Biography and the project of labour history: Marxist anticipations and Australian examples

The popularity of biography among the general public and historians has been despite a theoretical ambivalence among historians about the validity of the project. This has particularly been the case for labour historians who aspire to write the history of a class rather than that of individuals. This article identifies two divergent traditions within labour biography, broadly defined as reflection on the role of the individual in historical movements. One, uniting traditional Marxists and labourists, regards individuals as no more than the symbol of a class. Examples are Karl Kautsky and in Australia Fin Crisp. Another, unites activist revolutionaries and revisionist social democrats, and argues that the individual can make a difference. Examples include Trotsky and in Australia the young Evatt and Gordon Childe. Political disillusionment encouraged both Childe and Evatt to move towards the determinist position. This article suggest that recent discussions of the inherently divided nature of the self may offer an alternative to both these positions.

Re-gendering labour: class and gender determinants of New South Wales electoral behaviour 1930-32

Historians have neglected tbe impact of female enfranchisement on Australian electoral outcomes. This papers employs multivariate analysis to explore electoral behaviour in New South Wales during the Great Depression. It argues that women were less prone to support Labor than men, but that women in paid employment constituted a partial exception to this pattern. In 1932 the conservative parties significantly eroded Labor's working-class support. Part of this success was due to the ability of employers to coerce workers with the threat of dismissal. Female wage earners were particularly vulnerable to this coercion. Conservative electoral appeals recast masculinity in terms of family responsibility rather than class assertion. Conflict in the household economy possibly influenced women to vote against Labor due to its identification with the cause of male breadwinners. Overall female voting behaviour was more stable than that of men and this despite the higb profile of issues that would have been expected particularly to influence female voters.

Case note - Roosters, ducks and labour hire arrangements : Damevski v Guidice (2003) 202 ALR 494 (FCA Full Court)

One of the features of the current Australian labour market is the growth in the number of businesses "contracting out" work that was previously performed by their employees. The "contracting out" is often done through labour hire arrangements: the business engages a labour hire agency to provide it with suitable labour on an "as needs" basis. A common scenario is that the labour hire agency contracts both with the workers who provide the services to the agency's client, and with the client to whom those services are provided. Often the agency pays the workers and bills its client for the labour costs, plus a service fee. Research indicates that during the first half of the 1990s, "the number of agency workers more or less doubled."1 Analysis of the latest data from the Australian Bureau of Statistics on the number of workers employed through labour hire arrangements has suggested: "290,100 employees were 'on-hired' through agencies in June 2002 and 162,000 workers were paid by labour hire firms in November 2001 (almost doubling from 84,300 some three years earlier)." The value of the employment services industry in 2001-02 was $10.2 billion. 2

In the service of the society: the labour management practices of an Australian life Insurer to 1940

This article considers the labour management practices in use in the Australian life insurance industry during the inter-war period. Using the Australian Mutual Provident as a case study, it is argued that the specific human resource management practices evolved to deal with separate sets of problems arising from the functions of the life insurance business and the manner in which the principal/agent problem was manifested. The differing nature of work associated with the sales and management of life insurance fostered the development of primary and secondary labour markets in which the benefits flowing to one were superior to those accruing to the other.

Labour hire employment and independent contracting in Australia: two inquiries, how much change?

In the past 18 months, two inquiries into labour hire employment have been held in Australia. The first was conducted by the Victorian Parliament's Economic Development Committee, and reported in June 2005. The second, the Federal Government's House of Representatives Standing Committee Inquiry into Independent Contracting and Labour Hire Arrangements, reported in August 2005. This review outlines the findings of those inquiries, and questions the extent to which they have contributed to improving protection for vulnerable workers. It commences with the Victorian inquiry, then turns to the Federal inquiry. Common themes are drawn together in the concluding discussion.

Transitional labour markets : a social investment and risk mitigation strategy for social policy

Drawing on transitional labor market (TLM) theory, this introductory chapter highlights major themes, overviews the contributions to this volume and suggests a future agenda for policy makers. The focus of applied research projects has been the impact of post-modem social transformations on systems of social protection, looking through the lens of the labor market and shifts in household and family structure. The Transitional Labor Market project uses the TLM model as a means of developing new thinking on how flexibility and innovation might be paired with social investment and new forms of social protection. TLM theory emphasizes the importance of institutions and of the links between different institutions which frequently operate as policy silos, rather than integrated systems to buffer risks and support capability and enhance employability. The great advantage of the TLM model is that it draws attention to the right places for strategic reform. It does not offer a standard set of institutions to facilitate transitions however.

The Chinese state enterprise sector: labour market reform and the impact on male-female wage structure

The paper examines the wage structure in the Chinese state enterprise sector between 1981 and 1987. This period is of particular interest given the introduction of major labour market reforms in China during the early 1980s. In essence the reforms represented a movement away from administratively determined prices towards a market–oriented system combined with a relatively flexible system of labour allocation. The Juhn, Murphy and Pierce (1991) decomposition is employed to shed light on the role of changing labour market institutions over the period.

Labour market institutions and the gender wage gap in Britain and Australia, 1973-90

The importance of wage structure is frequently interpreted as indirect evidence of the role played by labour market institutions. The current paper follows in this tradition, examining the role of wage structure in explaining the trend in the gender wage gap over the period 1973–91 for both Australia and the UK. The focus is upon whether changes in wage structure (and associated gender wage gap) both across country and over time are compatible with institutional explanations. Combining comparisons both cross‐country and over time yields a more stringent, albeit indirect, test of the role of institutions.

The effects of unions on labour productivity: a meta-analytic review

The impact of unions on productivity has been an important area of debate in
industrial relations and economics. The theoretical and empirical literature has produced conflicting results. In this paper, meta-analysis is used to quantify the association between unions and productivity and reach a quantitative assessment of the empirical literature. The results suggest that the union-productivity association is not invariant, and is country, industry and time specific.

Changing work and OHS: the challenge of labour hire employment

The expansion of labour hire employment from traditional clerical placements to a range of blue collar occupations raises concerns about the level of occupational safety risks labour hire workers encounter. Overseas evidence points to a higher incidence and severity of injury for such workers. Is this pattern of injury replicated in Australia? This paper explores this issue through an analysis of workers’ compensation claims in Victoria, and preliminary investigation into case histories of 220 injured Victorian labour hire employees. Overseas research findings in relation to injury are confirmed through aggregate data analysis. The paper then provides a preliminary examination of agency-related employment factors such as the extent and nature of training and supervision provided by the host, and the timing of injuries in relation to commencement with the host. The evidence suggests both agency and host employers need to be more proactive in overcoming the vulnerability experienced by these workers.

Career progression, human capital and pay equity in Australian public sector labour markets

This study uses data from the Victorian Public Sector Census 2004 to identify the extent of equity in pay and career progression (promotion). A system of three equations is developed to capture the endogeneity between human capital and promotion and the interdependence between promotion, pay and human capital. The results indicate that there are substantial differences in the average wages earned by public sector employees in different Equal Employment Opportunity (EEO) groups. While some of these differences arise from factors beyond the control of the public sector employers, others arise from bias in the public sector employment system and procedures. The earnings of individual employees in the public sector are determined in a systematic way by the wage structures in the different sub-sectors, the skill base of the employee on recruitment, sub-sector specific promotion rates, acquisition of formal and informal training and the apparent bias within recruitment and promotion systems in dealing with particular groups. The apparent bias of recruitment and promotion systems is complex in makeup and varies within EEO groups as well as between EEO groups. Most of the difference in pay across employees can be explained as an outcome of individual choice and labour market conditions external to the public sector. After adjusting for sectoral wage differences, skill base when recruited, sectoral promotion rate differences, experience in the public sector, whether individuals are employed on a full-time or part-time basis and individual training decisions, the statistical evidence is consistent with the finding that public sector recruitment and promotion systems tends to be biased, on average, against females and those from culturally diverse backgrounds. Achievements in formal education are important for salary progression. This is particularly the case for women. The main drivers of participation in formal education were employer support in both financial and non-financial terms. Promotion rates were important factors in explaining wage differences. Women tended to receive slightly fewer promotions than men, but women received, on average, greater rewards for each promotion.