Equal Pay for Women after the Employment Contracts Act: Legislation and Practice - the Emperor with No Clothes?

Hyman, P

doi:10.26686/nzjir.v18i1.3841

Cited by 5 publications

(3 citation statements)

References 3 publications

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“…Hence, where employment on a part-time and casual basis is widespread, the potential to challenge biased conceptions of women's skills and generate change is likely to be limited (see Carapellucci 1992: 25). Comparative evidence from New Zealand, where the 'Australasian model' of industrial relations has been dismantled much more quickly than in Australia, suggests that women in service-sector employment, particularly in smaller hospitality and retail workplaces, have suffered significant declines in working conditions (Hill & du Plessis 1993;Hyman 1993). In Australia, while there is less evidence of declining working conditions, the most common issue addressed in enterprise agreements is that of working hours, with most of these provisions delivering greater numerical flexibility for employers (Department of Industrial Relations 1995: 144).…”

Section: Training Careers and Numericalmentioning

confidence: 99%

Training, Careers and Numerical Flexibility: Equity Implications in Hospitality and Retailing

Boreham¹,

Lafferty²,

Roan³

et al. 1996

Journal of Industrial Relations

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Emphasis on training and careers in several aspects of recent policy directions in Australia signals a concern for both the expansion and equitable delivery of career opportunities. However, the strategies designed to produce a 'clever coun try' do not apply equally well to all industries, and detailed evaluation of training and career paths at workplace level is yet to be undertaken in most industries. Our purpose in this paper is to provide an initial overview of the factors affecting training and careers at workplace level in two service industries targeted as likely to provide the greatest levels of employment growth in coming years—hospitality and retail trade. We draw on survey research into employment practices in Bris bane workplaces in these industries in order to illuminate patterns of training and factors affecting its equitable delivery. Our data emphasize variation between and within workplaces, and suggest some difficulties for the introduction and efficacy of new policy directions in these industries.

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Section: Training Careers and Numericalmentioning

confidence: 99%

Training, Careers and Numerical Flexibility: Equity Implications in Hospitality and Retailing

Boreham¹,

Lafferty²,

Roan³

et al. 1996

Journal of Industrial Relations

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“…An inspection of the New Zealand Journal of Industrial Relations alone reveals numerous articles on the Act's impact on a variety of issues including unions and union organisation (Boxall and Haynes, 1992, Harbridge, Hince and Honeybone, 1995, Cregan, Rudd, and Johnston, 1995, the structure and outcomes of collective bargaining (Whatman, Armitage andDunbar, 1994, Harbridge, 1992), the process of collective bargaining (Oxenbridge, 1994, Powell, 1995, McAndrew and Ballard. 1995, legal issues (Kiely and Caisley, 1992, Grills, 1994, Churchman, 1993, the impact of the Act upon women (Harbridge and Street, 1995, Hammond and Harbridge, 1993, Hill and du Plessis, 1993, Hyman, 1993, Mulgan, 1993 and industrial stoppages (Henning, 1995). Although some of these studies have something to say about various aspects of labour market flexibility, especially wage flexibility , few contain any data or comment on the Act' s impact on numerical flexibility.…”

Section: The Employment Contracts Act and Labour Market Flexibilitymentioning

confidence: 99%

Plus Ça Change...: The Employment Contracts Act and Non-standard Employment in New Zealand, 1991-1995

Brosnan

Walsh

1996

LEW

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The aim of this paper is to discuss and analyse changes in the incidence and distribution of non-standard employment in New Zealand since the introduction of the Employment Contracts Act in May 1991. Non-standard employment is defined as employment that is not permanent and full-time. The analysis is based upon data from national surveys, one of 2000 workplaces in May 1991 and another of 5,200 workplaces in May 1995. One of the chief policy objectives of the Employment Contracts Act was to enhance labour market flexibility. Non-standard employment is one indicator of labour market flexibility. Accordingly, the degree of change in non-standard employment is one indicator of the Act's success or lack of it in achieving its policy objectives. The results show that the Act has not been associated with a substantial growth in non-standard employment. The 1995 New Zealand labour force looks a lot like the 1991 labour force. The proportion of permanent full-time employees has hardly changed since 1991, and remains at more than two-thirds of the workforce. The two areas of employment to show substantial change were casual employment, which has declined since 1991 and fixed term employment which has increased. The change in casual employment is in the reverse direction from that expected by both critics and supporters of the Act. The data also show, however, that while employers expect permanent full-time employment to remain predominant, they also expect non-standard employment to rise considerably in the next five years.

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“…The IC&A system, therefore, had both beneficial and detrimental affects for women employees. It did give New Zealand women one of the smallest gaps between male and female wage ratẽs in the industrial world (Hyman, 1993) 25 • It also locked women into a rigid and bureaucratic method of wage detettnination over which they had little control. The system also improved working conditions for women and provided them some representation through their unions in industrial decision making.…”

Section: ••--mentioning

confidence: 99%

Contractualism and the Employment Contracts Act 1991: Can they Deliver Equality for Women?

Wilson¹

1970

nzjir

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This article addresses the question whether employment equality for women is even possible under the current provisions of the Employment Contracts Act, which rely on the principles of contract to regulate the employment relationship. The article inequality of women's lack of bargaining strength under the past and present employment regulatory frameworks, and discusses the relationship between women's poltical power and contractual bargaining strength.

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Equal Pay for Women after the Employment Contracts Act: Legislation and Practice - the Emperor with No Clothes?

Cited by 5 publications

References 3 publications

Training, Careers and Numerical Flexibility: Equity Implications in Hospitality and Retailing

Training, Careers and Numerical Flexibility: Equity Implications in Hospitality and Retailing

Plus Ça Change...: The Employment Contracts Act and Non-standard Employment in New Zealand, 1991-1995

Contractualism and the Employment Contracts Act 1991: Can they Deliver Equality for Women?

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