1. THE CHANGING NATURE OF WORK AND EMPLOYMENT RELATIONS IN AUSTRALIA Russell Lansbury Professor of Work & Organisational Studies Faculty of Economics & Business University of Sydney The Future of Work: An International Symposium The Economic and Social Research Council, 23-24 June 2003

2. 2 Key Trends in Work and Employment Relations in Australia From centralised to decentralised regulation of work and employment relationsFrom centralised to decentralised regulation of work and employment relations From awards and collectively negotiated agreements to individual contracts of employmentFrom awards and collectively negotiated agreements to individual contracts of employment From full-time, permanent and continuing jobs to contingent forms of workFrom full-time, permanent and continuing jobs to contingent forms of work From a pluralist system of employment relations to a unitarist approach in which collective forms of worker representation are diminishedFrom a pluralist system of employment relations to a unitarist approach in which collective forms of worker representation are diminished

3. 3 The Regulation of Work and Employment in Australia Previously:Previously: A long tradition of centralised regulation of wages and conditions through awards and agreements in the Australia Industrial Relations Commission, at both the industry and national levels. A long tradition of centralised regulation of wages and conditions through awards and agreements in the Australia Industrial Relations Commission, at both the industry and national levels. Over the past decade:Over the past decade: Reduction in the scope of the Commission’s jurisdiction to conciliate and arbitrate award matters. Encouragement of individualised agreements between workers and employers at the enterprise level.

4. 4 Table 1. Changes in the Levels of Unionisation and Arrangements for Determining Wages and Working Conditions in Australia 19902000 Percentage of the workforce unionised4125 Percentage of the workforce covered by awards and/or collective agreements8058 Percentage of the workforce on individual or common law contracts of employment2042

5. 5 The Changing Nature of Work and the Labour Market Previously:Previously: Predominantly permanent, full-time forms of employment with hours regulated by awards and collective agreements. Predominantly permanent, full-time forms of employment with hours regulated by awards and collective agreements. Over the past decade:Over the past decade: Almost half of the workforce now employed in jobs which are casual, part-time and/or fixed contract. Increased average working hours with unpaid overtime.

6. 6 Table 2. The Changing Composition of the Workforce in Fulltime and Less than Fulltime Work in Australia 19712000 Percentage in fulltime work9071 Percentage in less than fulltime work1029 100100

7. 7 Table 3. The Changing Composition of the Workforce by Employment Status in Australia 19712000 Percentage of employees in permanent and continuing forms of employment8062 Percentage of employees in non- permanent forms of employment624 Percentage who are employers or self- employed1414 100100

8. 8 Changing Work and Family Issues Previously:Previously: Assumption of a ‘male breadwinner model’ with the male partner in fulltime work and the female in part-time employment and caring for children. Assumption of a ‘male breadwinner model’ with the male partner in fulltime work and the female in part-time employment and caring for children. Over the past decade:Over the past decade: Significant increases in the labour force participation of women with children. Increasing proportion of families with either dual earners or no-earners. Inadequate paid carers’ leave and childcare arrangements now major worklife issues.

9. 9 Changes in the Social Contract at Work Previously:Previously: The ‘pillars’ of the implicit social contract between workers, employers and the government included: access to employment for all who were willing and able to work, the provision of education and training for work and the expectation of basic economic security in retirement. The ‘pillars’ of the implicit social contract between workers, employers and the government included: access to employment for all who were willing and able to work, the provision of education and training for work and the expectation of basic economic security in retirement. Over the past decade:Over the past decade: Employment has become increasingly insecure, the provision of training by employers has declined and retirement incomes have diminished in value.

10. 10 Major Challenges Facing Work and Worklife How to reduce pressures on workers and their families arising from job insecurity and increased working hours?How to reduce pressures on workers and their families arising from job insecurity and increased working hours? How to raise the levels of skill and knowledge of the workforce to be able to adapt to changes and obtain sustainable jobs?How to raise the levels of skill and knowledge of the workforce to be able to adapt to changes and obtain sustainable jobs? How to provide greater opportunities for workers to participate in decision-making and governance of their workplaces?How to provide greater opportunities for workers to participate in decision-making and governance of their workplaces? How to support and reform labour market institutions to achieve equity and efficiency at work?How to support and reform labour market institutions to achieve equity and efficiency at work?