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The emerging picture of women employees’ experiences under Work Choices: latest research

The emerging picture of women employees’ experiences under Work Choices: latest research. Marian Baird, Rae Cooper, Bradon Ellem. Research Rationale. Concern about changes to minium wage setting. Pre Work Choices, gender wage gap for women on registered individual agreements was 20%.

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The emerging picture of women employees’ experiences under Work Choices: latest research

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  1. The emerging picture of women employees’ experiences under Work Choices:latest research Marian Baird, Rae Cooper, Bradon Ellem

  2. Research Rationale • Concern about changes to minium wage setting. • Pre Work Choices, gender wage gap for women on registered individual agreements was 20%. • State system comparable worth principles to be abolished. • European evidence: Gender pay gap worsens with age. • Social compounding effect: lack of bargaining power + undervalued ‘women’s work’ + age = Gender pay gap likely to widen.

  3. Research Program Stage 1 Quantitative data • Women’s Employment Status Key Indicators (WESKI) report. - available at www.nfaw.org Stage 2 Qualitative data – 110 Women’s experiences around Australia • NSW and ACT

  4. Research process: NSW and ACT government funding + NFAW USyd ethical clearance: • Confidentiality maintained (real names not used) USyd research team ensures: • Recruitment of participants • Meet selected criteria • Detailed interviews are transcribed • Analyses data • Provides State/Territory reports • Contributes to National Report

  5. Categories – based on quantitative findings of ‘at-risk’ employees • Industry: Cleaning; Retail; Cafes & Restaurants/Hospitality, Clerical; Child care; Aged care; Other/Community Service. • Age – all ages >17. • Characteristics (inclusive of): • Indigenous; With a disability; NESB women. • Women with children; without children. • Women in dual earner household; In sole mother – earner household. • On award; collective agreement; individual agreement/AWA. • Casual; part-time; full-time.

  6. Recruitment of interviewees • Paid newspaper advertisements in selected local newspapers (metro and regional). • Press releases and news stories run in local newspapers (metro and regional) outlining the reason for the study and asking for volunteers • Distribution of advertisement through various community groups including women’s and ethnic community groups (metro and regional) • Distribution of advertisement through church groups, including advertising in church dioceses and parish bulletins (metro and regional) • Requests to peak employer groups and unions to distribute advertisement to members

  7. Issues arising from the interviews so far • Dismissal (personal dimensions, the workplace, career) • Work intensity and stress • Representation • Capacity to bargain as a woman

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