The Impact of the Employment Contracts Act on Women at Work

Hammond, Suzanne; Harbridge, Raymond

doi:10.26686/nzjir.v18i1.3839

Cited by 20 publications

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“…Removing discrimination through government policies would, as shown above, be more difficult but more likely to expedite the closing of the gap. The government's present encouragement of enterprise bargaining is only likely to aid a few women, particularly in the higher echelons and disadvantage many as the New Zealand experience shows (see Hammond and Harbridge, 1993).…”

Section: Conclusion and Policy Implicationsmentioning

confidence: 99%

THE GENDER WAGE GAP IN THE 1990s*

Langford

1995

Australian Economic Papers

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Section: Conclusion and Policy Implicationsmentioning

confidence: 99%

THE GENDER WAGE GAP IN THE 1990s*

Langford

1995

Australian Economic Papers

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“…Three years later, Sayers is on the way to being proven correct. Research by Hammond and Harbridge (1993) on 1,100 collective employment contracts covering 187,000 workers and approximately 8,300 employers has shown that men have been more likely than women to receive productivity based payments; women have been more likely tban have men to be covered by contracts where ovet time and penal rates have been reduced or removed; and women have on average received changes to basic pay rates that have been one third of those received by men. Women workers have received no advantages under the Employment Contracts Act but have seen considerable disadvantage from its implen•entation.…”

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confidence: 99%

Labour Market Adjustment and Women in the Service Industry: A Survey

Harbridge¹,

Street²

1995

nzjir

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The celebration in 1993 of a century of women's suffrage in New Zealand has brought even more sharply into focus the uneven impact of the Employment Contracts Act on the workforce. From the outset, debate about the effects of the Employrnent Contracts Act had focused for some on the likely impacts on women workers. This study is located firmly within the tradition of national and international literature front a range of disciplines including economics, industrial relations, sociology:- law and history, which describes a segmented labour market and labour process. One aspect of labour segmentation theory is gender segmentation, that is, the location of women and men in the labour market and their comparative situations. Much theoretical work and empirical research has been done to describe where women are located in the labour market, why they are located there, and that effects that location has upon them. Even within this field of study there is a wide range of subjects for analysis. For example, the subjects can range from the gender earning gap (Blau and Kahn, 1992) and occupational structures (Terrell. 1992) to the challenge of "flexibility" and the pool of labour women traditionally provide (Walby, 1989). Even the concept of skill itself has bad to be revisited by the gender segmentation theorists (Bervoets and Frielink, 1988). Much of the theoretical framework within which these scholars cited have written, along with numerous others, was codified in the 1970s and 1980s in response to Harry BravetJnan's classic mould-breaking \Vork Labor and Monopol)' Capital published in 1974. Writers such as Phillips and Taylor (1980), Cockbwn (1981, 1983, 1985) and Beechey (1982) remain some of the leading contributors to the discussion and ongoing analysis about women in the vvorkforce. As industrial relations regimes and bargaining structures have altered in the 1980s and on into the 1990s, the changes have been observed to impact differently upon different segments of the labour market

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“…Initial findings were reported by Hammond and Harbridge ( 1993). In that paper, we reported that women had been disadvantaged in terms of wages and some conditions in employment contract settlements.…”

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confidence: 73%

Women and Enterprise Bargaining: The New Zealand Experience of Labour Market Deregulation

Hammond

Harbridge

1995

Journal of Industrial Relations

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In many countries there has been a drive to determine wages and conditions at the level of the enterprise rather than at the industry or national level. In both Australia and New Zealand , governments have pursued policies that have attempted to decentralize their collective bargaining system to the enterprise level. Although in each case the approach to the process of decentralization has bee n different, both countries have sought to lower the level at which bargaining takes place.The decentralization of bargaining has implications for actors in the industrial relations system. This paper examines the impact of decentralization on women workers by updating information that has been collected on an ongoing basis at the

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The Impact of the Employment Contracts Act on Women at Work

Cited by 20 publications

References 0 publications

THE GENDER WAGE GAP IN THE 1990s*

THE GENDER WAGE GAP IN THE 1990s*

Labour Market Adjustment and Women in the Service Industry: A Survey

Women and Enterprise Bargaining: The New Zealand Experience of Labour Market Deregulation

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