A distributional analysis of the gender wage gap in Bangladesh

This article empirically investigates the gender wage gap in Bangladesh during the period 2005–2009. Applying unconditional quantile regression models, the article demonstrates that women are paid less than men throughout the wage distribution and the gap is higher at the lower end of the distribution. Discrimination against women is the primary determinant of the wage gap. The article also demonstrates that the observed gender wage gap is likely to be underestimated if we ignore selection in full-time employment. A number of policy implications are discussed.

Intensive mode learning and threshold concepts

Intensive mode teaching and learning refers to educational activities that occur on fewer days, and longer each day, than a “traditional” unit or module in the discipline. In traditional education, a full-time student would study between four and eight subjects or units per term or per semester at school, TAFE or university. Hence each subject or unit is effectively part-time study, taking up between 10% and 25% of the study hours available in each week. By way of contrast, an intensive mode subject might take between 30% and 100% of the available study hours. Examples include field trips and study tours, during which students devote 100% of the available hours to a single subject. In chemistry, the University of New England and Central Queensland University offer course by distance education, but students are expected to attend compulsory residential schools. During these residential schools, the students participate in chemistry laboratories and tutorials, all day, every day for up to one week.

Optimality analysis of sensor-target geometries in passive localization: Part 2 - time-of-arrival based localization

In this paper we characterize the relative sensor-target geometry in R2 in terms of potential localization performance for time-of-arrival based localization. Our aim is to characterize those relative sensor-target geometries which minimize the relative Cramer-Rao lower bound.

Three-part ecological model of community reintegration of ex-prisoners

Seventy nine prisoners completed a questionnaire before and after prison release. Drug use and health ratings changed over time, while employment and housing stability, finance, and social support did not. Participants had higher depression and anger before leaving prison, but anxiety remained low. Several life conditions predicted current emotional state.

Restructuring the architecture of state regulation in the Australian and Aotearoa/New Zealand cleaning industries and the growth of precarious employment

This paper examines changes in the commercial cleaning industry in Australasia which are occurring against a backdrop of significant transformation in the mode of labour market regulation in both countries. Specifically, whereas for most of the twentieth century both Aotearoa/New Zealand and Australia had systems of labour market regulation in which the state provided minimum wage and work protections through the interventions of arbitration courts, in the past few years these courts have either been abolished (in the case of New Zealand) or severely restricted in their ambit (in the case of Australia), all as part of a neoliberal effort to introduce “flexibility” into labour markets. The result has been an erosion of wages and a worsening of conditions of employment for cleaners and many other groups of workers. At the same time, this transformation in the architecture of labour market regulation poses significant challenges to unions seeking to represent cleaners and other low-paid service sector workers.

Workplace "bargaining" and the wages/working time nexus: counting the cost of decentralisation

The impact of deregulation on dispersion of earnings in Victoria has been
acknowledged in the findings of the recent task force enquiry into industrial relations in Victoria. This paper argues that the link between hours worked and rates of pay has played a significant role in this increased dispersion. Drawing upon detailed analysis of hours and wages in Victorian agreements, data is presented on declining take-home pay flowing from the loss of penalty rates. This, we argue, is attributable to
the lack of substantive and procedural protections available to Victorian workers under schedule 1A of the Workplace Relations Act, and formerly under the Victorian Employee Relations Act, 1992. We contrast these findings with collective agreements trading off penalty rates certified by the Australian Industrial Relations Commission, and Australian Workplace Agreements approved by the Office of the Employment
Advocate. We conclude by suggesting there is a scale of fair outcomes attached to the wages/hours trade-off, directly attributable to the various institutional mechanisms now influencing Australian wage determination.

Peopling of the Northern Territory part 1: a white elephant in a white Australia? The Northern Territory, 1901-1920

As a result of negative net immigration during the 1890s depression, Australians at the time of Federation were preoccupied about the slow rate of growth of the population. The non-Aboriginal population at the end of 1904 was approximately three and three-quarter million. and the publication in March 1904 of the Report of the New South Wales Royal Commission on the Decline of the Birth Rate and the Mortality of Infants did nothing to allay these concerns. Despite the perceived need for more people. the desire for racial unity was paramount. The main goals of policy makers at the time were to preserve a 'white' and essentially British Australia and create an imperial bastion in the Southern Hemisphere.

Peopling of the Northern Territory part 2: the white elephant laid to rest? In the inter-war years

Over time, the Immigration Restriction Act of 1901 and its later amendments were remarkably successful in excluding 'coloured' immigrants from Australia.  It is clear, however, that although most Australians wanted to preserve the 'white' and British character of their nation, the argument that 'non-white' and non-British immigrants were more suited to the settlement of northern Australia was frequently debated in the early decades of the twentieth century.  While this idea continued to challenge the validity of a 'white Australia' in the north, public figures were divided on the issue.  This article examines in some detail the contemporary debates over the peopling of the Northern Territory in the inter-war years.

An observer design procedure for a class of nonlinear time-delay systems

This paper considers a class of uncertain, nonlinear differential state delayed control systems and presents a reduced-order observer design procedure to asymptotically estimate any vector state functionals. The method proposed involves decomposition of the delayed portion of the system into two parts: a matched and mismatched part. Provided that the rank of the mismatched part is less than the number of the outputs, a reduced-order linear functional observer, with any prescribed stability margin, can be constructed by using a simple procedure. A numerical example is given to illustrate the new design procedure and its features.

Social innovators or lagging behind: factors that influence managers' time use

Purpose – The broad aim of this paper is to investigate whether managers in Australia allocate their time differently than other occupational groups, and the impact gender and life situation (using marital status and presence or absence of dependent children as a proxy) has on time allocation.
Design/methodology/approach – To address these broad aims, data are drawn from the 1997 Australian Time Use Survey. This is a nationally representative survey that examines how people in different circumstances allocate time to different activities. Findings – The results of this study highlight three important issues. The first is that male and female managers display different patterns of time use. Male managers' time is dominated by paid employment activities, whereas female managers' time is spent predominantly on employment and domestic activities. The second is that life situation impacts on the time use of female managers, but not male managers. The third important find of this study is that managers' time use is different to other occupational groups. Practical implications – These findings have policy implications relating to work-life balance, career progression and changes in patterns of work. In terms of work-life issues, it reveals that male and female managers face a “time squeeze”, with some evidence of a “second-shift” for female managers. In addition, the findings provide insight into the work-life issues faced by male and female managers. Originality/value – The results of this inquiry provide insight into how different individuals spend their time – insight into “lifestyles”. However, in-depth qualitative studies are required to reveal why individuals allocate their time in this way and to understand the opportunities and constraints individuals face in time allocation.

Time to curtail summary dismissal in Australia

It is assumed that the right to summarily dismiss an employee for certain forms of misconduct is a fundamental legal right reposed in employers. It is argued that the scope of this right in Australia is too expansive and should be significantly curtailed. In its current form, the right to summarily dismiss employees offends several widely accepted legal and normative maxims and is incompatible with several behavioural norms. While this paper focuses on Australian summary dismissal law, the doctrinal analysis and the reform suggestions advanced in this paper are of relevance to all market economy jurisdictions. Studies of human well-being show that employment, independent of its wealth-creating aspect, is important to well-being. Matters that are central to a person's well-being should not be taken away readily. This moral prescription is given legal recognition by the legal principle of proportionality, which prescribes that there should be proportion between the punishment and harm caused by the wrongdoing. Moreover, it is not the case that a single impertinent act is defining of a person's character or necessarily evinces a predisposition to behave in a like manner in the future.

The employment effects of gender discrimination in Australia 1994-95

Interpreting the unexplained component of the gender wage gap as indicative of discrimination, the empirical literature to date has tended to ignore the potential impact wage discrimination may have on employment. Clearly, employment effects will arise if discrimination lowers the female offered wage and the labour supply curve is upward sloping. The empirical analysis employs the ABS Income Distribution Survey 1994–95 and finds evidence of both wage and associated employment effects. The analysis is replicated for the earlier period 1989–90. A comparison across time is of interest given the substantial deregulation of the Australian labour market over the period.

Portable sick leave in the Victorian building industry : managing cumulative employee benefits in the absence of employment security

The trend away from full-time permanent employment raises questions about the relevance of traditional approaches to managing and compensating employees. Employment in the Australian building industry is characterised by short-term, project-based employment. Employers and unions in the industry have adopted alternative compensation models to accommodate the short-term nature of employment, most notably through portable benefit schemes. In 1997, the Victorian building industry extended the range of portable benefits to include sick leave. Empirical evidence suggests a relationship between employee absence behaviour and accrual entitlement models. Research reported here supports this link, and suggests that both employers and employees can benefit from an alternative, portable, approach to accrued entitlements. Employers can benefit because employees may be less likely to take an instrumental approach to their entitlements. Employees benefit because they are able to accrue entitlements for the period they remain in the building industry, irrespective of the extent to which they change jobs.

Teaching for the first time: a guide for sessional staff at Swinburne University of Technology

This guide has been written for people who are new to sessional teaching at Swinburne University of Technology. This guide is one of a number of teaching and related guides provided by the University for those who teach in the higher education division (please see the ‘Sessional Teaching at Swinburne’ site in Blackboard). This particular guide will be useful if you have never taught before. It refers mainly, but not exclusively, to teaching smaller groups where interaction between you and the students is expected (see the separate guide on effective lecturing if teaching larger groups is part of your responsibilities.