The Economic and Labour Relations Review

Conventional poverty and inequality measures, based only on comparisons of financial resources, may underestimate gender differences in living standards. The value of time spent in household work by oneself and partner, and the value of leisure are key elements that need to be considered in measures of living standards. This article develops a method for measuring wellbeing at the level of the individual, rather than the household. Following the tradition of Australian models of ‘full income’, the final measure of wellbeing includes the value of time in leisure and unpaid work along with individual income, the benefits accruing from the social wage and the welfare gains from the ownership and use of assets. The article then compares the conventional income distribution and the ‘full income’ distribution to identify population subgroups disadvantaged on each of these measures. The results show that gender inequalities in living standards may be underestimated by conventional income measures, and that inequalities in personal income and time use contribute most substantially to gender inequality in the full income distribution.

Is Australia fulfilling its obligations towards its children, in particular fostering their development to their fullest potential, in accordance with its obligations under the Convention on the Rights of the Child? This article addresses this complex question by elaborating three alternative conceptualisations of the right to development to one's fullest potential, based on the literature on human rights principles, and on the writings of the philosophers John Rawls, Michael Walzer, and Amartya Sen. The analysis suggests that while Australia performs well in comparison with other rich countries according to indicators of educational achievement, disparities in educational outcomes are large, implying that many children fail to realise their right to education to their fullest potential. This is not surprising. More surprising is the contrast between the diligence with which educational outcomes in Australia are measured, and the lack of accurate information on public resource inputs (except at the most highly aggregated levels) to achieve those outcomes. The paper concludes that while the measurement of student outcomes is an important step in the realisation of all Australian children's right to education to their fullest potential, the failure to accurately monitor resource inputs represents an equal failure by Australian governments to protect and promote children's rights.

In the context of a 2009 review of Australia's legislation governing framework government equal opportunity for women in the workplace, this article traces the history of Australia's Affirmative Action and Equal Employment Opportunity regulatory frameworks, arguing that there has been a consistent devolution in accountability and responsibility over the years. Whilst there is considerable existing research on EEO outcomes drawing on publicly available reports, the weakness of the reporting mechanism means that evidence of workplace policy and practice has not only diminished but should also be questioned for its accuracy. Drawing from workplace case studies in three sectors, the article draws contrasts between espoused organisational policy and some experiences of women in these workplaces. It is suggested that this and similar evidence of limitations in our current regulatory framework need to be considered by those crafting new legislation.

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.

This article explores employee attitudes towards trade union membership in the post-communist Baltic countries of Estonia, Latvia and Lithuania. It reports on a comparative empirical social survey of attitudes towards representation. We suggest that in addition to those employees who are union members and those who fall within an identifiable ‘representation gap’, there is a sizeable group of ‘undecided’ employees who could be persuaded to join trade unions, if they could see the relevance of collective representation. We argue that this relatively large group could be specific to the Central and East European countries, and employees who fall within the commonly understood representation gap in other countries can be found within this undecided group in Baltic countries. Trade unions therefore face a considerable challenge in proving their relevance to such employees, a problem that has wider resonances in a European context but may be more difficult to resolve in the Central and East European countries.