Negotiating fair pay and conditions: low paid women's experience and perceptions of labour market deregulation and individual wage bargaining

Jefferson, Therese; Preston, Alison

doi:10.1111/j.1468-2338.2010.00573.x

Cited by 8 publications

(7 citation statements)

References 15 publications

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“…As will be shown below, part-time jobs tend to be poorly paid relative to full-time positions. Research elsewhere has also highlighted other suboptimal features of part-time paid work -for example, reduced promotional opportunities, reduced access to education and training (Jenny Whittard 2003;Equal Opportunities Commission [EOC] 2005), and reduced certainty concerning employment security and reduced superannuation accumulations (Therese Jefferson and Alison Preston 2005). Australia's ranking with respect to labor force participation must, therefore, take into account hours of work, the quality of the jobs, and the number of jobs (multiple job holding) if one is to make a more informed assessment as to whether such participation does indeed contribute to enhancing the economic security of women.…”

Section: Participation Gap: Summarymentioning

confidence: 97%

“…Take, for example, the increase in the number of women in paid part-time and casual employment. Measured at the aggregate level, the data can be misleading and fail to account for the socioeconomic implications of nonstandard employment for women (Therese Jefferson and Alison Preston 2007). Issues of women's remuneration and advancement require similar investigation, with a particular emphasis on understanding the impact of industrial reforms and continuing occupational segregation on women's employment decision making (David Peetz 2007).…”

Section: Introductionmentioning

confidence: 98%

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Is Australia Really a World Leader in Closing the Gender Gap?

Barns¹,

Preston²

2010

Feminist Economics

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In the World Economic Forum (WEF) 2006 Global Gender Gap report, Australia was highlighted as a world leader in closing the gender gap. With reference to the Economic Participation and Opportunity Index (one of four components in the WEF Gender Gap Index (GGI)), this article assesses whether or not Australia is deserving of this recognition. Closer analysis shows that convergence in the participation gap flowed from increased participation in part-time, low-paid, and precarious jobs. Research also shows that women's entry into professional jobs has led to the feminization of some positions and that vertical segregation remains an ongoing problem. In highlighting these disparities, this article questions the capacity of the GGI to provide an adequate understanding of women's labor market participation and economic attainment.Gender wage gap, part-time work, gender inequality, labor market participation, segmentation,

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Section: Participation Gap: Summarymentioning

confidence: 97%

Section: Introductionmentioning

confidence: 98%

Is Australia Really a World Leader in Closing the Gender Gap?

Barns¹,

Preston²

2010

Feminist Economics

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“…This was the experience of child-care workers in Western Australia during the WA economy boom years. Individual bargaining arrangements, secrecy arrangements and confusion about entitlements contributed to a power imbalance between workers and employers when it came to negotiating improved wages and employment conditions (Jefferson and Preston, 2010). The key advantage of the boom conditions was that it allowed workers to change jobs rather than face unfavourable working hour arrangements and conditions.…”

Section: Wagesmentioning

confidence: 99%

“…The key advantage of the boom conditions was that it allowed workers to change jobs rather than face unfavourable working hour arrangements and conditions. Wage increases rarely featured for stayers or movers (Jefferson and Preston, 2010).…”

Section: Wagesmentioning

confidence: 99%

The Australian labour market in 2019

Birch

Preston

2020

Journal of Industrial Relations

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1 This article provides an overview of the key features of the labour market in 2019, with historical data providing insight into recent trends. In 2019, the female labour force participation rate reached an all-time high of 61.3%, 10 percentage points lower than the male rate. Disaggregated analysis shows this growth stems from rising participation amongst older women. This, in turn, is underpinned by a growth in feminised sectors of the labour market, notably the Health Care and Social Assistance sector. Since 2000 this sector has contributed 22.6% to total employment growth and at 2019 accounted for 13.5% of the Australian workforce. There has also been a growth in part-time and casual employment over recent years, with the latter now accounting for 25% of all employees. These are concerning developments, with estimates showing that 58.6% of casuals are not guaranteed a minimum number of hours of work in their job. The article notes that wages growth remains below that required to stimulate employment growth, and that a continued focus on conventional labour market indicators has the potential to lead to misguided policy formulation.

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“…There are numerous studies showing instances of poor quality part-time work (e.g. Harley and Whitehouse, 2000; Jefferson and Preston, 2010; Pocock et al., 2004, 2008; Whittard, 2003). The Australian-based research on the part-time/full-time wage gap does, however, suggest a different story.…”

Section: Introductionmentioning

confidence: 99%

Is there a part-time/ full-time pay differential in Australia?

Preston

2014

Journal of Industrial Relations

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The incidence of part-time employment in Australia is high by international standards and the trend towards part-time work is on the rise. In this paper, we show that, on average, part-timers earn significantly less than full-timers. After controlling for human capital characteristics, the adjusted hourly earnings gap between men employed fulltime and women employed part-time is equal to 22.5%. When comparing women only, the human capital adjusted part-time/full-time gap is equal to 8.9%. The latter falls to 1.1% when industry and occupation are controlled for, reflecting important segregation effects. These findings are consistent with international evidence. Consistent with other Australian studies, we also find that the part-time pay gap varies with casual status. In the female labour market, our human capital adjusted models show a part-time casual premium equal to 3.6% relative to the base group (women employed full-time on a noncasual basis).

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Negotiating fair pay and conditions: low paid women's experience and perceptions of labour market deregulation and individual wage bargaining

Cited by 8 publications

References 15 publications

Is Australia Really a World Leader in Closing the Gender Gap?

Is Australia Really a World Leader in Closing the Gender Gap?

The Australian labour market in 2019

Is there a part-time/ full-time pay differential in Australia?

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