Social exclusion is influencing how social policy issues are conceived, debated, researched and addressed, particularly in Europe. It has also been given prominence as a focus of the Rudd Government's social policy agenda. This paper reviews the debate over the definition and measurement of social exclusion, focusing on its relationship with poverty, defined in terms of low-income. The analysis is based on the premise that conceptual and measurement issues can play an important role in identifying causation, and thus point to the kinds of actions needed to address the problem. The argument is illustrated by drawing on recent Australian research that shows that exclusion takes many different but often inter-connected forms, and that there is a low degree of overlap between exclusion and poverty. The implications of the findings for research and policy are briefly discussed.

This article assesses the ‘Managing Diversity’ (MD) approach in Australia, examining its drivers, discussing its relationship to legislation designed to promote equity, and examining it as a set of management practices. It has been plausibly argued, on efficiency grounds, that responsibility for achieving equality objectives must be shifted to organisations as this links contextual conditions to organisational processes. However, even where there is some prescription and guidance such as that provided by Australian Equal Employment Opportunity (EEO) legislation targeted specifically to women employees, both practice and outcomes are variable. This is even more the case with MD where there are no guiding principles or legislative support. The article examines the best practice EEO and MD programs of Australian organisations to demonstrate the approaches and programs that are being developed at the workplace and to highlight the limitations of the ‘business case’ approach underlying such programs.

Labour migration from the Pacific to Australasia has experienced two distinct phases with acute structural similarities. Late nineteenth century migration brought Melanesian migrants to Queensland cane plantations, notably from the New Hebrides (Vanuatu). A century later, early twenty-first century agricultural shortages took migrants from several island states to New Zealand and Australia. Migrants moved from semi-subsistence agricultural systems — where income generation was trivial — in search of incomes, goods and experience(s). Forced migration gave way to conscious choice. Similarities in the organisation of recruitment, acquisition of income and skills and improved material well-being attend both phases. Women have been more likely to participate in the second phase. Overall outcomes have been unequal with the principal gains accrued in destinations rather than by the migrants or their home islands.

While the extent of employer non-compliance with minimum employment standards has yet to be decisively determined in Australia, there is evidence to suggest that it is both prevalent and persistent. This article draws on the scholarship emerging from the regulatory studies field to explore the underlying impulses and issues that may have led to this compliance gap. It considers how a more pluralistic and decentred understanding of regulation may improve compliance. This understanding is then applied to examine the various ways in which the federal labour inspectorate — the Fair Work Ombudsman — has sought to supplement and strengthen its existing compliance and enforcement mechanisms by harnessing or ‘enrolling’ non-state stakeholders, such as employer associations, trade unions, top-level firms and key individuals.

Australia was one of the few OECD countries to emerge from the Global Financial Crisis (GFC) without facing a recession, usually defined as negative GDP growth for two consecutive quarters. However, the (overall) unemployment rate did increase following the GFC and has still not returned to pre–GFC levels. Unemployment rates for young people went up much more dramatically and remain high. This article investigates the impact of the GFC on youth unemployment and long-term unemployment. To anticipate our results, we find that the youth unemployment rates increased significantly owing to a fall in aggregate demand, although youth wages had been falling relative to adult wages. These findings do not support the commonly heard claim that youth wages are pricing young people out of the market.

Economists have rightly observed that labour commodification is one of the defining characteristics of the market capitalist mode. In this contribution, however, we contend that while a traditional macroeconomic perspective goes some way towards explaining the nature of the employment relationship, it fails to acknowledge that commodification is a necessary but not sufficient condition for labour utilisation. Viewed through the lens of organisation theory, the main employer agenda regarding labour utilisation is that of ‘human resource’ objectification, rather than market commodification. We seek to demonstrate this by examining how, under contemporary ‘human resource management’ (HRM), labour management theory and practice have developed into a sophisticated project designed to psychologise the employee subject into a resource object. In line with objectification, it is a project through which management seek to render human capabilities, attitudes and emotions — the basis of the worker's status as a social and organisational subject — classifiable, measurable and, hence, more manipulable.

This article investigates the time allocation choices of US workers between farm work and other job alternatives. Results indicate that green card farm workers tend to allocate fewer workweeks to farm employment than citizens and undocumented workers, in favour of better opportunities in the non-farm sector. There is evidence of an assimilation effect, whereby undocumented workers also tend to re-allocate their time from farm to non-farm employment as their residence tenure increases, even though they experience constrained mobility and visibility during periods of strict immigration control. In the context of employers’ violations of the existing labour laws that currently protect even the rights of undocumented workers, such turnover decisions seem justified. The findings raise concerns about whether any governmental effort to legalise the immigration status of such workers would reduce farm job turnover rates and increase farm employment retention, so long as labour standards are not enforced. Moreover, external economic shocks could more easily induce citizen and green card farm workers to abandon farm employment, whereas undocumented workers tend to remain in their farm jobs during such difficult times.

In the trucking industry, truck drivers’ duties include not only driving trucks but also non-driving labor. However, non-driving work is not necessarily paid. This article analyses how the payment for non-driving duties (non-driving pay) affects truck drivers’ work hours. Using the National Institute for Occupational Safety and Health Long-Haul Truck Driver survey, the study finds that remunerating drivers for non-driving duties decreases drivers’ work hours. Drivers who are paid for their non-driving labor may reach their target earnings in fewer work hours, leading them to refrain from working extremely long hours and more willingly comply with working time regulations. The policy implication is that paying for non-driving labor can prevent drivers from working excessively long hours, mitigating fatigue, and consequent accidents. Thus, pay for non-driving labor may enhance their safety and health.

Although the positive socio-economic effects of remittances for recipient countries in the short term are unmistakable, inflows of remittances may at the same time exert adverse effects on the trade competitiveness of an economy, by appreciating the real exchange rate. This phenomenon is characterised as an instance of the ‘Dutch disease’ – the negative impact of windfall revenue inflows on the competitiveness of other tradable sectors and hence on overall economic growth. While the real effect of workers’ remittances on real exchange rates in a recipient economy is still a controversial issue, several studies have analysed evidence for the existence of the ‘Dutch disease’ phenomenon in various sets of countries. The main objective of this study is to examine whether remittance flows have had any adverse effect on the international trade competitiveness of a selected group of developing countries during the period from 1995 to 2014. Using a one-step system Generalised Method of Moments specification within a simultaneous equation approach, it shows that remittance flows depreciate the real exchange rate at their levels and that the lagged value of remittances create the Dutch disease for this country group. In addition, we confirm that while trade openness and world real interest rates contribute to a depreciation in real exchange rates, gross domestic product per capita and net Official Development Aid inflows tend to appreciate real exchange rates. A policy implication is that trade liberalisation policies that lower tariff rates on capital imports and new export-oriented incentive programmes should be accompanied by measures designed to prevent appreciation in the real exchange rate: steps in this direction such as recent macroeconomic and prudential capital flow management initiatives are briefly referenced.

Within the context of the Australian Senate’s Inquiry into corporate avoidance of the Fair Work Act 2009, this research examines regulatory avoidance in the temporary work agency industry. The findings highlight that regulatory avoidance in Australian temporary work agencies has intensified and expanded, normalising exploitation and further exacerbating precarious work and its detrimental outcomes. The study contributes to debates regarding regulation of temporary work agencies and illustrates the importance of examining how regulatory avoidance is constructed and played out in national contexts.

This article investigates gender differences in Nigeria, in the impact of marriage and children on location in the self or waged employment sector, and on income from work. Findings show that the pay structure varies across employment sectors – waged and self-employed – and that the determinants of employment sector vary by gender and family roles. Differences in human capital investment and geopolitical zones also need to be considered. The estimates in the study reveal that there is a marriage premium for both males and females in the waged labour market, but partially support Becker’s (1991) gender-based household specialisation model in terms of the relative incidence of self-employment. There is a wage penalty for married women with children in the paid-employment labour market, but motherhood is also negatively associated with income levels for self-employed women. We also find a fatherhood penalty for paid-employed men. Nevertheless, overall, the gender difference is higher in relatively less regulated self-employment compared to the more regulated paid employment labour market. Findings therefore offer some policy inputs but also suggest the need for further research into the causes of the gender pay gap in self- and paid employment, and thus into the overall wage gap in Nigeria that inhibits women’s labour market participation and welfare.

This article examines the Japan–Indonesia Economic Partnership Agreement, an agreement that has allowed Japan to supplement its local healthcare workforce while continuing to sidestep the thorny issue of labour and immigration policy reform and Indonesia to increase its skilled workers’ access to the Japanese labour market at a time when it was making a concerted effort to reorient migrant labour flows away from informal sector occupations. Despite the programme’s many problems, it has contributed to the use of trade agreements as a mechanism for regulating labour migration, and so to the normalisation of migrant labour as a tradable commodity rather than a discrete area of policy-making, with all the attendant risks that normalisation brings.

The decreasing prevalence of the standard model of employment embodied by the ‘typical male full-time employee on a permanent contract’ can be seen both as risking the erosion of hard won labour rights and as offering the potential for a more flexible, less ‘male’ model. This paper addresses some of the ways in which this tension is played out, drawing on data from the 1995 Australian Workplace Industrial Relations (AWIRS95) Employee Survey to examine the implications for women workers of recent trends in contingent employment in Australia. Our analysis suggests that the growth in contingent employment in Australia has had little positive impact on women’s experience of work. We conclude that if the disadvantage faced by women in irregular employment is to be countered, greater regulation of such employment is required. However, key features of the Workplace Relations Act 1996 make the regulation of the conditions of contingent employment even more difficult to achieve than in the past. The result of current policy settings is likely to be the further institutionalisation of women’s disadvantage at work and in the labour market.

The Work Choices package of legislative reforms has significantly altered both the institutions and the instruments of the federal regulatory architecture for setting minimum working conditions. This paper surveys the reduced role of awards and of the Australian Industrial Relations Commission, before considering the function and content of the Australian Fair Pay and Conditions Standard and Australian Pay and Classification Scales, as well as the role of the newly created Australian Fair Pay Commission. It argues that the Work Choices reforms have shifted power over the setting of minimum working conditions to the government, which will set many conditions directly, and to employers, who will be entitled to require employees to be party to workplace agreements that displace very many of the minimum working conditions that are otherwise purportedly guaranteed. These shifts have opened up the space for significant reductions in minimum working conditions, as well as for falls in real wages for those not able to benefit from wage bargaining.

This article critically analyses the opportunities for Australia to revitalise its strategically important manufacturing sector in the wake of the COVID-19 pandemic. It considers Australia’s industry policy options on the basis of both advances in the theory of industrial policy and recent policy proposals in the Australian context. It draws on recent work from The Australia Institute’s Centre for Future Work examining the prospects for Australian manufacturing renewal in a post-COVID-19 economy, together with other recent work in political economy, economic geography and labour process theory critically evaluating the Fourth Industrial Revolution (i4.0) and its implications for the Australian economy. The aim of the article is to contribute to and further develop the debate about the future of government intervention in manufacturing and industry policy in Australia. Crucially, the argument links the future development of Australian manufacturing with a focus on renewable energy.

In this paper, the costs and benefits of reform of the electricity industry in Australia are assessed. Issues addressed include the National Grid and the National Electricity Market, corporatisation, competitive restructuring, regulation, and privatisation.

Researchers have studied truck crashes extensively using methods appropriate for behavior, technology, and regulatory enforcement. Few safety studies associate crashes with economic pressure, a pervasive latent influence. This study uses data from the US Large Truck Crash Causation Study to predict truck crashes based on work pressure factors that have their origins in market pressures on motor carriers and truck drivers. Logistic regression shows that factors associated with the work process, including an index of work-pressure attributes, predict the likelihood that crash analysts consider the truck driver to be the person whose last action could have prevented the crash. While not proving causation, the data suggest that economic factors affecting drivers contribute significantly to truck crashes.

Just over 20 years ago, Fred Gruen (1982) reviewed debates about the level of welfare expenditure in Australia, noting them as being motivated on the one hand by the view that ‘more is better’, and on the other hand by the view that ‘too much’ is dangerous. Despite Gruen's debunking of many assertions about the Australian welfare state, the debate continues, with arguments on the one hand, that Australian welfare state spending is ‘mean’ compared to other countries, and on the other hand, that Australia has a significant problem of welfare dependency and increasing welfare spending. This paper presents the results of recent OECD studies that provide the most-up-to-date comparative information on the relative performance of Australian welfare arrangements. The paper looks at: (i) the trends in the level of social expenditure in Australia compared to other OECD countries, and explanations for differences across countries; (ii) the level of benefit receipt among people of working age; (iii) the impact of social expenditure on income distribution; and (iv) the relative generosity of benefits and implications for incentives. The paper concludes with a discussion of the policy conclusions that might be drawn from these comparisons.

The issue of job insecurity and its impact on employee's sense of well-being remains an under-researched topic. The objective of this paper is to utilise the HILDA dataset to show how job insecurity impacts on mental health outcomes. An important feature of the HILDA survey is that it enables an examination of the relationship between the level of job insecurity and mental health outcomes at a given point in time as well as how changes over time in job insecurity impact on mental health outcomes for the employed. The results suggest that a strong and significant relationship exists between job insecurity and employee mental health outcomes.