and boys, equalization of their self-esteem of their own achievements. The article is of interest to scientists, public authorities, teachers of secondary and higher education, employment specialists.
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Darian-Smith, Kate. "The ‘girls’: women press photographers and the representation of women in Australian newspapers." Media International Australia 161, no. 1 (September 26, 2016): 48–58. http://dx.doi.org/10.1177/1329878x16665002.
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In 1975, Fairfax News commemorated International Women’s Year by appointing Lorrie Graham as its first female cadet photographer. Women only joined the photographic staff of newspapers in significant numbers from the 1980s and were more likely to be employed on regional newspapers than the metropolitan dailies. This article draws on interviews with male and female press photographers collected for the National Library of Australia’s oral history programme. It provides an overview of the history of women press photographers in Australia, situating their working lives within an overtly masculine newspaper culture where gender inequity was entrenched. It also examines the gendered and evolving photographic representations of women in the Australian press, including those of women in positions of social and political leadership. Although women press photographers have achieved greater recognition in the 2000s, the transformation of the media industry has impacted the working practices and employment of press photographers.
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Davies, Karen, and Johanna Esseveld. "Factory Women, Redundancy and the Search for Work: Toward a Reconceptualisation of Employment and Unemployment." Sociological Review 37, no. 2 (May 1989): 219–52. http://dx.doi.org/10.1111/j.1467-954x.1989.tb00028.x.
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A number of social scientists (see for example, Allen et al., 1986; Brown, 1984; Purcell, 1985; Purcell et al., 1986; Roberts et al., 1985) have drawn attention to the way in which patterns of working have changed radically in recent years suggesting that we need to rethink and reconceptualise with regard to work, employment and unemployment. This paper examines these issues in Sweden where recession in the early eighties and economic restructuring, similar to the experience in other Western countries, have affected individuals' relation to the labour market. It is our view that the effects of these developments (have) affect(ed) women and immigrants differently. It is furthermore our contention that welfare state policies related to the functioning of the labour market (inadvertently) play a role in the maintenance of inequality.
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AUSTEN, SIOBHAN, and RACHEL ONG. "The employment transitions of mid-life women: health and care effects." Ageing and Society 30, no. 2 (December 10, 2009): 207–27. http://dx.doi.org/10.1017/s0144686x09990511.
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ABSTRACTThis article provides information on the movements into and out of paid work by mid-life women. This is a group whose representation in the paid workforce is growing as population ageing proceeds and as educational qualifications expand. It is also a group that will be critical to any labour supply response to the economic challenges posed by population ageing. However, current understandings of the needs and circumstances of mid-life women in paid work are limited. To help address this knowledge gap we use data from the first five waves of the Household, Income and Labour Dynamics in Australia survey (2001–2005) to identify the causal influences of health, care and other factors on the ability of mid-life women to remain in and re-enter paid work. The results show that poor health and/or substantial care roles have a negative impact on the employment chances of this group. However, importantly, there is asymmetry in these health and care effects, in that improvements in health and/or reductions in care roles do not increase the chances of returning to paid work. This finding indicates that many mid-life women who experience poor health and/or undertake large care roles face substantial long-term negative consequences for their employment chances and, thus, their retirement and pre-retirement incomes.
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Kowal, Marta, Piotr Sorokowski, Agnieszka Sorokowska, Izabela Lebuda, Agata Groyecka-Bernard, Michał Białek, Kaja Kowalska, Lidia Wojtycka, Alicja M. Olszewska, and Maciej Karwowski. "Dread in Academia – how COVID-19 affects science and scientists." Anthropological Review 83, no. 4 (December 1, 2020): 387–94. http://dx.doi.org/10.2478/anre-2020-0028.
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Abstract In order to gain an insight into scholars’ concerns emerging from the COVID-19 crisis, we asked scientists from all over the world about their attitudes and predictions regarding the repercussions of this current crisis on academia. Our data showed that the academic world was placed in an unprecedented situation. Results further showed that everybody worked on-line, conducting studies was impossible or highly impeded, and lab work was difficult. Almost a quarter of all scientists participating in our survey were anxious about their scientific employment, and over 25% expected serious financial losses as a consequence of the pandemic. Moreover, we identified sex differences regarding the severity of the COVID-19 impact in the majority of questions. We inferred from this that women perceived to be in a worse situation than men.
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Newton, Kathy, and Kate Huppatz. "Policewomen’s Perceptions of Gender Equity Policies and Initiatives in Australia." Feminist Criminology 15, no. 5 (June 24, 2020): 593–610. http://dx.doi.org/10.1177/1557085120937060.
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This paper explores policewomen’s perceptions of Equal Employment Opportunity (EEO) initiatives including breastfeeding rooms, part-time and flexible work arrangements, and gender quotas. Drawing on interviews with 18 Australian policewomen, our analysis reveals that while policewomen recognize that good initiatives and policies exist, when workers attempt to access them, they are often met with resistance and resentment. Policewomen express concerns about quotas, fearing that they might translate to a loss of respect and credibility for women workers. Our research aims to create a more nuanced understanding of how EEO policies are practiced within policing and considers possibilities for future policies.
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Pocock, Barbara, Jude Elton, Alison Preston, Sara Charlesworth, Fiona MacDonald, Marian Baird, Rae Cooper, and Bradon Ellem. "The Impact of `Work Choices' on Women in Low Paid Employment in Australia: A Qualitative Analysis." Journal of Industrial Relations 50, no. 3 (June 2008): 475–88. http://dx.doi.org/10.1177/0022185608090001.
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This article summarizes the effects of the Howard Government's `Work Choices' amendments to the Workplace Relations Act 1996, based on qualitative analysis of its impact on 121 low paid women workers. The main effects of the regulatory changes are on job security, income, voice, working time and redundancy pay. The analysis draws attention to the nexus between protection from unfair dismissal and security of working time and employee voice: many of those interviewed in the study had lost access to protection from unfair dismissal and as a consequence could no longer effectively influence their working hours, or request flexibility. Employer prerogative was perceived to have strengthened in many of their workplaces, with consequences for the intensity of work. The analysis suggests that improvements in minimum standards and job security are vital if low paid workers like those included in the study are to exercise voice over working time and avoid significant deteriorations in their pay and conditions.
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Reid, Alison, Alison Daly, and Marc Schenker. "O4C.2 Impact of precarious work on the wellbeing of women and migrants in australia." Occupational and Environmental Medicine 76, Suppl 1 (April 2019): A36.2—A36. http://dx.doi.org/10.1136/oem-2019-epi.98.
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IntroductionWomen and migrants are more likely to be in precarious work than men and native-born workers. Precarious work impacts adversely on work-related injuries, fatalities and health but little is known about how it affects the wellbeing of women and migrant workers. The aims of this study are; (1) to examine whether precarious work differs by migration status and sex and 2) to determine whether the impact of precarious work on the wellbeing of women and migrants differs to that of males and native-born workers.MethodsIn 2016/17 a national telephone survey examined psychosocial workplace hazards among 1630 migrant and 1051 Australian-born workers. Precarious work (vulnerability and job insecurity) and wellbeing were collected with sociodemographic and employment variables. Higher scores indicate greater vulnerability/insecurity/less wellbeing. Univariate statistics examined the association between precarious work and wellbeing by sex and country of birth. Stratified linear regression modelled the relationship between precarious work and wellbeing by sex.ResultsIndependent of country of birth, females had higher vulnerability (µ=6.5, σ=3.4) than males (µ=5.5, σ=3.6), in contrast to job insecurity (Women µ=8.2, σ=4.0; Men µ=8.2, σ=3.9). Workers born in the Philippines had higher vulnerability compared with other migrant workers (µ=6.6, σ=3.4 vs µ=5.9, σ=3.6) whereas workers born in India had higher employment insecurity compared with other migrant workers (µ=8.8, σ=4.1 vs µ=8.1, σ=3.9). Increasing vulnerability and insecurity adversely impacted wellbeing most in Australian workers. Compared with men, vulnerability had a greater adverse impact on the wellbeing of women.DiscussionTwo dimensions of precarious work impact the wellbeing of men and women differently. Vulnerability impacts women most whereas work insecurity impacts men. For Australian born, the impact of either dimension on wellbeing is greater than for migrant workers.
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Westcott, Mark. "Women specialist managers in Australia – Where are we now? Where to next?" Journal of Industrial Relations 63, no. 4 (March 31, 2021): 501–21. http://dx.doi.org/10.1177/00221856211001913.
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Management as an occupation has become increasingly feminised in Australia over the last two decades. This article focuses specifically on specialist managers, answering the question of where we are now in terms of gender equity. It charts the increasing but uneven growth of women’s employment among specialist management occupations. Women remain concentrated into a relatively small number of management specialisations and it is argued that there is a gendering of certain management roles which is reflected in the value attached to these roles. Using data sourced from the Australian Tax Office, the article shows that men earn higher income across all specialist management groups, including those that are highly feminised, and higher salary across all specialisations excepting one – childcare directors. Evidence is presented detailing the relativities between management specialisations, showing a variation between men and women in terms of rank. Women are much less valued in some management specialisations, such as finance. Men are much less valued in others, such as childcare. The article concludes by speculating how greater gender equity can be achieved among specialist managers but observes that ‘management’ and ‘male’ are still tightly connected.
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Fredericks, Bronwyn. "Getting A Job." International Journal of Critical Indigenous Studies 2, no. 1 (January 1, 2009): 24–35. http://dx.doi.org/10.5204/ijcis.v2i1.34.
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Indigenous participation in employment has long been seen as an indicator of Indigenous economic participation in Australia. Researchers have linked participation in employment to improved health outcomes, increased education levels and greater self-esteem. There has been a dramatic increase in the number of Indigenous workforce policies and employment strategies as employers and industries attempt to employ more Aboriginal and Torres Strait Islander people. Coupled with this has been a push to employ more Indigenous people in specific sectors to address the multiple layers of disadvantage experienced by Indigenous people, for example, the health sector. This paper draws on interview discussions with Aboriginal women in Rockhampton, Central Queensland, along with findings from the research of others to offer a greater understanding of the mixed benefits of increased Indigenous employment. What is demonstrated is that the nature of Indigenous employment is complex and not as simple as ‘just getting a job’.
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Whitehead, Kay. "Australian women educators’ internal exile and banishment in a centralised patriarchal state school system." Historia y Memoria de la Educación, no. 17 (December 18, 2022): 255–90. http://dx.doi.org/10.5944/hme.17.2023.33121.
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This article explores Australian women teachers’ struggles for equality with men from the late nineteenth to the mid-twentieth century. While Australia purported to be a progressive democratic nation, centralised patriarchal state school systems relied on women teachers to fulfil the requirements of free, compulsory and secular schooling. This study focuses on the state of South Australia where women were enfranchised in 1894, far ahead of European countries. However, women teachers were subjected to internal exile in the state school system, and banished by the marriage bar. The article begins with the construction of the South Australian state school system in the late nineteenth century. The enforcement of the marriage bar created a differentiated profession of many young single women who taught prior to marriage; a few married women who required an income; and a cohort of senior single women who made teaching a life-long career and contested other forms of subordination to which all women teachers were subject. Led by the latter group, South Australian women teachers pursued equality in early twentieth century mixed teachers unions and post-suffrage women’s organisations; and established the Women Teachers Guild in 1937 to secure more equal conditions of employment. The paper concludes with the situation after World War Two when married women were re admitted to the state school system to resolve teacher shortages; and campaigns for equal pay gathered momentum. In South Australia, the marriage bar was eventually removed in 1972.
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Foroutan, Yaghoob. "Gender, Religion and Work." Fieldwork in Religion 3, no. 1 (July 19, 2009): 29–50. http://dx.doi.org/10.1558/firn.v3i1.29.
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This article explains the work patterns and determinants of the South Asian female Muslim migrants in the multiethnic and multicultural setting of Australia. The paper also compares the work differentials of this group of female migrants with non Muslim female migrants from the same region of birth, Muslim women from other regions of birth, other groups of female migrants, and native-born women. Accordingly, the multivariate results of this comparative analysis provide the opportunity to examine appropriately the influence of religion on the employment status of Muslim women from the South Asian region in both intra region and worldwide comparisons.
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Håpnes, Tove, and Bente Rasmussen. "Policies and Practices of Family Friendliness. Time and Employment Relations in Knowledge Work." Nordic Journal of Working Life Studies 1, no. 2 (November 18, 2011): 39. http://dx.doi.org/10.19154/njwls.v1i2.2344.
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In Norway an ideology of gender equality and the universal welfare state has created generous leave arrangements for parents, both mothers and fathers, to make the combination of work and family possible.To recruit competent women and men, knowledge work organisations have to accommodate to working hours that are compatible with the responsibility for a family. In the knowledge economy in Norway we therefore find women and men with higher education trying to act out the ideals of gen- der equality at work and at home. In this paper we explore how family-friendly policies in knowledge work organisations result in family-friendly practices.We do this by analysing two R&D departments belonging to large Norwegian companies in the international market. Both had policies of gender equality and family friendly working time arrangements and career opportunities for women with reduced hours.We show how different employment relations and forms of organisation influenced the work and time practices of the research scientists. Using the concept of social contracts in em- ployment and a relational concept of time, we found that it was more difficult to realise the reduced hours in the organisation that took responsibility for the career and welfare of their employees in a long-term perspective because of the mutual trust and obligations in this relationship.The women in the organisation with more transactional relations where their employment was dependent upon the market and their short-term economic performance, were able to use their accounting system to reduce their hours.The young fathers in the same organisation who were not yet established as experts, could not use the accounting system to limit their hours like the senior women.They needed to work long hours on scientific publications to qualify as researchers to secure their employment. In Norway an ideology of gender equality and the universal welfare state has created generous leave arrangements for parents, both mothers and fathers, to make the combination of work and family possible.To recruit competent women and men, knowledge work organisations have to accommodate to working hours that are compatible with the responsibility for a family. In the knowledge economy in Norway we therefore find women and men with higher education trying to act out the ideals of gen- der equality at work and at home. In this paper we explore how family-friendly policies in knowledge work organisations result in family-friendly practices. We do this by analysing two R&D departments belonging to large Norwegian companies in the international market. Both had policies of gender equality and family friendly working time arrangements and career opportunities for women with reduced hours.We show how different employment relations and forms of organisation influenced the work and time practices of the research scientists. Using the concept of social contracts in em- ployment and a relational concept of time, we found that it was more difficult to realise the reduced hours in the organisation that took responsibility for the career and welfare of their employees in a long-term perspective because of the mutual trust and obligations in this relationship.The women in the organisation with more transactional relations where their employment was dependent upon the market and their short-term economic performance, were able to use their accounting system to reduce their hours.The young fathers in the same organisation who were not yet established as experts, could not use the accounting system to limit their hours like the senior women.They needed to work long hours on scientific publications to qualify as researchers to secure their employment.
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Melnyk, K. Yu. "Ensuring the freedom to conclude an employment contract and gender equality in employment under martial law." Bulletin of Kharkiv National University of Internal Affairs 98, no. 3 (September 28, 2022): 77–88. http://dx.doi.org/10.32631/v.2022.3.07.
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The state of ensuring the freedom to enter into an employment contract and gender equality in employment under martial law conditions has been studied. It has been proven that getting a job is an important event in the life of every person who, in connection with this, acquires the status of an employee, performs the work specified in the employment contract, and receives wages for the work performed in order to provide oneself and family with the means to existence. The national labor legislation provides for a number of guarantees to ensure the labor rights of a person when hiring. A special place among such guarantees is the provision of freedom to conclude an employment contract and gender equality upon hiring.
The point of view of the scientists regarding the content of the categories “freedom of labor contract” and “equality” has been studied. The norms of national legislation, which provide for the freedom to conclude an employment contract and gender equality in hiring, have been studied. It is indicated that the labor obligation, introduced today under martial law, which does not require the mandatory consent of the person in respect of whom the corresponding labor obligation is introduced, as well as his/her registration in an employment contract, destroys the understanding of the employment contract as an agreement between the parties on working conditions based on free choice.
Proposals and recommendations for improving national legislation have been provided. The expediency of expanding the list of persons who are prohibited from engaging in socially useful works has been substantiated, for this purpose the paragraph 6 of the Procedure for involving able-bodied persons in socially useful works in conditions of martial law, approved by Resolution of the Cabinet of Ministers of Ukraine dated July 13, 2011 No. 753, has been proposed to be set out in the following edition: “It is forbidden to involve minors, pregnant women, women with children under the age of three, as well as persons with disabilities in socially useful works, if the performance of such works may negatively affect their health”.
In order to strengthen the regulatory provision of gender equality in employment, it is proposed to: 1) delete the word “may” after the word “employers” and change the ending of the word “implement” in Part 4 of Article 17 of the Law of Ukraine “On Ensuring Equal Rights and Opportunities of Women and Men”; 2) to supplement the employer’s duties provided for in Part 2 of Article 17 of the Law of Ukraine “On ensuring equal rights and opportunities for women and men”, as follows: “do not allow discrimination based on gender when concluding, changing and terminating an employment contract”.
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Hussain, Rafat, Stuart Wark, and Peta Ryan. "Caregiving, Employment and Social Isolation: Challenges for Rural Carers in Australia." International Journal of Environmental Research and Public Health 15, no. 10 (October 16, 2018): 2267. http://dx.doi.org/10.3390/ijerph15102267.
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Australia has one of the world’s highest life expectancy rates, and there is a rapidly growing need for informal caregivers to support individuals who are ageing, have chronic illness or a lifelong disability. These informal carers themselves face numerous physical and psychological stressors in attempting to balance the provision of care with their personal life, their work commitments and family responsibilities. However, little is known about the specific challenges facing rural carers and the barriers that limit their capacity to provide ongoing support. A cross-sectional survey composed of open-ended responses and demographic/socioeconomic measures used routinely by the Australian Bureau of Statistics (ABS) and the Australian Institute of Health & Welfare (AIHW) was used with a cohort of 225 rurally-based carers within New South Wales, Australia. Demographic questions specified the respondents’ age, gender, employment, caregiving status, condition of and relationship to the care recipient, postcode, residency status, and distance and frequency travelled to provide care. Open-ended comments sections were provided to allow participants to describe any issues and problems associated with caregiving including employment, travel, residency, carer support groups and any other general information. The results show that most rural carers were middle-aged women supporting a spouse or a child. Unpredictability associated with providing care exacerbated demands on carers’ time, with many reporting significant employment consequences associated with inflexibility and limited job options in rural locations. Specific issues associated with travel requirements to assist with care were reported, as were the impacts of care provision on the respondents’ own personal health. The majority of carers were aware of the social supports available in their local rural community, but did not access them, leaving the carers vulnerable to marginalisation. Problems associated with employment were noted as resulting in financial pressures and associated personal stress and anxiety for the caregivers. While this issue is not necessarily limited to rural areas, it would appear that the lack of opportunity and flexibility evident in rural areas would exacerbate this problem for non-metropolitan residents. The participants also identified specific barriers to the provision of care in rural areas, including the significant impact of travel. Access to support services, such as carer groups, were rarely accessed due to a mix of factors including inaccessibility, poor timing and a lack of anonymity. Financially, there was considerable evidence of hardship, and there is an urgent need for a comprehensive review of government and community-based support to better meet the needs of rural carers.
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Barry, Lucinda, Leanne Storer, and Meron Pitcher. "The impact of a breast cancer diagnosis on women’s work status." Journal of Clinical Oncology 36, no. 7_suppl (March 1, 2018): 23. http://dx.doi.org/10.1200/jco.2018.36.7_suppl.23.
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23 Background: The diagnosis and treatment of cancer often causes financial stress, partly by impacting on the ability to continue in paid employment. Our aim was to identify changes in work status 12 months after a diagnosis of breast cancer. Methods: An audit of the medical records of women who presented to the Western Health (Victoria, Australia) nurse led breast cancer Survivorship Clinic (SC) between October 2015 and October 2016 was performed to identify employment status at diagnosis and at their review at SC 12 months later. Results: 111 records were reviewed. The mean age was 55 (range 28-82yrs). 84 of these women (76%) were 65 years of younger at the time of diagnosis. 46 of the 84 women ≤65 years were in paid employment at diagnosis (55%), and 38 (83%) were still working in some capacity at review in the SC. Of the 38 still working, 28 were working in the same capacity, 8 were working reduced hours, and 2 were working increased hours. Women who had axillary dissections were most likely to have changed work status. Financial stress was reported by 8/19 of women who stopped working or had changed work hours, including 9 no longer in paid employment and 10 with changed hours. 2/28 women working in the same capacity reported financial stress. 65% of those who reported financial stress (11/17) had chemotherapy as part of their treatment. Conclusions: A breast cancer diagnosis has the ability to influence a woman's work status one year after diagnosis. Health professionals should appreciate the potential work concerns and financial stresses continuing to affect their patients.
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Maher, JaneMaree, Sharon Pickering, and Alison Gerard. "Privileging Work Not Sex: Flexibility and Employment in the Sexual Services Industry." Sociological Review 60, no. 4 (November 2012): 654–75. http://dx.doi.org/10.1111/j.1467-954x.2012.02128.x.
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We present findings from a study of sex workers recruited in indoor licensed premises in Victoria. While the study addressed regulation, enforcement and working conditions, we focus on the value of flexible well-paid work for two particular groups of female workers (parents and students). We link this issue of flexibility to broader gendered employment conditions in Australia, arguing the lack of comparable employment is crucial to understanding worker decisions about sex work. Debates and regulation focus on gendered inequalities related to heterosexuality much more than they recognize gendered inequalities related to labour market conditions. The focus on criminalization, harm, exploitation and stigma obscures the centrality of work flexibility and conditions to women's decision-making. A more direct focus on the broader employment context may produce better recognition of why women do sex work.
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Preston, Alison, Elisa Birch, and Andrew R. Timming. "Sexual orientation and wage discrimination: evidence from Australia." International Journal of Manpower 41, no. 6 (July 19, 2019): 629–48. http://dx.doi.org/10.1108/ijm-08-2018-0279.
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Purpose The purpose of this paper is to document the wage effects associated with sexual orientation and to examine whether the wage gap has improved following recent institutional changes which favour sexual minorities. Design/methodology/approach Ordinary least squares and quantile regressions are estimated using Australian data for 2010–2012 and 2015–2017, with the analysis disaggregated by sector of employment. Blinder–Oaxaca decompositions are used to quantify unexplained wage gaps. Findings Relative to heterosexual men, in 2015–2017 gay men in the public and private sectors had wages which were equivalent to heterosexual men at all points in the wage distribution. In the private sector: highly skilled lesbians experienced a wage penalty of 13 per cent; low-skilled bisexual women faced a penalty of 11 per cent, as did bisexual men at the median (8 per cent penalty). In the public sector low-skilled lesbians and low-skilled bisexual women significant experienced wage premiums. Between 2010–2012 and 2015–2017 the pay position of highly skilled gay men has significantly improved with the convergence driven by favourable wage (rather than composition) effects. Practical implications The results provide important benchmarks against which the treatment of sexual minorities may be monitored. Originality/value The analysis of the sexual minority wage gaps by sector and position on the wage distribution and insight into the effect of institutions on the wages of sexual minorities.
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King, Tania L., Marissa Shields, Sean Byars, Anne M. Kavanagh, Lyn Craig, and Allison Milner. "Breadwinners and Losers: Does the Mental Health of Mothers, Fathers, and Children Vary by Household Employment Arrangements? Evidence From 7 Waves of Data From the Longitudinal Study of Australian Children." American Journal of Epidemiology 189, no. 12 (July 14, 2020): 1512–20. http://dx.doi.org/10.1093/aje/kwaa138.
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Abstract In Australia, as in many industrialized countries, the past 50 years have been marked by increasing female labor-force participation. It is popularly speculated that this might impose a mental-health burden on women and their children. This analysis aimed to examine the associations between household labor-force participation (household employment configuration) and the mental health of parents and children. Seven waves of data from the Longitudinal Study of Australian Children were used, comprising 2004–2016, with children aged 4–17 years). Mental health outcome measures were the Strengths and Difficulties Questionnaire (children/adolescents) and 6-item Kessler Psychological Distress Scale (parents). A 5-category measure of household employment configuration was derived from parental reports: both parents full-time, male-breadwinner, female-breadwinner, shared-part-time employment (both part-time) and father full-time/mother part-time (1.5-earner). Fixed-effects regression models were used to compare within-person effects, controlling for time-varying confounders. For men, the male-breadwinner configuration was associated with poorer mental health compared with the 1.5-earner configuration (β = 0.21, 95% confidence interval: 0.05, 0.36). No evidence of association was observed for either women or children. This counters prevailing social attitudes, suggesting that neither children nor women are adversely affected by household employment configuration, nor are they disadvantaged by the extent of this labor-force participation. Men’s mental health appears to be poorer when they are the sole household breadwinner.
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Jozaghi, Ehsan. "A new innovative method to measure the demographic representation of scientists via Google Scholar." Methodological Innovations 12, no. 3 (September 2019): 205979911988427. http://dx.doi.org/10.1177/2059799119884273.
Full textAbstract:
Many countries around the globe have seen increases in the enrollment of female and visible minorities in postsecondary education. Therefore, it is critical to evaluate whether recent demographic changes at the postsecondary institution have translated to employment opportunities in scientific fields for women and previously underrepresented groups. Instead of relying on algorithm indices, surveys, or anonymous census data, this study is the first research to utilize an innovative approach to report the demographic representation of top-ranking scientists from around the world. The recently developed Google Scholar profile platform, university ranking system, and the search engine are the main methods that allowed this study to identify and categorize the top scientists from countries in which English is one of the official languages, or where English is used as the language of instruction in higher education. Overall, findings reveal that at top-ranking universities in which the majority of the population is Caucasian, women and minorities are severely underrepresented in all areas of science, capturing 7.3% and 6.4% of the total citations, respectively. Each country’s highest concentration of scientists in each field, based on citation and percentage of researchers, is highlighted. There are recommendations offered to help make scientific advancement more favorable to underrepresented groups, and also to encourage institutions of higher education to adapt and build new capacities.