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dc.contributor.authorStrachan, Glendaen_US
dc.contributor.authorBurgess, Johnen_US
dc.date.accessioned2017-04-24T10:28:24Z
dc.date.available2017-04-24T10:28:24Z
dc.date.issued2001en_US
dc.date.modified2007-10-23T07:16:10Z
dc.identifier.issn13545701en_US
dc.identifier.urihttp://hdl.handle.net/10072/15406
dc.description.abstractThis article traces the development of policies designed to reduce gender workforce inequality in Australia. In contrast to earlier centralized and collective approaches, current strategy is founded on individualism and direct workplace bargaining. The location of reform is now the enterprise, with direct bargaining replacing collective standards. Current policy developments have seen gender subsumed under market imperfections and family responsibilities. These policies will remove many of the safeguards of minimum pay and conditions for women workers, especially those who are most vulnerable. When combined with the growth of "nonstandard" jobs the picture is bleak for many workers, especially the low paid. The onus for corrective action now rests with individual employees and workplace managers, with trade unions being marginalized. The authors suggest that a continuation of the current policy will wind back the clock on the employment conditions of women workers in Australia.en_US
dc.description.peerreviewedYesen_US
dc.description.publicationstatusYesen_AU
dc.languageEnglishen_US
dc.language.isoen_AU
dc.publisherRoutledgeen_US
dc.publisher.placeLondonen_US
dc.relation.ispartofpagefrom53en_US
dc.relation.ispartofpageto76en_US
dc.relation.ispartofissue2en_US
dc.relation.ispartofjournalFeminist Economicsen_US
dc.relation.ispartofvolume7en_US
dc.subject.fieldofresearchcode350203en_US
dc.titleWill Deregulating the Labor Market in Australia Improve the Employment Conditions of Women?en_US
dc.typeJournal articleen_US
dc.type.descriptionC1 - Peer Reviewed (HERDC)en_US
dc.type.codeC - Journal Articlesen_US
gro.date.issued2001
gro.hasfulltextNo Full Text


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