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In this article, the authors examine the role of labor immigration as a source of institutional change. They use a "most different systems" comparative case study analysis of the Danish and Australian construction sectors to examine the impact of increased labor migration on skill-sourcing practices in countries with distinct national skill formation and industrial relations institutions. Drawing on 73 interviews with industry stakeholders, the authors find that labor migration has produced liberalizing pressures in both Denmark and Australia, albeit in ways that differ from each other. The article contributes to comparative institutional scholarship by illustrating how labor migration can promote or support institutional change in a liberalizing direction by disincentivizing coordinated skill formation. Findings suggest that while national institutions mediate external pressures, such as labor migration, such pressures may affect the incentive structures that can either maintain or erode national institutions. [ABSTRACT FROM AUTHOR]

As in other countries, the growth of precarious work arrangements in Australia from the late 1970s has had significant adverse effects on occupational health and safety (OHS). While there is now a large body of global research on this issue and its connection to the rise of neoliberalism, there has been less investigation of efforts to address these problems. This article reviews regulatory interventions in Australia over the past two decades. It particularly focuses on industrial relations regulation, which can play a critical role in addressing at least some of the underlying reasons why precarious work undermines OHS. The most significant of these changes were passed by the Australian Parliament in February 2024, including a highly controversial but world-leading creation of minimum standards for platform workers. [ABSTRACT FROM AUTHOR]

For workers living with a disability, pathways to sustainable employment in the open labour market are inhibited by barriers operating at different structural and societal levels. The culture of Australia's government employment services has applied a 'work-first' approach that emphasises finding people employment rather than supporting the acquisition of skills and education. The net effect of this approach is the preferencing of short-term employment solutions, with a focus on individual behaviour or so-called resilience and an emphasis on personal responsibility instead of addressing structural issues. In this paper, we explore how people with disability can be supported in finding employment through a shared resilience approach offered by a Work Integration Social Enterprise (WISE). We suggest that WISEs can provide the conditions for shared resilience by developing and sustaining networks needed to generate hybrid pathways to work and by role modelling inclusive work conditions in the open labour market. [ABSTRACT FROM AUTHOR]

Paid work promises pathways to financial security and wellbeing for families, yet variable scheduling and low pay can interfere with the routines and rhythms of family life, and contribute to caregiving challenges and stress. Using qualitative data from a survey of retail workers, this article shows how Australian employment policies have enabled flexibility practices to be strongly oriented around the needs of employers, reducing employees' resources for care. We develop the concept of 'care theft' from employees' accounts of the ways flexible scheduling and low pay converge to transform and deplete their temporal, financial and ethical resources for care. As an extension of 'time theft' and alternative to individualised notions of 'work-family balance', care theft helps make visible the ways employment practices strip resources for care from working people, and shift risk to low-income families and communities. [ABSTRACT FROM AUTHOR]

This study re‐examines the steppingstone effect of casual employment using data covering a much longer period than that used in Buddelmeyer and Wooden (Industrial Relations, 50(1), 109–30, 2011). For males the steppingstone effect found in this study is similar to that in Buddelmeyer and Wooden (Industrial Relations, 50(1), 109–30, 2011). Whereas Buddelmeyer and Wooden (Industrial Relations, 50(1), 109–30, 2011) find no steppingstone effect of casual employment for females, this study shows the effects occur to them. The positive result for females appears to be driven by weakened labour market conditions. This suggests that for females the steppingstone effect of casual employment could be sensitive to broad economic conditions. [ABSTRACT FROM AUTHOR]

Purpose. A cancer diagnosis significantly impacts daily life, particularly for those living outside of major cities who must travel to receive cancer treatment. This study investigated the impact of cancer and travelling for treatment on the employment of rural cancer patients and their caregivers. Methods. Cancer patients staying in subsidised accommodation lodges in Queensland, and their nominated caregivers, described employment status prior to diagnosis in a structured interview. Three months later, they answered several open-ended questions about the impact of cancer and travelling for treatment on their employment. Descriptive statistics and thematic analysis were used to report and analyse responses. Results. Of 308 rural cancer patients in paid employment prediagnosis, 70% reported a change in employment postdiagnosis, with 62% of these patients no longer working. Many of those still employed postdiagnosis required extended leave, flexible working arrangements, and a gradual return to work, particularly for those experiencing ongoing treatment side effects. Of the 102 rural caregivers in paid employment prior to the patient's diagnosis, 56% reported a change in employment after diagnosis, with 37% of these caregivers no longer working. Many caregivers were unable to work while at the lodge, except for those with flexible or remote work arrangements and low caregiver burden. Financial stress from loss of income and limited support in returning to work were common experiences. Conclusions. Disruptions to employment are common for people in rural areas affected by cancer. Support from employers is vital, including offering tasks that can be completed remotely or require less physical effort. [ABSTRACT FROM AUTHOR]

The study of employee voice has primarily focused on mainstream settings (the public sector, manufacturing and larger organisations) within Western countries, where the design of employee voice mechanisms occurs within the context of standard employees (e.g. white, Anglo‐Saxon and heterosexual persons) (Greene 2015, Finding a Voice at Work? New Perspectives on Employee Relations, 67–91). This article explores the challenges of managing voice within a residential aged care setting in Australia and seeks to understand how a multiculturally diverse workforce, characterised by culturally and linguistically diverse (CALD) individuals, interprets a range of voice mechanisms provided by management and the factors that influence their use. We present qualitative data from 21 semi‐structured interviews conducted with employees, management and key support staff. We show that managers tend to emphasise downward communication more than voice and that all workers, regardless of their cultural background, perceived barriers to speaking up. Despite general support for voice within the organisation from all stakeholders, our research shows that organisational factors such as budgetary constraints shrunk the voice agenda and created a culture in which employees feared raising issues and concerns. Furthermore, we found that cultural, language and literacy issues associated with such a workforce added a degree of complexity to employee voice and that voice could be muted due to these factors. Our research provides an opportunity to rethink the voice literature by drawing on the diversity literature in the context of multiculturally diverse workforce settings, highlighting missed opportunities for inclusive voice practices. [ABSTRACT FROM AUTHOR]

Low wage growth is a challenge common to many OECD countries including countries with very different institutional systems. This paper utilises and extends Rochefort and Cobb's (1993) 'problem definition' framework to analyse how employer and union representatives in Australia and Denmark explain the causes of low wage growth. Drawing on elite interviews, which allow us to assess the nuance of actors' perceptions, we find disagreement among Australian actors about the role of the collective bargaining system in contributing to low wage growth. Despite disagreement over the extent of the low wage growth problem in Denmark, both unions and employers expressed confidence in the ability of the bargaining system to resolve it. We argue that the greater degree of consensus in Denmark compared with Australia reflects differences in national institutional systems and knowledge regimes, which have influenced the ways actors in these countries perceive low wage growth. [ABSTRACT FROM AUTHOR]

Employment rates for autistic people are low, despite increasing employment-focused programmes. Given the reported complexities for autistic people in finding and keeping work and flourishing there, further exploration is needed to understand how best to help employers accommodate autistic employees. We assessed 88 employed autistic adults, without comorbid intellectual disability and examined whether self-reported disability and mental health symptoms were associated with two measures of vocational functioning: disability days off work and vocational disability. Nearly half (47%) reported at least one disability day absence in the previous month. Autism severity and IQ were not associated with either measure of vocational functioning. Greater disability and higher mental health symptoms were associated with both types of vocational functioning. However, the associations of anxiety and stress with both vocational outcomes were attenuated to null in a multivariable model. Disability (B = 6.74, p = 0.009; B = 1.18, p < 0.001) and depression (B = 4.46, p = 0.035; B = 1.01, p = 0.049) remained independently associated with both outcomes. Clinicians and vocational support programmes addressing modifiable factors may need to focus on addressing mental health comorbidities, specifically depression rather than anxiety, or core features of autism to improve vocational outcomes for autistic people. Individual-level interventions that reduce disablement, particularly in social areas, and depressive symptoms as a way of reducing days off work and improving workplace activities in autistic employees are recommended. Organisations can accommodate autistic employees by encouraging use of mental health programmes or looking at how the workplace environment can be adapted to limit social disability. [ABSTRACT FROM AUTHOR]

How employer associations deploy their power resources to frame and pursue members' interests in the making of public policy is of marked importance in many economies. This is strikingly so in Australia where employer associations have, over a 30-year period, shaped a critically important industrial relations policy space – climate change. In exploring this issue, in this article the authors combine studies from industrial relations and political science to show that, despite suggestions of employer association decline, these organisations exert influence over policymaking in both 'noisy' and 'quiet' ways. These forms of influence can be understood as linked to specific sources of power – structural, associational, institutional, societal – as employer associations define and pursue members' interests. [ABSTRACT FROM AUTHOR]

Examining the ways that industries survived the COVID-19 pandemic can teach us a great deal about the resilience of value chains, the ways value chain dynamics shape worker resilience, and the measures states can adopt to support both. In this paper we critically examine the thriving body of theory known broadly as supply chain resilience and explore a branch that embraces socio-ecological perspectives. We first develop a theoretical model that takes what we perceive to be the most fruitful elements of these literatures for industrial relations scholarship and bring it together with approaches tangential to industrial relations concerned with value chain actor and worker agency and resilience. We then apply this model in an analysis of the Australian commercial cleaning sector during the pandemic. Finally, we assess federal and state measures to assist and "buffer" employment and the economy in Australia, including JobKeeper and JobSeeker. We find that these government measures, combined with earlier restructuring of the labour market and restrictive immigration policies, provided the institutional scaffolding for the failure of the cleaning industry during the pandemic, exactly when cleaning became an essential service for the resilience of the whole of society. [ABSTRACT FROM AUTHOR]

Neoliberalism has wrought fundamental changes in the world of work, leading to rising inequality, substantial weakening of organised labour and a decline in industrial relations as a field, especially in relation to teaching. Drawing on historical 'big data' this paper argues that examining the history of worker mobilisation provides a better understanding of these developments, including the importance of considering diverse forms of organisation and action as well as multi-pronged methods built around a key set of issues. It can also inform efforts to address challenges posed by neoliberalism. We conclude by arguing that an historical perspective can better equip the field of industrial relations to meet challenges extending beyond the world of work. [ABSTRACT FROM AUTHOR]

This article argues that the policy framework governing work and industrial relations in Australia and other liberal market economies is stuck in an outdated paradigm fixated on solving problems of labour that have diminished or no longer exist, such as excessive union power and overt forms of industrial conflict. This policy framework is poorly equipped for addressing increasingly urgent problems for labour, such as growing inequality and workforce insecurity. Drawing upon neo-pluralist ideas and the findings emerging from industrial relations research, the article presents recommendations for what a new industrial relations policy framework would look like. It advocates for the adoption of a neo-pluralist policy paradigm focused on the creation of quality employment, worker wellbeing, redistribution in bargaining and wage determination, fairer labour immigration policies, stronger protections against gender-based inequalities, and increased job security. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this integrative review is to identify the educational needs of rural nurses and the strategies that have been effective in meeting those education needs. Sample: The literature search yielded 1388 articles to be screened after 930 duplicates were removed. Two researchers screened by title and abstract and full-text review, yielding ten articles. Four were qualitative, four were quantitative and two studies were mixed methods. Method: An integrative review using Whittemore and Knafl's method was conducted. CINAHL, MEDLINE, EMBASE and Scopus databases were searched. Studies about registered nurses' practice from Canada, the United States and Australia were included as these countries are geographically large with rural areas at a distance from larger, urban centres. Inductive content analysis was used to develop themes. Findings: The themes of educational needs, educational delivery, and barriers to education were developed from data analysis. Educational needs of rural nurses are well established, although multiple barriers impede access to education. Various educational delivery methods have been attempted; it is unclear as to which method is most effective. Conclusions: Rural nurses must continue to advocate for education opportunities specific to their needs and the demands related to working within the rural context. It's essential employers and accrediting bodies of hospitals work together to ensure that rural and remote nurses have the essential skills to care for rural and remote populations. [ABSTRACT FROM AUTHOR]

The focus of this methodological paper is to discuss the challenges of conducting fieldwork, using reflections from our experiences of accessing a research site for ethnographic data collection. The research project aimed to explore nurses’ social relations in their workplace and the inequities between and within these relations among nurses of diverse social positions. Due to the sensitive nature of this topic, access to the research site posed several challenges and was further complicated by the bureaucratic ethics process that governs clinical sites in Australia. Although this study was considered a low and negligible risk research, negotiating the ethics process was full of hitches and hindrances resulting in the refusal of access. This paper offers ethnographers a reflection on challenges in accessing clinical sites to conduct research and a discussion of strategies that may be useful to navigate and counter these challenges by managing social relations in the field. [ABSTRACT FROM AUTHOR]

INTRODUCTION: Women of child-bearing age make up an ever-increasing element of the aeromedical workforce in Australia and the UK. However, policy relating to the management of risk for pregnant employees in this sector is often missing or inadequate, with many women facing detrimental impacts on their career progression and financial well-being. For women who choose to continue flying, there is a lack of transparent guidance about the risks of flying within a helicopter in an aeromedical role. While grounding pregnant employees removes some risks, it is at the cost of autonomy and brings other adverse effects for the employee and employer. Updated reflections on this important topic will empower the audience to make informed discussions around pregnancy in aeromedical roles. TOPIC: Applying principles from literature surrounding commercial, military, and medical aviation, the risks to pregnant employees and the fetus are reviewed. These risks are complex and dynamic depending on gestation and underlying medical problems; thus, individualization of risk management is of key importance. In low-risk pregnancies, incapacitation risk is below the usual threshold adopted for safety-sensitive aviation activities. Based on available evidence we have quantified risks where possible and provide guidance on the relevant factors to consider in creating a holistic risk-management framework. The greatest unknown surrounds the risk from vibration, noise, and winching. These are reviewed and suggestions given for discussing this risk. We also highlight the need for policy providing acceptable nonflying options to remove the pressure to continue flying in pregnancy. APPLICATION: Based on a literature review we have generated a framework for understanding and assessing risk relating to pregnant employees in the aeromedical sector. This is intended for use by aeromedical organizations, pregnant employees, and their treating medical practitioners to provide rational and sensible policy and guidance. [ABSTRACT FROM AUTHOR]

This article examines Australian Government workplace domestic violence policy as a workplace equality and gender equality policy. Drawing on Baird's typology of policy orientations and systematic process analysis of documents and elite interviews with 43 key informants, this article contributes a process theory of how and why workplace domestic violence policy developed in Australia. It finds non-traditional actors (anti-domestic violence advocates, trade union members and researchers) led traditional actors (components of the state, trade unions and employer parties) towards orientations and mechanisms on this policy post-2010 likely to enhance the social equity of employees experiencing domestic violence. Significant to non-traditional actor effectiveness on this was their lived expertise and experience on domestic violence, and trade union support. [ABSTRACT FROM AUTHOR]

This paper (Part 2 in the paper series), building on earlier studies examining the Australian response, extends on findings related to travel activity, commuting, and attitudes towards COVID-19 measures (Part 1 in the paper series). In this paper we focus in detail on the impact of, and experiences with, working from home (WFH), perhaps the largest of the positive unintended consequence of the pandemic, with respect to transport, and a key lens through which the changing patterns in travel activity and attitudes discussed in Part 1 need to be understood. We conclude that through the widespread adoption of WFH as a result of nationwide public health orders, there is evidence emerging that WFH is now seen as an appealing instrument of change by employees and employers, there is growing support to continue to support WFH into the future. This represents a significant potential contribution to the future management of the transport network, especially in larger metropolitan areas. We also discuss policy implications of this result and what the international community may take from the Australian experience. [ABSTRACT FROM AUTHOR]

BACKGROUND: The Australian Government has applied considerable focus to improving the unemployment rate of people with disability through initiatives to build their capacity and job readiness. Far less attention has been paid to addressing the needs of business, especially small- to medium-sized enterprises (SME). OBJECTIVE: We evaluated the Diversity Field Officer Service (DFOS) pilot, which aimed to address that gap through providing direct support to SME to build disability confidence and more inclusive organizations. METHODS: We used a mixed method approach (pre- and post-service surveys along with post-service semi-structured interviews) with representatives from 36 businesses. We used descriptive statistics and thematic analysis to summarise the survey data and interview material, respectively. RESULTS: Confidence in employing people with disability increased, as did the employment of, and intention to employ, people with disability. Many businesses were implementing, or planning to implement, measures to increase the employment of people with disability. DFOS capacity building exercises and activities (e.g., one-to-one conversations to understand the specific needs and challenges of their businesses) were all rated highly. Participants were generally supportive of an ongoing role for DFOS. CONCLUSION: The DFOS holds promise as a strategy to increase the employment of people with disability in SME. [ABSTRACT FROM AUTHOR]

We draw on mostly unpublished ABS data to address three related questions: (1) How can we approximate the number of genuinely flexible casual employees? (2) What are the characteristics of work where employees are, or are not, likely to be genuinely flexible casuals? and (3) How many employees are compensated for the disutility of casual employment? Only 6 per cent of leave-deprived workers (1.4% of all employees) are 'narrowly-defined casuals'. The majority of leave-deprived workers have been with their employer for over a year. The majority expect to be with the same employer over a year into the future. Around half have stable hours from one week to the next and are not on standby. The characteristics of leave-deprived employees do not appear to be those of flexible, casual employment relationships. The common feature appears to be low power. Employers may have the ability to deploy them in all sorts of flexible ways, but often do not need to utilise that flexibility. The popular term 'permanent casual' is more accurately phrased as 'permanently insecure'. The high rate of 'casual' employment enables Australia to have an internationally low level of leave coverage. [ABSTRACT FROM AUTHOR]

Knowledge co-production between academics and practitioners is increasingly a focus for university workplace contexts. While there is emerging interest in how social science academics can engage with industry to generate impact, little attention has been paid to how one form of practitioner organisation, trade unions, engages with academics to influence policy and member outcomes. In this article, we examine a case of research collaboration with an education trade union based in New South Wales, Australia, to explore the process of knowledge co-production with this partnership and its impact on education policy. In examining this decade-long partnership, we contribute to the literature on union strategy by depicting collaboration with researchers as a unique strategy for influencing policy outcomes (in this case, addressing teacher workload), while also contributing to emerging scholarship on knowledge co-production as a means to generate impact beyond the academy. As such, this article contributes a rare example of 'cross-over' between the worlds of academia and industry, which may inform future engagement and impact processes. [ABSTRACT FROM AUTHOR]

Mental health nursing is acknowledged internationally as being a demanding profession; however, little is known about the range of experience and complexity of workplace challenges or their impacts on mental health nurses (MHN). This qualitative descriptive study aimed to examine and describe the range of challenging workplace situations experienced by MHN and is reported according to the Standards for Reporting Qualitative Research. An online cross‐sectional survey collected demographic data and open‐ended descriptions of workplace challenges experienced by n = 374 Australian MHN. Using a modified a priori framework, four categories of experience were derived through content analysis: consumer‐related, colleague‐related, nursing role‐related, and organizational service‐related challenges. Many accounts described a complex interplay of challenges. The findings extend prior knowledge on MHN experiences. Frequent workplace challenges included violence and aggression from consumers, bullying from colleagues, low staffing levels, and poor skill mix. Further extending the evidence, key challenges rarely described in prior literature were the psychological impacts of suicides and murder; the personal nature of threats from consumers; moral distress and concerns with colleagues' quality of practice; and exacerbation of practice‐related issues by lack of support from colleagues and/or the organization. These have important implications for the profession and can inform targeted strategies to reduce stressors where possible, build staff well‐being, support workforce retention, and improve the provision of quality care. The implementation of targeted policy and initiatives that focus on reducing key stressors and supporting practice are vital to staff retention and ensuring a high standard of practice in complex mental health workplaces. [ABSTRACT FROM AUTHOR]

While this article commences with apologies issued on 8 February 2022 in the Commonwealth Parliament in respect of alleged sexual harassment, workplace bullying and sexual assault, its focus is on the drivers behind and implications of the Sex Discrimination and Fair Work (Respect at Work) Amendment Act 2021 (Cth). Both flowed from reviews conducted by the Federal Sex Discrimination Commissioner, Kate Jenkins, and both were propelled by a need to address historical deficiencies and inequalities in workplace practice and culture leading to what is described now by the leader of the Opposition as 'unsafe' and 'disrespectful' workplaces. [ABSTRACT FROM AUTHOR]

This article reviews the year across collective bargaining, union policy and strategy, as well as industrial responses to the COVID-19 pandemic. While the industrial environment rebounded slightly from the initial impact of the pandemic in 2020, similar themes persisted throughout 2021, including declining coverage of employees under collective agreements, a difficult bargaining environment in 'essential' industries, limited cooperation of the industrial relations parties during developments in the pandemic response and a continued pattern of low wages growth. While trade unions achieved isolated 'wins' on key matters, at a system level there continues to be enduring issues of low wages, insecure work and frustrations with the collective bargaining system, while the nation attempts to recover from the impact of the pandemic. [ABSTRACT FROM AUTHOR]

The year 2021 has been momentous for women at work in Australia. Two key themes loom large: first, the highly gendered impact of the COVID-19 pandemic on paid and unpaid work, and second, the ongoing crisis of persistent gender-based disrespect and violence in Australian workplaces. Both have prompted escalating demands for change to provide women with better jobs, improve the balance between work and care, and ensure more respect at work. This article examines these issues, briefly analyses the 2021–22 Federal Budget and parental leave policy in Australia a decade after a national scheme commenced, and foreshadows several issues on women and work to watch in 2022. [ABSTRACT FROM AUTHOR]

Working from home expanded rapidly during the COVID-19 pandemic. This Controversy examines how working from home was framed and regulated pre-pandemic. We contrast this with the changes made to Australia's industrial award system during the pandemic to increase flexibilities around working from home, in response to a collective need for a responsive safety net. We argue that the conception and regulation of working from home is shifting from an individual flexibility, to a 'collective flexibility' available to a wide array of workers, collectively negotiated and governed by increased regulation. While industrial instruments were varied to accommodate public health requirements and the need of organisations and employees to work from home, these shifts were temporary. We argue that working from home provisions should rightly be regulated as a collective entitlement. We therefore consider possible ways forward in regulating this form of working, drawing from international developments. We raise these issues to extend debates around how working from home can be regulated to benefit employers and employees as we move towards COVID-normal. [ABSTRACT FROM AUTHOR]