The Guardian 8 August, 2007
Women: Down & out with WorkChoices
Women’s participation in the Australian workforce is at a record level of 57.7 percent, but it is doing little to increase the economic independence or improve the quality of life in or outside of the workplace for lower-paid women. Far from it, as the University of Sydney’s Women and Work Research Group found in its recent report* on experiences and views of 25 women in low paid work who have been affected by WorkChoices.
"Despite their importance to the national workforce, they are often in vulnerable positions. Women are concentrated in low-paid, low-skilled sectors of the labour market, often under part-time and casual working arrangements. Women are also disproportionately represented among minimum wage earners and those on awards, which make women’s pay and conditions in employment more likely to be affected by WorkChoices", the introduction to the report notes.
"Our research finds that several and significant changes have occurred in the workplaces of these women and in their employment relationships. For the most part, these changes have been negative and deleterious, reducing decency and democracy at work and in society. These changes have included reductions in pay for already low-paid workers, less certainty about wage rates and pay rises, intensification of work, weakening of job security, less financial independence, less money for children and basic household costs, less representation and say at work and in the community, and poorer health and well-being. All of these outcomes weaken the capacity of these women to participate in the workforce and in their communities. This is not their choice and it is not a desirable outcome for society at large. These are all women who have pride in work and have been loyal and committed employees. WorkChoices has not reciprocated their work efforts."
Interviews of the women "show that changes brought about by Work Choices had a demonstrable knock-on effect beyond the workplace.
"Women are struggling financially as a result of change at work and this is having a direct affect upon their capacity for independence. In order to make ends meet, women are becoming more dependent upon family members, upon male partners and upon welfare payments. Women are struggling as individuals to deal with the impact that WorkChoices has had upon their lives. There is considerable evidence that women have ‘internalised’ many of the changes and as a result feel more powerless and their self-esteem has declined substantially. Unsurprisingly then, interviewees’ health has suffered. ‘Welfare to Work’ exacerbates these changes for some women, as they endeavour to co-manage the two systems", the report notes.
"Women sustain families and contribute to community life, however WorkChoices is undermining their capacity to do this."
This happens in a number of ways:
Low pay — these women were paid between $10 and $20 an hour and not always paid for all hours worked, let alone penalty rates
Failure of employers to pay or late payments
Lack of predictability of working hours — sudden changes in rosters, in number of hours of work
Uncertainty of income from week to week
Not enough hours worked or longer shifts
Loss of paid leave
The need to take a second job
Sudden dismissal without warning
Detrimental impact on health from increased intensification of work, conflict and unhappiness in workplace
Unfettered managerial prerogative on the rise
Employers obstructing union access and inability to bargain individually.
These and a number of other changes experienced by the women made it very difficult to fit with other commitments such as care in the home, study, and other family or community responsibilities. Children in particular keenly felt the effects. Social participation was restricted and irregular.
The report notes in detail many of the deleterious effects that WorkChoices has had on low paid women, on their workplaces, their families an the communities they sustain. It also draws from the women what changes are needed and makes 10 key recommendations. Among them are:
That the right to request predictable working hours (including hours worked and scheduling of hours) for all employees be enshrined in federal legislation. This will allow women to better plan and balance their working and caring responsibilities.
In order to address the capricious dismissal of employees, that the right to take unfair dismissal action be reinstated for all employees, regardless of size of business or operational requirements.
In order to address the lack of choice in accepting employment, that employment conditional upon signing an Australian Workplace Agreement be prohibited.
That to promote genuine choice and employee input to shaping the terms and conditions of employment, the barriers to and restrictions upon collective bargaining be removed.
*Down and Out with Work Choices: The Impact of Work Choices on the Work and Lives of Women in Low Paid Employment by Marian Baird, Rae Cooper and Damian Oliver
may be found at http://wwrg.econ.usyd.edu.au