ORCID Profile
0000-0002-6964-3085
Current Organisation
University of Sydney
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Research Topics
In Research Link Australia (RLA), "Research Topics" refer to ANZSRC FOR and SEO codes. These topics are either sourced from ANZSRC FOR and SEO codes listed in researchers' related grants or generated by a large language model (LLM) based on their publications.
Top 5 Research Topics
ANZSRC Field of Research (FoR)
Industrial Relations | Social Change | Business and Management | Gender Specific Studies | Law | Social Policy | Policy and Administration | Labour Law |
ANZSRC Socio-Economic Objective (SEO)
Work and Family Responsibilities | Industrial Relations | Employment Patterns and Change | Gender and Sexualities | Social Class and Inequalities
Related Links
Publications
Normative collusion in the industry ecosystem: Explaining women’s career pathways and outcomes in investment management
Publisher: SAGE Publications
Date: 10-08-2021
Abstract: Women are chronically under-represented in investment management, an industry that wields substantial global economic power. This article examines the sources of women’s under-representation, marginalization, and lack of progression within this crucial industry. We demonstrate that norms and practices generated within the industry ecosystem – comprised of industry-specific structures, actors, and interactions – collude to restrict women’s ability to engage with and progress through investment management careers, a process we label normative collusion. Where existing theories have focused on the institutional, organizational, and in idual factors that influence women’s career choices and trajectories, our findings demonstrate how industry-level norms and practices can bind organizations to particular modes of operating. To fully understand women’s career pathways and outcomes, particularly at key stages of the life course, we assert that industry-level influences should be incorporated into theoretical models. Foregrounding how normative collusion occurs in the industry ecosystem is an important step, we argue, in understanding women’s career disadvantage, and in designing strategies for change.
Introduction to Special Collection: Women’s agency at work
Publisher: Cambridge University Press (CUP)
Date: 09-2015
Abstract: This article introduces a Special Collection of four articles that highlight responses by working women collectively and in idually to forces accelerated by the recent global crises. It draws out common themes from accounts of African women’s responses to harassment at work, of the links between union representation and pay equity in Brazil and South Africa and of Australian women’s quest for flexible and fair work/family arrangements. From these perspectives, the article sets out a five-point research agenda to help empower women’s collective and in idual agency in response to working conditions shaped by global economic and social forces.
Peak council organising at work: ACTU strategy 1994–2000
Publisher: Informa UK Limited
Date: 08-2003
Forward with Fairness? Industrial Relations under Labor in 2008
Publisher: SAGE Publications
Date: 20-05-2009
Abstract: The Rudd government was elected in late 2007 after a national election c aign centred squarely on industrial relations. In 2008, with a massive mandate, the government presented key pieces of legislation to the Australian parliament, aimed at moving away from the Howard government's Work Choices and toward implementing the `Forward with Fairness' election policy. The government's substantive industrial relations legislation — the Fair Work Bill — was introduced late in 2008 to widespread, though not universal, approval from trade unionists and, at first, muted acceptance and, later, and in the face of deteriorating economic circumstances, sharper criticism from employer groups.
The Gender Gap in Union Leadership in Australia: A Qualitative Study
Publisher: SAGE Publications
Date: 04-2012
Abstract: Women make up close to half of all trade unionists in Australia, but senior leadership positions and the culture of unions evade a corresponding feminization. Through interviews and focus groups with women at various levels of the paid official hierarchy across a erse group of unions organizing in different sectors, this article reports on the representation of women in the senior and strategic leadership positions of unions. Despite high levels of commitment to union work and enjoyment of many aspects of the job, women working within the union movement keenly feel that they are under-represented in senior roles and they view sexism and a ‘masculinist’ culture as alive and well within unions. They believe that this has a strong impact on union ‘business’, such as union collective bargaining agendas.
Beyond the Pale: Cultural Diversity on ASX100 Boards
Publisher: The Univeristy of Sydney
Date: 2019
Getting Organised? A White Collar Union Responds to Membership Crisis
Publisher: SAGE Publications
Date: 12-2001
DOI: 10.1111/1472-9296.T01-1-00027
Abstract: This article examines the responses of a white-collar union to massive membership decline in the period 1996 to 2000. During this time the union’s officials attempted to adopt a new mode of operation based on the ‘organising model’. The role of the organiser was redefined, attempts were made to split the union’s ‘servicing’ and ‘organising’ functions so that more resources could be directed to organising, and an increasingly planned and evaluated approach to organising was adopted. Whilst the impact of these changes is still emerging, the article discusses the significant organisational impacts their formulation and adoption has engendered. The article suggests that although the ‘organising model’ emphasises the active participation of members in union affairs, there has been little member involvement in the change process in this union to date.
The Organizing Model and the Management of Change
Publisher: Consortium Erudit
Date: 09-09-2003
DOI: 10.7202/006907AR
Abstract: Trade unions in nearly all developed countries are facing major difficulties in maintaining membership levels and political influence. The U.S. labour movement has been increasingly attracted to an organizing model of trade unionism and, in turn, this response has caught the imagination of some sections of other Anglo-Saxon movements, most notably in Australia, New Zealand and Britain. Despite similarities in the problems that national union movements face, however, the histories and current experiences of trade unions in the various countries show marked differences. This article, based on extensive fieldwork in Britain and Australia, examines attempts to assess the importance of national contexts in the adoption of the organizing model through a comparative study of an Australian and a British union.
Job-sharing among teachers: Positive, negative (and unintended) consequences
Publisher: Cambridge University Press (CUP)
Date: 09-2015
Abstract: The pros and cons of part-time work have attracted considerable attention in recent years, not least because of its presumed potential to enable employees to reconcile paid work and family needs. This article focuses on job-sharing, which is a unique yet underexplored form of part-time work and one which has rarely been analysed in terms of the consequences for all stakeholders. This case study of job-sharing details its positive outcomes for some employees, in assisting them to balance career and family. The study also highlights some previously unexplored and, we argue, unintended negative consequences of job-sharing. In this case, job-sharing contributed to the increased use of temporary employees who were locked out of many of the benefits of quality flexible work. Furthermore, the case study reveals competing interests between permanent and temporary employees, creating a range of challenges for human resource practitioners in managing and developing both groups.
Low‐paid women: the impact of regulatory change in Australia
Publisher: Wiley
Date: 26-08-2009
Women and the Future of Work: Report 1 of The Australian Women’s Working Futures Project
Publisher: The Univeristy of Sydney
Date: 2018
Trade Unionism in 2004
Publisher: SAGE Publications
Date: 06-2005
DOI: 10.1111/J.1472-9296.2005.00162.X
Abstract: It was a disappointing year for Australian trade unions. The Howard government was returned in the 2004 federal election with an increased majority in the House of Representatives and an outright majority in the Senate. In July 2005, the government will use this mandate to push through a raft of legislative changes, which will make for a bleak union future. A controversial High Court decision in 2004 threatened to limit the range of issues which could be included in enterprise agreements and the circumstances in which unions could take legal industrial action. Nevertheless, unions could claim victory in the most high-profile c aign of the year, which forced the James Hardie corporation to meet its financial obligations to victims of its asbestos products.
Adapter-modified Ussing chamber enables evaluation of endoscopically-obtained colonic biopsy samples from cats and dogs
Publisher: Elsevier BV
Date: 12-2012
DOI: 10.1016/J.RVSC.2012.05.009
Abstract: Adapter-modified Ussing chambers have been used for assessment of endoscopically obtained intestinal biopsies in humans. The aim of this study was to evaluate the feasibility of an adapter-modified Ussing chamber for assessment of intestinal transport physiology in endoscopically-obtained colonic biopsies from cats and dogs. Fifteen colonic biopsies from four cats and 13 colonic biopsies from four dogs were transferred into a modified Ussing chamber and sequentially exposed to several compounds. Baseline mean±SD conductance was measured. Changes of short circuit current (ΔIsc) were observed after exposure to glucose (number of feline biopsies that responded=0/number of canine biopsies that responded=4), phloridzin (n=0/n=7), histamine (n=5/n=12), serotonin (n=7/n=12), prostaglandin (n=5/n=7), forskolin (n=7/n=7), and ouabain (n=9/n=7). The adapter-modified Ussing chamber studied here enables investigation of transport physiology of endoscopically-obtained colonic biopsies from companion animals. However, we observed a large variability of results, suggesting that clinical use of this method is limited.
Gender Matters: A Multilevel Analysis of Gender and Voice at Work
Publisher: Wiley
Date: 23-03-2021
Abstract: The role of gender in shaping a range of work experiences and outcomes is well documented, yet there remains limited knowledge of the gendered dimensions of voice. In addressing the understudied topic of gender and voice, we propose a multilevel framework for analysing the relationship, which goes beyond thinking of gender only in terms of in idual‐level gender identities. We conceptualize gender at three levels – as embedded in in idual identities, in organizational policies and practices and in labour market segmentations – and show that gender, at each level, is associated with variations in worker voice opportunities and practices. We test our model using data from a mixed‐methods Australian study that consisted of a national survey with young working women and men and a series of targeted focus groups with young working women. We find no in idual‐level differences in women's and men's reported voice, measured as managerial consultation and as perceived influence over workplace matters. However, we do find a diminished voice among both women and men employed within specific gendered work environments, namely in organizations where workers perceive high levels of gender inequality and in women‐dominated industries. Qualitative findings provide additional detail on how women's voice materializes and is constrained within gendered work settings.
The Journal of Industrial Relations: 60 years on
Publisher: SAGE Publications
Date: 02-2019
‘I’ll never be one of the boys’: Gender harassment of women working as pilots and automotive tradespeople
Publisher: Wiley
Date: 08-04-2022
DOI: 10.1111/GWAO.12443
Abstract: Significant research has examined sexual harassment in male‐dominated occupations, but gender harassment — harassment that is not necessarily sexual in nature but is targeted at in iduals, or a group of in iduals, because of their sex or gender — has received relatively less attention. Drawing on in‐depth, semi‐structured interviews, we analyse the lived experience of gender harassment among women working as pilots and automotive tradespeople in Australia. We find that women in these occupations face a daily barrage of belittling jokes and demeaning comments from colleagues, managers and customers, and such behaviours are retribution for encroaching on traditionally male occupational domains. Although women found these behaviours humiliating, intimidating, and offensive, they lacked a comprehensive vocabulary to define or condemn them. This article contributes to an emerging literature arguing that gender harassment needs to be more clearly problematized, organizationally and legally, as a form of sex‐based harassment constituting unlawful sex discrimination.
Women, Work and Collectivism
Publisher: SAGE Publications
Date: 04-2012
LABOR REVITALIZATION? THE CASE OF AUSTRALIA1
Publisher: Elsevier
Date: 2003
'Less than zero': Union recognition and bargaining rights in Australia 1996-2007
Publisher: Informa UK Limited
Date: 02-2011
Skipping a beat: Assessing the state of gender equality in the Australian music industry
Publisher: The University of Sydney
Date: 2017
Voicing their complaints? The silence of students working in retail and hospitality and sexual harassment from customers
Publisher: Informa UK Limited
Date: 02-10-2014
Industrial relations now: Where are we? Where to next?
Publisher: SAGE Publications
Date: 20-02-2017
Anti-unionism, employer strategy, and the australian state, 1996 2005
Publisher: SAGE Publications
Date: 29-07-2009
Abstract: One of the outstanding features of contemporary Australian industrial relations has been the dramatic growth in employer de-collectivization strategies. Four dimensions of employer strategies, sometimes interlinked and overlapping, are identified and analyzed in this article—employer lockouts, in idualization of bargaining, counters to organizing c aigns, and the use of human resource initiatives in areas such as recruitment and selection. While some tactics have emerged organically through new management practices, the reconfiguration of employer strategies has been primarily state-led legislative and non-legislative interventions have created opportunities, incentives and pressures for firms to adopt anti-union strategies.
The Impact of `Work Choices' on Women in Low Paid Employment in Australia: A Qualitative Analysis
Publisher: SAGE Publications
Date: 06-2008
Abstract: This article summarizes the effects of the Howard Government's `Work Choices' amendments to the Workplace Relations Act 1996, based on qualitative analysis of its impact on 121 low paid women workers. The main effects of the regulatory changes are on job security, income, voice, working time and redundancy pay. The analysis draws attention to the nexus between protection from unfair dismissal and security of working time and employee voice: many of those interviewed in the study had lost access to protection from unfair dismissal and as a consequence could no longer effectively influence their working hours, or request flexibility. Employer prerogative was perceived to have strengthened in many of their workplaces, with consequences for the intensity of work. The analysis suggests that improvements in minimum standards and job security are vital if low paid workers like those included in the study are to exercise voice over working time and avoid significant deteriorations in their pay and conditions.
Bringing the “right to request” flexible working arrangements to life: from policies to practices
Publisher: Emerald
Date: 03-08-2015
Abstract: – The purpose of this paper is to understand how the “right to request” flexible working arrangements (FWAs), located in national policy and in organisational policy contexts, are brought to life in the workplace by employees and their managers. The authors seek to understand the nature and content of requests, the process followed in attending to requests, the scope of the arrangements which resulted and the implications for the work of both employees and managers. – The authors employ a case study method, investigating how formal “right to request” FWAs policies translate to practice within two large companies in Australia. The primary data focuses on 66 in-depth interviews with line managers, employees and key organisational informants. These interviews are triangulated with legislative, company and union policy documents. – Most requests were made by mothers returning from maternity leave. Typically their requests involved an attempt to move from full-time to part-time hours. The authors found a considerable knowledge deficit among the employees making requests and a high level of informality in the processing of requests. As a result, managers played a critical role in structuring both the procedure and the substantive outcomes of FWAs requests. Managers’ personal experience and levels of commitment to FWAs were critical in the process, but their response was constrained by, among other things, conflicting organisational policies. – The scale of the empirical research is possibly limited by a focus on large companies in the private sector. – The authors provide insight into the implementation gap between FWA policy and practice. The authors make suggestions as to how to make “right to request” policies more accessible and effective. – The “right to request” flexible working is an issue of critical importance to families, employees, managers, organisations and economies. – “Right to request” FWAs are relatively new in legislation and policy and thus the authors have an incomplete understanding of how they operate and come to life at the workplace level. The authors show a significant implementation gap between policy and practice and point to some of the critical influences on this. Among other things, the authors build new insight in relation to the interaction of formal and informal and the role and place of the direct manager in the process of operationalising the “right to request”.
Low-paid Care Work, Bargaining, and Employee Voice in Australia
Publisher: Oxford University Press
Date: 03-04-2014
'To Organise Wherever the Necessity Exists': The Activities of the Organising Committee of the Labor Council of NSW, 1900-10
Publisher: Liverpool University Press
Date: 2002
DOI: 10.2307/27516882
Getting to the table?: Fair work, unions and collective bargaining
Publisher: Routledge
Date: 21-08-2012
Union power: Space, structure, and strategy
Publisher: Cambridge University Press
Date: 13-02-2006
‘Non-traditional investors’? The work and career experiences of Australian women working in investment management
Publisher: University of Sydney
Date: 2018
Testing Fair Work: Australian Industrial Relations in 2011
Publisher: SAGE Publications
Date: 28-05-2012
Abstract: Industrial relations in 2011 will be remembered by most observers for the dramatic October grounding of the Qantas fleet of aircraft. This followed a long-running bargaining dispute between unions and Qantas management. These events, while significant, overshadowed a number of other important industrial relations milestones and events. For ex le, the Australian Service Unions’ Equal Remuneration Case was heard and, for the most part, decided in 2011. Throughout the year, Fair Work Australia decided numerous cases that fleshed out the possibilities of the new Act in a number of important areas, including in relation to collective bargaining. At the same time, employer groups criticized the working of the Act, notably in relation to industrial action and the bargaining provisions. In this context, late in 2011, the (new) minister released the terms of reference for a review of the operation of the Act to be undertaken in the first half of 2012.
Is independence really an opportunity? The experience of entrepreneur-mothers
Publisher: Emerald
Date: 22-02-2018
DOI: 10.1108/JSBED-10-2017-0306
Abstract: The purpose of this paper is to explore how entrepreneur-mothers experience independence in the transition to entrepreneurship, and whether they perceive independence as an agentic, opportunity-maximisation motive or a constrained, necessity-driven response. Adopting a qualitative and interpretive approach, the authors analysed interviews with 60 entrepreneur-mothers to refine conceptual understanding of independence. The authors find that entrepreneur-mothers experience independence not as an opportunity, but as a functional necessity in managing the temporal and perceived moral demands of motherhood. The authors assert that there is a fundamental difference between wanting independence to pursue a more autonomous lifestyle, and needing independence to attend to family obligations, a difference that is not adequately captured in the existing conceptualisation of independence. Consequently, the authors propose the classification of “family-driven entrepreneurship” to capture the social and institutional factors that may disproportionately push women with caregiving responsibilities towards self-employment. This paper proposes that a new category of entrepreneurial motivation be recognised to better account for the social and institutional factors affecting women’s entrepreneurship, enabling policymakers to more accurately position and support entrepreneur-mothers. The authors challenge the existing framing of independence as an agentic opportunity-seeking motive, and seek to incorporate family dynamics into existing entrepreneurial models. This paper delivers much-needed conceptual refinement of independence as a motivator to entrepreneurship by examining the experiences of entrepreneur-mothers, and proposes a new motivational classification, that of family-driven entrepreneurship to capture the elements of agency and constraint embedded in this transition.
Trade Union Organising and Labour History
Publisher: Liverpool University Press
Date: 2002
DOI: 10.2307/27516880
The ‘New’ Industrial Relations and International Economic Crisis: Australia in 2009
Publisher: SAGE Publications
Date: 06-2010
Abstract: While the sphere of industrial relations was overshadowed by the global financial crisis, 2009 was a year of immense change in the regulation of work and workplaces. Many provisions of the Rudd government’s Fair Work Act 2009, including the new collective bargaining regime, came into effect. Unions and employer organizations were preoccupied with the monumental process of award modernization throughout 2009. The AIRC has ceased to exist and it, along with a number of other regulatory bodies, has been subsumed into the new institution Fair Work Australia. The remaining key provisions of the Fair Work Act 2009, including the NES and modern awards, are effective on January 1 2010. This article analyses the early days of the operation of this ‘new’ Australian industrial relations.
‘One of the boys?’: The work and career experiences of Australian women working in automotive trades occupations
Publisher: The Univeristy of Sydney
Date: 2019
‘But It's Your Job To Be Friendly’: Employees Coping With and Contesting Sexual Harassment from Customers in the Service Sector
Publisher: Wiley
Date: 15-01-2016
DOI: 10.1111/GWAO.12117
The state against unions: Australia's neo-liberalism, 1996-2007
Publisher: Palgrave Macmillan UK
Date: 2013
Flexible careers across the life course: Advancing theory, research and practice
Publisher: SAGE Publications
Date: 13-11-2017
Abstract: This introductory article sets out a framework for conceptualizing flexible careers. We focus on the conditions, including the institutional arrangements and the organizational policies and practices, that can support in iduals to construct flexible and sustainable careers across the life course. We ask: What are flexible careers? Who are the (multiple) actors determining flexible careers? How do institutions and organizational settings impact upon and shape the career decisions and agency of in iduals across the life course? We begin our review by providing a critique of career theory, notably the boundaryless and protean career concepts, which are overly agentic. In contrast, we stress the importance of institutions, notably education and training systems, welfare regimes, worker voice, working-time and leave regulations and retirement systems alongside in idual agency. We also emphasize the importance of various organizational actors in determining flexible careers, particularly in relation to flexible work policies, organizational practices, culture and managerial agency. Finally we argue for the importance of a life course framing taking into account key transition points and life stages, which vary in sequence and significance, in the analysis of flexible careers. In concluding remarks, we urge researchers to use and refine our model to the concept of flexible careers conceptually and empirically.
The neoliberal state, trade unions and collective bargaining in Australia
Publisher: Wiley
Date: 07-08-2008
Trade Unionism in 2001
Publisher: SAGE Publications
Date: 06-2002
Abstract: Early in 2001 it looked set to be a bumper year for Australian trade unions, with a change in government seemingly inevitable and the release of figures that showed membership growth for the first time in many years. Instead, the year was characterised by a series of defensive c aigns aimed at salvaging workers’ entitlements in the face of corporate collapse, the third successive election of the anti-union Coalition Government and the establishment of a Royal Commission purpose-built to demonise trade unions. In the face of adversity Australian unions nevertheless secured improvements in the maternity rights of women workers, and commenced in earnest the c aign to win reasonable working hours. This article reviews Australian trade union matters in 2001.
Industrial Relations
Publisher: SAGE Publications Ltd
Date: 2011
26th ANNUAL AIRAANZ CONFERENCE INDUSTRIAL RELATIONS POLICY AND POLITICS: INTRODUCING THE WORK CHOICES CLUB
Publisher: Informa UK Limited
Date: 08-2012
Trade Unionism in 2002
Publisher: SAGE Publications
Date: 06-2003
Abstract: In 2002, the Australian Council of Trade Unions (ACTU) celebrated its 75th anniversary. During this year, the peak council made it clear that its two key priorities were first, to rebuild the union movement by strengthening workplace organisation and growing membership and, second, to put in place strategies to enable workers to better cope with the dual pressures of work and family. Workplace Relations Minister, Tony Abbott, spent much of 2002 trying to convince employers to go to ‘war’ with the union movement and throughout the year, the Royal Commission into the construction industry continued hearing evidence amid union accusations that it was simply pushing the government’s anti-union agenda. There were some interesting internal machinations within Australian unions in 2002, none more so than in the Australian Manufacturing Workers Union (AMWU) Victorian branch. This article reviews Australian trade union matters in 2002.
Best person or best mix? How public sector managers understand the merit principle
Publisher: Wiley
Date: 15-12-2022
Abstract: As public sector organisations around the world enact strategies to progress gender equality, managers are forced to navigate the apparent conflict between making employment decisions on in idual‐level ‘merit’ and considering the collective constraints and disadvantage that occur along gender lines. In this paper, we investigate how managers’ understandings of merit contribute to this tension. Analysing data collected in focus groups with 273 mid‐level public sector managers in four Australian jurisdictions where efforts to promote gender equality were actively under way, we found that many managers adhered to a highly in idualised understanding of merit which precluded them from considering gender or addressing gendered inequality in their employment decisions. Only a small proportion of managers who believed that creating a more representative bureaucracy was a legitimate public sector objective were able to justify considering a candidate's gender as a source of merit. We argue that public sector organisations seeking to promote gender equality should focus managers’ attention on the benefits of achieving a more representative bureaucracy and give managers greater normative and regulatory certainty about how to assess and apply merit in that context.
Young women and men: Imagined futures of work and family formation in Australia
Publisher: SAGE Publications
Date: 10-10-2019
Abstract: In the debates about the future of work there is a lack of analysis on how young women and men are approaching their future work and family lives. In this article we use data collected in the Australian Women’s Working Future (AWWF) Project 2017 to analyse what young workers imagine will be important to their future success in work and family. We find that formal workplace supports for care, such as paid parental leave and childcare, and workplace flexibility are identified as very important. Shared domestic labour is also desired. Parents have the strongest expectations for care policy supports. Young men without children are least likely to factor these into future work trajectories, while young women do. However, data on women’s plans for family formation, compared with men’s, suggests that difficulties accessing vital care supports pose a risk to young women’s ability to work, form families and care.
Between Individualism and Collectivism? Why Employers Choose Non-Union Collective Agreements
Publisher: Informa UK Limited
Date: 12-2006
Women At Work: Australia and the United States
Publisher: The United States Studies Centre at the University of Sydney
Date: 2016
`Trojan Horse' or `Vehicle for Organizing'? Non-Union Collective Agreement Making and Trade Unions in Australia
Publisher: SAGE Publications
Date: 02-2009
Abstract: Unions have historically had a central place in industrial relations in Australia. However, they have been sidelined in recent years by, among other things, the development of non-union forms of agreement making. In the context of declining union density and power, this article examines the dynamics and outcomes of collective non-union agreement making in Australia between 1996 and 2005. In particular, it questions the extent to which these agreements have been used as a vehicle for deunionization or whether, on the other hand, they have offered unions opportunities to organize in non-union worksites. The study finds that the direct effect upon Australian unions, as measured by non-union agreement coverage 1996—2005, was limited. Nevertheless, there is evidence of employers using agreements to undermine union activity. They have been used as instruments to stymie organizing drives and to pre-empt or to undo union collective bargaining. On the other hand, unions have been presented with some opportunities to leverage organizing activities by the structured, collective processes of the non-union agreement-making stream. The study concludes that the uses and effects of non-agreement making were contingent upon a number of variables including: the relative power of unions and employers in a given worksite the relationship between unions and their members over time the bargaining history of the parties and the intentions and choices of employers seeking to make agreements.
Industrial Relations in 2010: ‘Dead, Buried and Cremated’?
Publisher: SAGE Publications
Date: 06-2011
Abstract: The process of embedding the Fair Work system was interrupted briefly in 2010 by high political drama. The Prime Minister, Kevin Rudd, was successfully challenged by his Deputy, the Minister for Employment and Workplace Relations, Julia Gillard. With its first female leader, the Australian Labor Party attempted to run a c aign echoing the anti-Work Choices theme of 2007. This was stymied by the new leader of the opposition Tony Abbott’s insistence that Work Choices was ‘dead, buried and cremated’. Subsequently, a minority Labor government was formed. This article provides an overview of industrial relations in 2010, with an emphasis on politics.
Organise, Organise, Organise! Actu Congress 2000
Publisher: SAGE Publications
Date: 12-2000
Sri Lanka: Working realities and gendered fictions
Publisher: Routledge
Date: 20-01-2017
Trade Unionism in 2003
Publisher: SAGE Publications
Date: 06-2004
Abstract: In 2003 Australian trade unions continued the c aign to improve employees’ ability to balance work and family responsibilities. This, along with push for the introduction of ‘industrial manslaughter’ legislation, was the key industrial priority of the year. During the year, unions witnessed a political changing of the guard. There were no union tears when Workplace Relations Minister, Tony Abbott, departed the industrial relations scene. On the other side of politics, Mark Latham was elevated to the leadership of the Federal Parliamentary Labor Party. While his candidature was not strongly supported by union leaders, Latham has won himself a number of union admirers since his election. Despite the enthusiasm for revitalising the union movement exhibited at the Australian Council of Trade Unions’ Organising Conference, statistics from the Australian Bureau of Statistics released in 2003 showed that both union density and aggregate membership had slipped. The biggest ‘organising story’ of the year was the disintegration of the joint union c aign to reorganise the Pilbara, which in 2003 fell victim to competitive union pressure.
Re-working Work: Dependency and Choice in the Employment Relationship
Publisher: Informa UK Limited
Date: 08-2006
What have they ever done for us?
Publisher: Routledge
Date: 13-08-2019
Policy and the labour movement
Publisher: Bristol University Press
Date: 2015
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