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The University of Sydney Page 1
WORK1003
Foundations of Work & Employment
Week 2 On-Campus Lecture
Employment Relations and the
Changing Labour Market Context
Presented by
A/Prof Chris F Wright
Discipline of Work and Organisational Studies
The University of Sydney Page 2
We acknowledge the tradition of custodianship and law of
the Country on which the University of Sydney campuses
stand. We pay our respects to those who have cared and
continue to care for Country.
The University of Sydney Page 3
Overview
• Examining Dunlop’s ‘industrial relations systems’ framework –
with reference to the Australian work and employment relations context
• Actors
• The state + employers / employer associations + Workers / unions
• Contexts
• Market + technology + power relations
• Rules
• Ideology
• Criticisms of Dunlop’s framework
• Next week – modules + lecture + quiz
The University of Sydney Page 4
How this Unit will be taught
1. Online prerecorded lectures
– Covering core content
– Watch these on Canvas in ‘Modules’ tab no later than Monday 8.00am
each week
2. On-campus lecture – Monday 3.00-4.00pm each week
– Explain and apply core content, opportunity to discuss and ask questions
3. Tutorials
– Covering core readings and discussion questions in smaller group setting
– Tutorials start in this week (today or tomorrow)
– Please attend your timetabled tutorial – If you attend another tutorial, you
will be asked to go to the one listed in your timetable
The University of Sydney Page 5
Thinking back to Week 1
The connection between work and employment relations
Week 2 optional reading: Brown (2017) What Should We Be Looking for in IR in China?
§ Useful, complementary introduction to what employment relations (industrial relations) is about
§ Work is fundamentally influenced by the power relations between employers, workers and the state
§ Challenge in any employment relationship is its ‘open-ended’ nature – i.e. the indeterminacy of labour
§ Work is inherently ‘collective’ and ‘human’ in nature
§ ’Fairness at work’ – pay as a social comparator
§ Good managerial intentions can easily go wrong
§ ‘The way in which the power relationship between employers and workers is shaped, mediated and
regulated has profound impact on the terms on which workers are employed’ (p. 5)
The University of Sydney Page 6
Foundations of Work & Employment | WORK1003
Recruitment &
Selection
Training &
Development
Pay &
Performance
Contexts
Ideologies/
theories
Rules
Employers &
Employer Associations
Workers & Unions
The State
The University of Sydney Page 7
Dunlop’s (1958) industrial relations systems framework
1. Actors
– Managers and their representatives
– Workers and their representatives
– Government agencies
2. Contexts
– Technology
– Market or budget constraints
– Power relations and the status of the actors
3. Rules
– Procedural rules – processes by which
workplace rules are established
– Substantive rules – the rules under which
employees agree to work
4. Ideology
The University of Sydney Page 8
Recruitment &
Selection
Development
Pay &
Performance
Contexts
Ideologies/
theories
Rules
Employers &
Employer Associations
Workers & Unions
The State
The University of Sydney Page 9
Australia’s employment relations system
1. Actors
– The state (government)
– Traditionally played a strong role in Australia compared to other countries
– Different components of the state have distinct, independent roles
(e.g. Commonwealth government, Fair Work Commission, Fair Work Ombudsman)
– Workers
– Traditionally represented by trade unions
– Proportion of workers who are members of unions has declined dramatically
– Workforce increasingly feminised
– Employers
– Traditionally represented by employers’ associations
– Employers’ interests vary somewhat between industries
The University of Sydney Page 10
Australia’s employment relations system
1. Actors
– The state (government)
– Traditionally played a strong role in Australia compared to other countries
– Different components of the state have distinct, independent roles
(e.g. Commonwealth government, Fair Work Commission, Fair Work Ombudsman)
– Workers
– Traditionally represented by trade unions
– Proportion of workers who are members of unions has declined dramatically
– Workforce increasingly feminised
– Employers
– Traditionally represented by employers’ associations
– Employers’ interests vary somewhat between industries
The University of Sydney Page 11
The changing context of work and ER in Australia:
Decline trade union membership
The University of Sydney Page 12
Australia’s employment relations system
1. Actors
– The state (government)
– Traditionally played a strong role in Australia compared to other countries
– Different components of the state have distinct, independent roles
(e.g. Commonwealth government, Fair Work Commission, Fair Work Ombudsman)
– Workers
– Traditionally represented by trade unions
– Proportion of workers who are members of unions has declined dramatically
– Workforce increasingly feminised
– Employers
– Traditionally represented by employers’ associations
– Employers’ interests vary somewhat between industries
The University of Sydney Page 13
The changing context of work and ER in Australia:
Changes in female and male labour force participation rates
Source: Australian Bureau of Statistics (ABS) (2024) Labour Force, Australia, January 2024. Cat. no. 6202.0. Canberra: ABS.
0.0
10.0
20.0
30.0
40.0
50.0
60.0
70.0
80.0
90.0
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78
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79
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81
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83
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84
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90
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91
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Ma le participation rate Female participation rate
The University of Sydney Page 14
Australia’s employment relations system
1. Actors
– The state (government)
– Traditionally played a strong role in Australia compared to other countries
– Different components of the state have distinct, independent roles
(e.g. Commonwealth government, Fair Work Commission, Fair Work Ombudsman)
– Workers
– Traditionally represented by trade unions
– Proportion of workers who are members of unions has declined dramatically
– Workforce increasingly feminised
– Employers
– Traditionally represented by employers’ associations
– Employers’ interests vary somewhat between industries
The University of Sydney Page 15
The changing context of work and ER in Australia:
Industry variation in trade union membership
Industry 2022
Accommodation and food services 1
Agriculture, forestry and fishing 2
Construction 10
Education and training 30
Electricity, gas, water and waste services 22
Financial and insurance services 6
Health care and social assistance 20
Manufacturing 10
Mining 10
Retail trade 8
Transport, postal and warehousing 20
Wholesale trade 2
Total 12.5
The University of Sydney Page 16
Australia’s employment relations system
2. Contexts
– Market context
– Shift from agricultural to industrial to service (and mining) economy
– Shift from protectionist to open/global economy
– Technology
– Rise of the ‘gig economy’
– Shift towards home-based work in the service sector
– Power relations
– From “workers’ paradise” to insecure workforce (especially for younger,
migrant and women workers)
The University of Sydney Page 17
Australia’s employment relations system
2. Contexts
– Market context
– Shift from agricultural to industrial to service (and mining) economy
– Shift from protectionist to open/global economy
– Technology
– Rise of the ‘gig economy’
– Shift towards home-based work in the service sector
– Power relations
– From “workers’ paradise” to insecure workforce (especially for younger,
migrant and women workers)
The University of Sydney Page 18
The changing context of work and ER in Australia:
The recent rise – and fall – of unemployment and underemployment
Source: Australian Bureau of Statistics (ABS) (2024) Labour Force, Australia, January 2024. Cat. no. 6202.0. Canberra: ABS.
0.0
2.0
4.0
6.0
8.0
10.0
12.0
14.0
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91
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Unemployment Underemployment
The University of Sydney Page 19
Australia’s employment relations system
2. Contexts
– Market context
– Shift from agricultural to industrial to service (and mining) economy
– Shift from protectionist to open/global economy
– Technology
– Rise of the ‘gig economy’
– Shift towards home-based work in the service sector
– Power relations
– From “workers’ paradise” to insecure workforce (especially for younger,
migrant and women workers)
The University of Sydney Page 20
The changing context of work and ER in Australia:
Changes in industry share of employment
The University of Sydney Page 21
Australia’s employment relations system
2. Contexts
– Market context
– Shift from agricultural to industrial to service (and mining) economy
– Shift from protectionist to open/global economy
– Technology
– Rise of the ‘gig economy’
– Shift towards home-based work in the service sector
– Power relations
– From “workers’ paradise” to insecure workforce (especially for younger,
migrant and women workers)
The University of Sydney Page 22
The changing context of work and ER in Australia:
The rise of the gig economy
§ What is the gig economy? (Healy, Nicholson & Pekarek 2017)
§ Work mediated via online digital platforms
§ “Gig’ economy is an extension of non-standard work arrangements
§ Ongoing debate Is ‘How is gig work treated legally?’ à is it ‘work’ or ‘employment’?
Platform
End-user
(Business-to-
consumer)
Worker
Adapted from: Stewart & Stanford (2017)
The University of Sydney Page 23
Australia’s employment relations system
2. Contexts
– Market context
– Shift from agricultural to industrial to service (and mining) economy
– Shift from protectionist to open/global economy
– Technology
– Rise of the ‘gig economy’
– Shift towards home-based work in the service sector
– Power relations
– From “workers’ paradise” to insecure workforce (especially for younger,
migrant and women workers)
The University of Sydney Page 24
Access to Flexible Working Options:
Before, During and After COVID-19
Source: Baird & Dinale 2020
The University of Sydney Page 25
Australia’s employment relations system
2. Contexts
– Market context
– Shift from agricultural to industrial to service (and mining) economy
– Shift from protectionist to open/global economy
– Technology
– Rise of the ‘gig economy’
– Shift towards home-based work in the service sector
– Power relations
– From “workers’ paradise” to insecure workforce (especially for younger, migrant
and women workers) – https://www.youtube.com/watch?v=z6RbdZKn3Rc
The University of Sydney Page 26
The changing context of work and ER in Australia:
Increasing workforce insecurity (e.g. casual employment)
The University of Sydney Page 27
The changing context of work and ER in Australia:
Entrenchment of casual (insecure) employment in some industries
0
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Source: ABS, cat. no. 6333.0, cited in Gilfillan (2018) Characteristics and use of casual employees in Australia. Parliamentary Library.
The University of Sydney Page 28
The changing context of work and ER in Australia:
Low pay in industries with high casual (insecure) employment
Source: Australian Bureau of Statistics (ABS) (2020) various sources
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The University of Sydney Page 29
Australia’s employment relations system
3. Rules
– Legislation
– Fair Work Act 2009
– Minimum standards for wages and working conditions
– National Employment Standards (all employee)
– Awards (industry and occupational standards)
– Enterprise agreements (collectively agreed at workplace level)
– Multi-enterprise agreements (collectively agreed across multiple workplaces)
– Organisational policies
The University of Sydney Page 30
Australia’s employment relations system
4. Ideology
Common ideology
•The three main actors share a ‘pluralist’ ideology (with
some exceptions)
1904-1980s
Ideological division
•Unions and Labor governments hold a ‘pluralist’ ideology
•Employers and Coalition governments shift towards a
‘unitarist’ ideology
1990s-present
Common ideology?
•COVID-19 restores (some) unity of purpose
•https://www.youtube.com/watch?v=71gzd6FhNFs
2020
The University of Sydney Page 31
Criticisms of Dunlop’s industrial relations systems framework
1. Places too much emphasise on the importance of ‘rules’ for influencing work
and employment relations outcomes
2. Treats actors’ interests as homogenous – when often they are not
3. Emphasis on common ideology downplays the potential for conflict
4. Overlooks the influence of global/transnational forces on national employment
relations systems
The University of Sydney Page 32
Criticisms of Dunlop’s industrial relations systems framework
1. Places too much emphasise on the importance of ‘rules’ for influencing work
and employment relations outcomes
2. Treats actors’ interests as homogenous – when often they are not
3. Emphasis on common ideology downplays the potential for conflict
4. Overlooks the influence of global/transnational forces on national employment
relations systems
The University of Sydney Page 33
The changing context of work and ER in Australia:
Industry variation in men's and women’s employment shares
Source: Vandenbroek (2018) ‘Employment by industry statistics’, Parliamentary Library
The University of Sydney Page 34
The changing context of work and ER in Australia:
Unemployment, long-term unemployment and underemployment, by age
0
5
10
15
20
25
30
35
40
45
15 - 24 years 25 - 34 years 35 - 44 years 45 - 54 years 55 - 64 years Total
Total unemployment rate (%) Long-term unemployment (%)
Under-employment (%)
Source: Australian Bureau of Statistics (ABS) (2016) Labour Force, Australia, October 2016. Cat. no. 6202.0. Canberra: ABS.
The University of Sydney Page 35
The changing context of work and ER in Australia:
The large, persistent employment gap between Indigenous and non-Indigenous Australians
The University of Sydney Page 36
Criticisms of Dunlop’s industrial relations systems framework
1. Places too much emphasise on the importance of ‘rules’ for influencing work
and employment relations outcomes
2. Treats actors’ interests as homogenous – when often they are not
3. Emphasis on common ideology downplays the potential for conflict
4. Overlooks the influence of global/transnational forces on national employment
relations systems
The University of Sydney Page 37
The changing context of work and ER in Australia:
Increases in profits/wages ratio
Source: Australian Bureau of Statistics (2020) 5206.0 Australian National Accounts: National Income, Expenditure and Product.
0
10
20
30
40
50
60
70
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Wages share Profits share Profits/wages Linear (Profits/wages)
The University of Sydney Page 38
Criticisms of Dunlop’s industrial relations systems framework
1. Places too much emphasise on the importance of ‘rules’ for influencing work
and employment relations outcomes
2. Treats actors’ interests as homogenous – when often they are not
3. Emphasis on common ideology downplays the potential for conflict
4. Overlooks the influence of global/transnational forces on national employment
relations systems
The University of Sydney Page 39
The changing context of work and ER in Australia:
The long-term rise of temporary migrant workers
Source: Department of Home Affairs (various sources)
0
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Post-study work (temporary)
Skilled (permanent)
Skilled (temporary)
International student
(temporary)
Working holiday (temporary)
The University of Sydney Page 40
Next week
Week Topic
1 Introduction: What is work? What is employment relations?
2 The changing context of work and employment relations
3 Ideologies in work and employment relations
4 Interrogating work and employment relations ideologies
5 Writing convincing critical essays
6 The state and the regulatory framework
7 Employers and employer associations
8 Workers and trade unions
9 No classes - reading week (Critical essay due Monday 9 October)
10 Recruitment, selection and development
11 Pay and performance
12 Contemporary challenges in work and employment
13 Conclusion, unit overview and exam preparation
The University of Sydney Page 41
Different employment relations ideologies
Different employment relations ideologies (or frames of reference or theories)
There are four distinct perspectives of the nature of employment relations, each leading to a distinct
approach (or analytical tool) to explain how it functions:
1. a unitarist perspective
2. a pluralist perspective
3. a radical perspectives
4. a gender perspective
Largely different with respect to
§ conflict
§ power
§ trade unions, and
§ the role of the state
The University of Sydney Page 42
Quiz – Next week!
• Early assessment quiz
• Worth 10% of total mark
• 10 multiple choice questions – 1 mark for each correct answer (30 minutes to answer)
• Questions will be drawn from:
• Week 1 On-Campus Lecture
• Week 2 Online Modules
• Week 2 On-Campus Lecture (this class)
• Quiz aimed at assessing knowledge of foundational themes and concepts relevant to work,
employment relations and the labour market
• Quiz will be available in Week 3 On-Campus Lecture – Monday 4 March (those unable to
attend the lecture can access the quiz via the WORK1003 Canvas site Monday 3.15-3.45pm)
The University of Sydney Page 43
Looking forward
§ Tutorials start this week
§ Tutorial groups (for presentations) will be allocated next week
§ Make sure you attend the tutorial in which you are enrolled
§ Next week
§ Ideologies in work and employment relations
§ Quiz
WORK1003
Foundations of Work & Employment
Week 2 On-Campus Lecture
Employment Relations and the
Changing Labour Market Context
Presented by
A/Prof Chris F Wright
Discipline of Work and Organisational Studies
The University of Sydney Page 2
We acknowledge the tradition of custodianship and law of
the Country on which the University of Sydney campuses
stand. We pay our respects to those who have cared and
continue to care for Country.
The University of Sydney Page 3
Overview
• Examining Dunlop’s ‘industrial relations systems’ framework –
with reference to the Australian work and employment relations context
• Actors
• The state + employers / employer associations + Workers / unions
• Contexts
• Market + technology + power relations
• Rules
• Ideology
• Criticisms of Dunlop’s framework
• Next week – modules + lecture + quiz
The University of Sydney Page 4
How this Unit will be taught
1. Online prerecorded lectures
– Covering core content
– Watch these on Canvas in ‘Modules’ tab no later than Monday 8.00am
each week
2. On-campus lecture – Monday 3.00-4.00pm each week
– Explain and apply core content, opportunity to discuss and ask questions
3. Tutorials
– Covering core readings and discussion questions in smaller group setting
– Tutorials start in this week (today or tomorrow)
– Please attend your timetabled tutorial – If you attend another tutorial, you
will be asked to go to the one listed in your timetable
The University of Sydney Page 5
Thinking back to Week 1
The connection between work and employment relations
Week 2 optional reading: Brown (2017) What Should We Be Looking for in IR in China?
§ Useful, complementary introduction to what employment relations (industrial relations) is about
§ Work is fundamentally influenced by the power relations between employers, workers and the state
§ Challenge in any employment relationship is its ‘open-ended’ nature – i.e. the indeterminacy of labour
§ Work is inherently ‘collective’ and ‘human’ in nature
§ ’Fairness at work’ – pay as a social comparator
§ Good managerial intentions can easily go wrong
§ ‘The way in which the power relationship between employers and workers is shaped, mediated and
regulated has profound impact on the terms on which workers are employed’ (p. 5)
The University of Sydney Page 6
Foundations of Work & Employment | WORK1003
Recruitment &
Selection
Training &
Development
Pay &
Performance
Contexts
Ideologies/
theories
Rules
Employers &
Employer Associations
Workers & Unions
The State
The University of Sydney Page 7
Dunlop’s (1958) industrial relations systems framework
1. Actors
– Managers and their representatives
– Workers and their representatives
– Government agencies
2. Contexts
– Technology
– Market or budget constraints
– Power relations and the status of the actors
3. Rules
– Procedural rules – processes by which
workplace rules are established
– Substantive rules – the rules under which
employees agree to work
4. Ideology
The University of Sydney Page 8
Recruitment &
Selection
Development
Pay &
Performance
Contexts
Ideologies/
theories
Rules
Employers &
Employer Associations
Workers & Unions
The State
The University of Sydney Page 9
Australia’s employment relations system
1. Actors
– The state (government)
– Traditionally played a strong role in Australia compared to other countries
– Different components of the state have distinct, independent roles
(e.g. Commonwealth government, Fair Work Commission, Fair Work Ombudsman)
– Workers
– Traditionally represented by trade unions
– Proportion of workers who are members of unions has declined dramatically
– Workforce increasingly feminised
– Employers
– Traditionally represented by employers’ associations
– Employers’ interests vary somewhat between industries
The University of Sydney Page 10
Australia’s employment relations system
1. Actors
– The state (government)
– Traditionally played a strong role in Australia compared to other countries
– Different components of the state have distinct, independent roles
(e.g. Commonwealth government, Fair Work Commission, Fair Work Ombudsman)
– Workers
– Traditionally represented by trade unions
– Proportion of workers who are members of unions has declined dramatically
– Workforce increasingly feminised
– Employers
– Traditionally represented by employers’ associations
– Employers’ interests vary somewhat between industries
The University of Sydney Page 11
The changing context of work and ER in Australia:
Decline trade union membership
The University of Sydney Page 12
Australia’s employment relations system
1. Actors
– The state (government)
– Traditionally played a strong role in Australia compared to other countries
– Different components of the state have distinct, independent roles
(e.g. Commonwealth government, Fair Work Commission, Fair Work Ombudsman)
– Workers
– Traditionally represented by trade unions
– Proportion of workers who are members of unions has declined dramatically
– Workforce increasingly feminised
– Employers
– Traditionally represented by employers’ associations
– Employers’ interests vary somewhat between industries
The University of Sydney Page 13
The changing context of work and ER in Australia:
Changes in female and male labour force participation rates
Source: Australian Bureau of Statistics (ABS) (2024) Labour Force, Australia, January 2024. Cat. no. 6202.0. Canberra: ABS.
0.0
10.0
20.0
30.0
40.0
50.0
60.0
70.0
80.0
90.0
Fe
b-
19
78
Fe
b-
19
79
Fe
b-
19
80
Fe
b-
19
81
Fe
b-
19
82
Fe
b-
19
83
Fe
b-
19
84
Fe
b-
19
85
Fe
b-
19
86
Fe
b-
19
87
Fe
b-
19
88
Fe
b-
19
89
Fe
b-
19
90
Fe
b-
19
91
Fe
b-
19
92
Fe
b-
19
93
Fe
b-
19
94
Fe
b-
19
95
Fe
b-
19
96
Fe
b-
19
97
Fe
b-
19
98
Fe
b-
19
99
Fe
b-
20
00
Fe
b-
20
01
Fe
b-
20
02
Fe
b-
20
03
Fe
b-
20
04
Fe
b-
20
05
Fe
b-
20
06
Fe
b-
20
07
Fe
b-
20
08
Fe
b-
20
09
Fe
b-
20
10
Fe
b-
20
11
Fe
b-
20
12
Fe
b-
20
13
Fe
b-
20
14
Fe
b-
20
15
Fe
b-
20
16
Fe
b-
20
17
Fe
b-
20
18
Fe
b-
20
19
Fe
b-
20
20
Fe
b-
20
21
Fe
b-
20
22
Fe
b-
20
23
Ma le participation rate Female participation rate
The University of Sydney Page 14
Australia’s employment relations system
1. Actors
– The state (government)
– Traditionally played a strong role in Australia compared to other countries
– Different components of the state have distinct, independent roles
(e.g. Commonwealth government, Fair Work Commission, Fair Work Ombudsman)
– Workers
– Traditionally represented by trade unions
– Proportion of workers who are members of unions has declined dramatically
– Workforce increasingly feminised
– Employers
– Traditionally represented by employers’ associations
– Employers’ interests vary somewhat between industries
The University of Sydney Page 15
The changing context of work and ER in Australia:
Industry variation in trade union membership
Industry 2022
Accommodation and food services 1
Agriculture, forestry and fishing 2
Construction 10
Education and training 30
Electricity, gas, water and waste services 22
Financial and insurance services 6
Health care and social assistance 20
Manufacturing 10
Mining 10
Retail trade 8
Transport, postal and warehousing 20
Wholesale trade 2
Total 12.5
The University of Sydney Page 16
Australia’s employment relations system
2. Contexts
– Market context
– Shift from agricultural to industrial to service (and mining) economy
– Shift from protectionist to open/global economy
– Technology
– Rise of the ‘gig economy’
– Shift towards home-based work in the service sector
– Power relations
– From “workers’ paradise” to insecure workforce (especially for younger,
migrant and women workers)
The University of Sydney Page 17
Australia’s employment relations system
2. Contexts
– Market context
– Shift from agricultural to industrial to service (and mining) economy
– Shift from protectionist to open/global economy
– Technology
– Rise of the ‘gig economy’
– Shift towards home-based work in the service sector
– Power relations
– From “workers’ paradise” to insecure workforce (especially for younger,
migrant and women workers)
The University of Sydney Page 18
The changing context of work and ER in Australia:
The recent rise – and fall – of unemployment and underemployment
Source: Australian Bureau of Statistics (ABS) (2024) Labour Force, Australia, January 2024. Cat. no. 6202.0. Canberra: ABS.
0.0
2.0
4.0
6.0
8.0
10.0
12.0
14.0
16.0
Fe
b-
19
78
Fe
b-
19
79
Fe
b-
19
80
Fe
b-
19
81
Fe
b-
19
82
Fe
b-
19
83
Fe
b-
19
84
Fe
b-
19
85
Fe
b-
19
86
Fe
b-
19
87
Fe
b-
19
88
Fe
b-
19
89
Fe
b-
19
90
Fe
b-
19
91
Fe
b-
19
92
Fe
b-
19
93
Fe
b-
19
94
Fe
b-
19
95
Fe
b-
19
96
Fe
b-
19
97
Fe
b-
19
98
Fe
b-
19
99
Fe
b-
20
00
Fe
b-
20
01
Fe
b-
20
02
Fe
b-
20
03
Fe
b-
20
04
Fe
b-
20
05
Fe
b-
20
06
Fe
b-
20
07
Fe
b-
20
08
Fe
b-
20
09
Fe
b-
20
10
Fe
b-
20
11
Fe
b-
20
12
Fe
b-
20
13
Fe
b-
20
14
Fe
b-
20
15
Fe
b-
20
16
Fe
b-
20
17
Fe
b-
20
18
Fe
b-
20
19
Fe
b-
20
20
Fe
b-
20
21
Fe
b-
20
22
Fe
b-
20
23
Unemployment Underemployment
The University of Sydney Page 19
Australia’s employment relations system
2. Contexts
– Market context
– Shift from agricultural to industrial to service (and mining) economy
– Shift from protectionist to open/global economy
– Technology
– Rise of the ‘gig economy’
– Shift towards home-based work in the service sector
– Power relations
– From “workers’ paradise” to insecure workforce (especially for younger,
migrant and women workers)
The University of Sydney Page 20
The changing context of work and ER in Australia:
Changes in industry share of employment
The University of Sydney Page 21
Australia’s employment relations system
2. Contexts
– Market context
– Shift from agricultural to industrial to service (and mining) economy
– Shift from protectionist to open/global economy
– Technology
– Rise of the ‘gig economy’
– Shift towards home-based work in the service sector
– Power relations
– From “workers’ paradise” to insecure workforce (especially for younger,
migrant and women workers)
The University of Sydney Page 22
The changing context of work and ER in Australia:
The rise of the gig economy
§ What is the gig economy? (Healy, Nicholson & Pekarek 2017)
§ Work mediated via online digital platforms
§ “Gig’ economy is an extension of non-standard work arrangements
§ Ongoing debate Is ‘How is gig work treated legally?’ à is it ‘work’ or ‘employment’?
Platform
End-user
(Business-to-
consumer)
Worker
Adapted from: Stewart & Stanford (2017)
The University of Sydney Page 23
Australia’s employment relations system
2. Contexts
– Market context
– Shift from agricultural to industrial to service (and mining) economy
– Shift from protectionist to open/global economy
– Technology
– Rise of the ‘gig economy’
– Shift towards home-based work in the service sector
– Power relations
– From “workers’ paradise” to insecure workforce (especially for younger,
migrant and women workers)
The University of Sydney Page 24
Access to Flexible Working Options:
Before, During and After COVID-19
Source: Baird & Dinale 2020
The University of Sydney Page 25
Australia’s employment relations system
2. Contexts
– Market context
– Shift from agricultural to industrial to service (and mining) economy
– Shift from protectionist to open/global economy
– Technology
– Rise of the ‘gig economy’
– Shift towards home-based work in the service sector
– Power relations
– From “workers’ paradise” to insecure workforce (especially for younger, migrant
and women workers) – https://www.youtube.com/watch?v=z6RbdZKn3Rc
The University of Sydney Page 26
The changing context of work and ER in Australia:
Increasing workforce insecurity (e.g. casual employment)
The University of Sydney Page 27
The changing context of work and ER in Australia:
Entrenchment of casual (insecure) employment in some industries
0
10
20
30
40
50
60
70
Fin
an
cia
l a
nd
in
su
ran
ce
se
rvi
ce
s
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ctr
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ty,
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s,
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bli
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on
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es
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s
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h c
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s
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ing
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ts
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ric
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ish
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oo
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s
Casual share of total employees in each industry (%) Industry share of total casual employees (%)
Source: ABS, cat. no. 6333.0, cited in Gilfillan (2018) Characteristics and use of casual employees in Australia. Parliamentary Library.
The University of Sydney Page 28
The changing context of work and ER in Australia:
Low pay in industries with high casual (insecure) employment
Source: Australian Bureau of Statistics (ABS) (2020) various sources
0
500
1000
1500
2000
2500
3000
A
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s
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s
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ea
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cti
on
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ll I
nd
us
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s
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lic
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mi
nis
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ty
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ctr
ici
ty,
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as
, W
ate
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an
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s
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g
The University of Sydney Page 29
Australia’s employment relations system
3. Rules
– Legislation
– Fair Work Act 2009
– Minimum standards for wages and working conditions
– National Employment Standards (all employee)
– Awards (industry and occupational standards)
– Enterprise agreements (collectively agreed at workplace level)
– Multi-enterprise agreements (collectively agreed across multiple workplaces)
– Organisational policies
The University of Sydney Page 30
Australia’s employment relations system
4. Ideology
Common ideology
•The three main actors share a ‘pluralist’ ideology (with
some exceptions)
1904-1980s
Ideological division
•Unions and Labor governments hold a ‘pluralist’ ideology
•Employers and Coalition governments shift towards a
‘unitarist’ ideology
1990s-present
Common ideology?
•COVID-19 restores (some) unity of purpose
•https://www.youtube.com/watch?v=71gzd6FhNFs
2020
The University of Sydney Page 31
Criticisms of Dunlop’s industrial relations systems framework
1. Places too much emphasise on the importance of ‘rules’ for influencing work
and employment relations outcomes
2. Treats actors’ interests as homogenous – when often they are not
3. Emphasis on common ideology downplays the potential for conflict
4. Overlooks the influence of global/transnational forces on national employment
relations systems
The University of Sydney Page 32
Criticisms of Dunlop’s industrial relations systems framework
1. Places too much emphasise on the importance of ‘rules’ for influencing work
and employment relations outcomes
2. Treats actors’ interests as homogenous – when often they are not
3. Emphasis on common ideology downplays the potential for conflict
4. Overlooks the influence of global/transnational forces on national employment
relations systems
The University of Sydney Page 33
The changing context of work and ER in Australia:
Industry variation in men's and women’s employment shares
Source: Vandenbroek (2018) ‘Employment by industry statistics’, Parliamentary Library
The University of Sydney Page 34
The changing context of work and ER in Australia:
Unemployment, long-term unemployment and underemployment, by age
0
5
10
15
20
25
30
35
40
45
15 - 24 years 25 - 34 years 35 - 44 years 45 - 54 years 55 - 64 years Total
Total unemployment rate (%) Long-term unemployment (%)
Under-employment (%)
Source: Australian Bureau of Statistics (ABS) (2016) Labour Force, Australia, October 2016. Cat. no. 6202.0. Canberra: ABS.
The University of Sydney Page 35
The changing context of work and ER in Australia:
The large, persistent employment gap between Indigenous and non-Indigenous Australians
The University of Sydney Page 36
Criticisms of Dunlop’s industrial relations systems framework
1. Places too much emphasise on the importance of ‘rules’ for influencing work
and employment relations outcomes
2. Treats actors’ interests as homogenous – when often they are not
3. Emphasis on common ideology downplays the potential for conflict
4. Overlooks the influence of global/transnational forces on national employment
relations systems
The University of Sydney Page 37
The changing context of work and ER in Australia:
Increases in profits/wages ratio
Source: Australian Bureau of Statistics (2020) 5206.0 Australian National Accounts: National Income, Expenditure and Product.
0
10
20
30
40
50
60
70
Ja
n-1
96
0
Ja
n-1
96
2
Ja
n-1
96
4
Ja
n-1
96
6
Ja
n-1
96
8
Ja
n-1
97
0
Ja
n-1
97
2
Ja
n-1
97
4
Ja
n-1
97
6
Ja
n-1
97
8
Ja
n-1
98
0
Ja
n-1
98
2
Ja
n-1
98
4
Ja
n-1
98
6
Ja
n-1
98
8
Ja
n-1
99
0
Ja
n-1
99
2
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n-1
99
4
Ja
n-1
99
6
Ja
n-1
99
8
Ja
n-2
00
0
Ja
n-2
00
2
Ja
n-2
00
4
Ja
n-2
00
6
Ja
n-2
00
8
Ja
n-2
01
0
Ja
n-2
01
2
Ja
n-2
01
4
Ja
n-2
01
6
Ja
n-2
01
8
Wages share Profits share Profits/wages Linear (Profits/wages)
The University of Sydney Page 38
Criticisms of Dunlop’s industrial relations systems framework
1. Places too much emphasise on the importance of ‘rules’ for influencing work
and employment relations outcomes
2. Treats actors’ interests as homogenous – when often they are not
3. Emphasis on common ideology downplays the potential for conflict
4. Overlooks the influence of global/transnational forces on national employment
relations systems
The University of Sydney Page 39
The changing context of work and ER in Australia:
The long-term rise of temporary migrant workers
Source: Department of Home Affairs (various sources)
0
200,000
400,000
600,000
800,000
1,000,000
1,200,000
19
96
…
19
97
…
19
98
…
19
99
…
20
00
…
20
01
…
20
02
…
20
03
…
20
04
…
20
05
…
20
06
…
20
07
…
20
08
…
20
09
…
20
10
…
20
11
…
20
12
…
20
13
…
20
14
…
20
15
…
20
16
…
20
17
…
20
18
…
20
19
…
20
20
…
20
21
…
20
22
…
Post-study work (temporary)
Skilled (permanent)
Skilled (temporary)
International student
(temporary)
Working holiday (temporary)
The University of Sydney Page 40
Next week
Week Topic
1 Introduction: What is work? What is employment relations?
2 The changing context of work and employment relations
3 Ideologies in work and employment relations
4 Interrogating work and employment relations ideologies
5 Writing convincing critical essays
6 The state and the regulatory framework
7 Employers and employer associations
8 Workers and trade unions
9 No classes - reading week (Critical essay due Monday 9 October)
10 Recruitment, selection and development
11 Pay and performance
12 Contemporary challenges in work and employment
13 Conclusion, unit overview and exam preparation
The University of Sydney Page 41
Different employment relations ideologies
Different employment relations ideologies (or frames of reference or theories)
There are four distinct perspectives of the nature of employment relations, each leading to a distinct
approach (or analytical tool) to explain how it functions:
1. a unitarist perspective
2. a pluralist perspective
3. a radical perspectives
4. a gender perspective
Largely different with respect to
§ conflict
§ power
§ trade unions, and
§ the role of the state
The University of Sydney Page 42
Quiz – Next week!
• Early assessment quiz
• Worth 10% of total mark
• 10 multiple choice questions – 1 mark for each correct answer (30 minutes to answer)
• Questions will be drawn from:
• Week 1 On-Campus Lecture
• Week 2 Online Modules
• Week 2 On-Campus Lecture (this class)
• Quiz aimed at assessing knowledge of foundational themes and concepts relevant to work,
employment relations and the labour market
• Quiz will be available in Week 3 On-Campus Lecture – Monday 4 March (those unable to
attend the lecture can access the quiz via the WORK1003 Canvas site Monday 3.15-3.45pm)
The University of Sydney Page 43
Looking forward
§ Tutorials start this week
§ Tutorial groups (for presentations) will be allocated next week
§ Make sure you attend the tutorial in which you are enrolled
§ Next week
§ Ideologies in work and employment relations
§ Quiz
