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  • Solid Foundations, Bright Future

    Solid Foundations, Bright Future

    An Analysis of New South Wales Economic and Fiscal Advantages
    by Jack Thrower

    New South Wales has one of the most prosperous and productive economies in Australia, with a diverse base of economic activity and strong labour market. However, years of austerity have hollowed out its public sector, creating one of the proportionally smallest state public sectors in the country in terms of both economic activity and employment.

    Despite the instrumental role the public sector played in navigating the state through the pandemic, weak wage growth and rising inflation have compounded the impacts of austerity, leading to significant reductions in public sector real wages. While the current government’s scrapping of the wage cap and implementation of public sector wage rises has undone some of this damage, most notably the October 2023 wage rises for public school teachers, more repair is needed.

    The NSW government has a strong fiscal position with which to manage these challenges. NSW maintains nearly the highest credit rating in the country and relies on revenue bases that are both diverse and stable. Additionally, there is considerable evidence that, if needed, several options are available to increase state government revenue. As the state economy weakens in response to high interest rates and declining real incomes, the state government has the responsibility to contribute to support the economy and broader society, through expansion of public services, repair of public sector wages, and support for the most vulnerable.



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  • Submission to the House of Representatives Standing Committee on Employment, Education and Training Inquiry into the Digital Transformation of Workplaces

    Submission to the House of Representatives Standing Committee on Employment, Education and Training Inquiry into the Digital Transformation of Workplaces

    by Fiona Macdonald and Lisa Heap

    Artificial Intelligence (AI) is transforming the way we work and the jobs we do. AI innovations in workplaces can have positive benefits, including through productivity gains. However, AI applications can also have significant risks for workers and for job quality.
    AI applications, including automated decision making, are not neutral processes. Software can be designed and used to assist workers by augmenting their capacity and freeing up time for more meaningful or creative work. Or it can be designed and used in ways that intensify work and displace workers.
    International evidence shows the use of AI in workplaces for managing workers and work processes is extending and intensifying long-standing efficiency-driven logics that result in reduced autonomy and control and intensify work, undermining job quality and worker wellbeing. Even when designed for benevolent purposes, unintended consequences can arise from the adoption of AI in workplaces. These include serious breaches of privacy, bias and discrimination in recruitment and hiring, and unfair decision-making in performance measurement and evaluation.
    In this submission we argue that the promotion of AI innovation must not overshadow objectives and principles for decent jobs and fairness at work. We set out principles for new laws to regulate the uses of AI in workplaces with a goal of protecting workers.



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  • New union rights to boost workplace cooperation

    New union rights to boost workplace cooperation

    by David Peetz

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    New rights for volunteer union delegates are set to make workplaces more, not less, cooperative, according to a new analysis by the Australia Institute.

    The changes coming into effect from today – under the federal government’s Closing Loopholes Act – guarantee the rights of volunteer union delegates to represent workers and paid training leave.

    The Centre for Future Work’s Carmichael Centre analysis found employees wanted their union to cooperate with employers and vice versa, and that giving workplace delegates a greater voice made this more likely.

    “Those who claim that guaranteeing the rights of union delegates must lead to greater conflict are dead wrong,” said Professor David Peetz, research fellow and author of Employee voice and new rights for workplace union delegates.

    “Workers expect their union and employer to cooperate effectively to solve problems, and reach agreements over pay and conditions, in both parties’ mutual interests.

    “Well trained delegates are best-placed to represent workers. They don’t acquiesce but they do cooperate. After all, they know it’s in workers’ interests for workplace productivity to rise.”

    The paper found this could help boost productivity, which on average was at least as high in unionised as in non-union workplaces. Strong representation and consultation made workers less resistant to productivity-boosting technology including artificial intelligence.

    In the past, many volunteer union delegates have been obstructed from properly doing their job to allow employees’ voices to be heard in the workplace. Now, their rights will be guaranteed.

    However, the report also warned unions not to waste the opportunity provided by new rights for paid training leave.

    “If they use it just to emphasise getting more ‘bums on seats’ in classrooms, ahead of taking a holistic approach to education, they won’t get anything new out of it,” said Professor Peetz.


    Related research

  • Employee voice and new rights for workplace union delegates

    Employee voice and new rights for workplace union delegates

    Impacts on wages, productivity, cooperation and union training
    by David Peetz

    A workplace delegate is a worker chosen to represent workers who are union members in dealings with management. Delegates are volunteers who perform their union duties on an unpaid basis in addition to their normal job at work. Delegates spend their time undertaking vital tasks for workplace representation.

    Some employers have actively placed barriers in the way of volunteer union delegates and paid officials. One study in the early 2000s found that 23% of delegates found management
    hostile, while 22% of delegates reported that management opposition to their role as a delegate had become more intense over the previous two years. Examples from various case studies, including court and industrial cases, illustrate some of the ways in which that minority of employers from workplaces with delegates expressed their hostility towards unionism and their opposition to delegates, including by placing barriers in the way of workplace union activists and delegates.

    The new regime of workplace delegates’ rights is very likely, overall, to increase the voice of employees, and thereby have positive consequences, over the long run, for pay and conditions, union membership, workplace cooperation, grievance resolution and productivity. However, the effects of new rights for paid union training leave depend very much on union responses, in particular on their subsequent reliance on classroom versus informal training and the ‘follow up’ of classroom education.



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    New union rights to boost workplace cooperation

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  • Webinar: Stop passing the buck -Workers’ compensation and ‘gig’ workers

    Webinar: Stop passing the buck -Workers’ compensation and ‘gig’ workers

    by Lisa Heap

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    Workers’ compensation and rehabilitation are amongst the most important legal issues facing the ‘gig’ economy. This reflects the potential vulnerability of these workers and their families, co-workers, and community to harsh and long term consequences from injuries. For a while, it looked like federal industrial policy might ‘solve’ the workers compensation problem by redefining ‘gig’/platform workers as employees.

    However, the policy decision to enshrine minimum rights for a separate ‘employee-like’ category of workers leaves gig workers outside the scope of workers compensation protections.

    In this discussion we will hear from those researching and advising on the reforms necessary to better protect injured gig workers, a worker who has been seriously injured, and those who are organising and advocating for policy and law reform.

    Free Event – Register Now

    Speakers:

    • Michael Kaine – National Secretary Transport Workers’ Union
    • Professor Emeritus David Peetz – Carmichael Centre’s Laurie Carmichael Distinguished Research Fellow.

    When:
    Thursday, July 18, 2024 at 12:30 pm AEST

    Where:
    Zoom


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    Dutton’s nuclear push will cost renewable jobs

    by Charlie Joyce

    Dutton’s nuclear push will cost renewable jobs As Australia’s federal election campaign has finally begun, opposition leader Peter Dutton’s proposal to spend hundreds of billions in public money to build seven nuclear power plants across the country has been carefully scrutinized. The technological unfeasibility, staggering cost, and scant detail of the Coalition’s nuclear proposal have

  • “I studied economics to better understand the world and equip me with better tools to serve society”

    “I studied economics to better understand the world and equip me with better tools to serve society”

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    Prof Anis Chowdhury, an Associate of the Centre for Future Work, was recently appointed Emeritus Professor at Western Sydney University, in honour of his decades of influential work in progressive macroeconomics and development economics. Prof Chowdhury’s address on occasion of his installment provides an overview of his evolution as a progressive economist and significant impact on global policy:

    Installment Address, Emeritus Professor Anis Chowdhury, Western Sydney University, June 2024

    Chancellor, Deputy Vice-Chancellor, colleagues, guests, ladies and gentlemen – and of course, graduands.

    Thank-you Deputy Vice-Chancellor for your generous introduction. My sincere thanks to the Board of Trustees for approving me for this prestigious title.

    I recognise the Traditional Custodians of the lands where our campuses are located, and pay my respects to all First Nations Elders past and present.

    I join my voice to all calls to honour their right to self-determination and development, as enshrined in the landmark 2007 UN Declaration on the Rights of Indigenous Peoples.

    Incidentally, at the UN, the first report I provided significant input into, was State of the World’s Indigenous Peoples 2009, and drafted, was Report on the World Social Situation 2010.

    My passion for human rights, equity and justice is the product of my time. I was born in 1954, a year before the leaders of newly-decolonised Africa and Asia met in solidarity in Bandung, Indonesia.

    Indonesia’s founding President Soekarno reminded, “our unhappy world [is] torn and tortured, … because the dogs of war are unchained once again”.

    He called for “Moral Violence … in favour of peace”, to “demonstrate to the minority of the world … that we, the majority, are for peace, not for war”.

    At school in the 1960s, we were constantly inspired by calls against all forms of discrimination, violence and exploitation in favour of peace, humanity and social justice.

    Despite the wave of decolonisation, we remembered Soekarno’s warning: colonialism “was not dead”. Instead, it took “its modern dress … It is a skilful and determined enemy, … appears in many guises… [and] does not give up its loot easily”.

    In solidarity with Franz Fanon’s ‘Wretched of the Earth’, I was a student activist, joining protest movements against the Vietnam War, Indonesia’s invasion of East Timor and India’s annexation of Sikkim; condemning the murders of the likes of Che Guevara and Salvador Allende; demanding the end of apartheid in South Africa; and joining Bangladesh’s liberation war.

    Today, my involvement in these movements would be labelled as “radicalism”; back then, it was the norm.

    I studied economics to better understand the world and equip me with better tools to serve society. My father, a doctor, readily agreed, socio-economic ills are the root cause of many diseases.

    In universities in the 1970s, dissent and debate were encouraged as ways to develop humanist and universalist views; to think big; and to become movers and shakers. We were inspired by world leaders like Gough Whitlam, and Tanzania’s freedom leader Julius Nyerere. Of course, Nelson Mandela stood tall.

    The 1970s were significant.

    • Bangladesh became an independent nation in 1971.
    • In 1972, the Club of Rome warned of the unsustainability of current consumption and production.
    • In 1974, the UN called for a “New International Economic Order” to end economic colonialism.
    • And the people of Vietnam defeated the US superpower in 1975.

    Alas, the 1980s slid us backwards, commodifying everything, including education. Universities turned into mass degree factories, and economics moved from the social science faculty, to business schools.

    Unfortunately, it was not just ‘Gordon Gekko’, but a Nobel Laureate economist, Milton Friedman, who promoted the idea that “greed is good”.

    Then came wars instigated by lies, against the urging of the UN Security Council; and the gleeful murder of half a million children as “collateral damage” justified as “a price worth paying”.

    We started this decade with rich nations stockpiling Covid-19 vaccines and blocking poor countries’ access to drugs, testings and vaccines to protect big pharma profits.

    Now, we’ve descended to the lowest point of our post-war history, with the massacre of over 40,000 Palestinians – mostly women and children – and those in high office openly calling for the total annihilation of a colonised people. The ICC and ICJ are threatened by the leaders of the free world acting like a mafioso cartel.

    How much lower can we descend?

    Has civilization progressed at all?

    We cannot resolve our differences with dialogue; and modern killing machines have replaced sticks and stones where might is right.

    Have I lost hope? NO.

    I look at the bright moments like Bob Hawke’s leadership of the anti-apartheid BDS movement that liberated South Africa and Nelson Mandela.

    Student protests and encampments for Gaza all around the world, including at Western Sydney University, maintain my faith in the power of active citizens.

    Under this “moral violence” for peace, universities are reconnecting with their essential humanity and their duty of care.

    As we celebrate our academic achievements today, we must also remember the students and teachers of Gaza’s razed universities.

    We must not lose sight of the real-world impacts of our academic pursuits. My knowledge of economics was enriched by my social and political activism. When I was in Indonesia to advise on the recovery from the Asian financial crisis and to draft National Human Development Report, I lived outside the gated community to understand the daily struggle of those who lost livelihoods.

    In 1970, Friedman wrote, “the social responsibility of business is to increase its profits”.

    Dear new business graduands, as I congratulate you, I also urge you to purge the world of this obnoxious Friedmanite idea that is destroying our planet and tearing our communities apart.

    Look instead to the “Social Business Model” of Bangladesh’s Nobel Laureate Muhammad Yunus.

    Work on the right side of history; stand up for justice and liberation; spread the “moral violence” for peace; and put people and planet before profit.

    Thank-you.


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    Centre For Future Work to evolve into standalone entity

    The Centre for Future Work was established by the Australia Institute in 2016 to conduct and publish progressive economic research on work, employment, and labour markets. Supported by the Australian Union movement, the centre produced cutting edge research and led the national conversation on economic issues facing working people: including the future of jobs, wages

    Dutton’s nuclear push will cost renewable jobs

    by Charlie Joyce

    Dutton’s nuclear push will cost renewable jobs As Australia’s federal election campaign has finally begun, opposition leader Peter Dutton’s proposal to spend hundreds of billions in public money to build seven nuclear power plants across the country has been carefully scrutinized. The technological unfeasibility, staggering cost, and scant detail of the Coalition’s nuclear proposal have

  • No need for panic over ‘sticky’ inflation: Jericho

    No need for panic over ‘sticky’ inflation: Jericho

    by Greg Jericho

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    Inflation has stopped falling, but there’s no need for a further rate hike, says Greg Jericho.

    Inflation is stubbornly staying above the Reserve Bank’s target, but it’s not because Australian consumers are flush with cash, according to Australia Institute Chief Economist, Greg Jericho.

    In fact, retail spending figures suggest that people are struggling and further suppressing consumer demand by increasing interest rates could have a detrimental effect on the economy, Jericho said on the latest episode of Dollars & Sense.

    “Pretty much since December, inflation has been stuck at that 3.5, 3.6 per cent area.

    “Whereas, before that, it had been coming down fairly steadily.

    “And so, some economists are getting rather panicky about the fact that inflation is ‘sticky’.”

    But that’s not the full picture, Jericho said.

    “What I care about as an economist is: are consumers out there spending like mad? And, as a result shop owners are going ‘wow, I’ve got lines around the block – I can raise prices’.

    “But what we see in the retail spending figures is that we are not buying much at all.

    “That is a real sign that we are not flush with cash, we are not doing well – households are really struggling.”

    While some are calling for the Reserve Bank to take further action, further suppressing consumer demand to get inflation below three per cent isn’t a silver bullet, Jericho said.

    “The Reserve Bank has a target – and it’s an arbitrary target – of trying to keep inflation between two and three per cent.

    “Other countries have different inflation targets.

    “There’s no natural law of economics that says once inflation goes below three per cent things are hunky dory.”

    Dollars & Sense is available on Apple Podcasts, Spotify or wherever you get your podcasts.


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    Centre For Future Work to evolve into standalone entity

    The Centre for Future Work was established by the Australia Institute in 2016 to conduct and publish progressive economic research on work, employment, and labour markets. Supported by the Australian Union movement, the centre produced cutting edge research and led the national conversation on economic issues facing working people: including the future of jobs, wages

  • Does leave for menstruation and menopause advance women’s rights and gender equality at work?

    Does leave for menstruation and menopause advance women’s rights and gender equality at work?

    by Lisa Heap

    As pressure grows for action to establish new work rights, including additional leave, for those who experience menstruation and menopause, the Centre for Future Work’s Senior Researcher, Lisa Heap, canvases the debate about whether these rights will advance gender equality at work.

    There are growing calls for the establishment of new work rights, including additional leave, for those who experience menstruation and menopause*. These biological processes are normal and are experienced by large numbers of workers. Yet their sometimes debilitating effects have been ignored in the framework of workplace rights historically built around men’s experience of life and work.

    Unions have begun surveying their members on the issue and a growing number of unions are seeking new rights in collective agreements, including additional leave, for menstruation, menopause, and reproductive health concerns. The ACTU, Australia’s peak union body, is likely to discuss a policy on reproductive leave (including leave for menopause and menstruation) at its Congress in June 2024. There is also evidence that organisations are moving to include policies on these issues in their HR handbooks. These calls for new rights reflect increasing public awareness and acceptance that biological processes experienced by women should come out of the shadows and from behind closed bathroom doors.

    However, not everyone agrees that seeking additional leave and other workplace rights because of menstruation or menopause is the right way to go. Leading industrial relations academic Marian Baird, whilst being a strong advocate for new rights, has noted that debate on issues such as menstrual leave ‘can be polarising for organisations and for feminists.’ Concerns include that leave and other rights for menstruation and menopause may result in women being targeted as weak or unable to do the job because they are absent from work or that employers will see them as less reliable or more costly to employ. Thus, undermining women’s position at work. Some scholars argue that focusing on leave, and therefore effectively removing the problem from the workplace, means that the problem is being hidden at work.

    There have been long standing debates between feminist theorists about whether the path to gender equality at work is best served by highlighting the similarities between men and women and treating all workers the same – sometimes referred to a formal equality. Or whether there should be accommodation of differences including acknowledging biological differences and the reproductive role that women play in society and ensuring that work rights reflect this. The difficulty we have in Australia, like in many western democratic countries, is the standard of the ideal worker is male so treating everyone the same, effectively means treating them as men.

    It is difficult to ignore that some workers are struggling with the impacts of menstruation and menopause at work. Supports are needed for these workers. Not everyone’s experience is the same but for some menstruation involves severe bleeding, extreme pain, and lethargy. Shame and stigma for some workers may lead to hiding period pain and carrying on with job. This can have both physical and psychological impacts. The effects of the processes associated with menopause may include losses of concentration, difficulty sleeping, headache, fatigue and mood changes. In both cases work based impacts can include perceptions of poor work performance, a loss of confidence for effected workers and using all personal/carers’ leave trying to ‘manage’ the impact of menstruation and menopause. Some workers may need a move to part-time work or even consider leaving paid work as a way of managing.

    The evidence gathered around the work-based impacts of menstruation and menopause establishes the need for further changes in work rights to accommodate the lived experience of women. To ignore this evidence would in effect reinforce men’s experience of work as the norm and the standard around which work rights are framed. Australian public policy and legal frameworks have developed to accommodate some biological processes experienced by women. For example, there are now universal rights around pregnancy, maternity, and breastfeeding and work. Leave and workplace flexibilities accommodating the effects of menstruation and menopause could be the next step in the evolution of these workplace rights.

    Beyond HR policies there are two main ways of establishing work rights – incorporating these rights in workplace laws or bargaining for their inclusion in enterprise agreements. Incorporating leave and other rights to flexible work arrangements in legislation would provide a universal standard and a whole of society approach. Bargaining offers the opportunity to craft boutique solutions considering the needs of the organisation and those of the workforce. The process of bargaining itself helps to educate and explore the issue thus assisting with ‘normalising’ it at work. However, bargaining for ‘equality rights’ of this kind can take time and often requires work-based champions to get and keep the issue on the bargaining agenda.

    In Australia many universal workplace rights have been achieved first through unions bargaining for these at the industry or organisational level and then by unions fighting to have these included in legislation. The achievement of paid leave for those workers experiencing family violence is the most recently high-profile example of this. The progress to gain menstrual and menopause leave, and other associated rights is likely to involve both bargaining for these rights and lobbying for legislative change.

    Leave for menstruation and menopause will advance women’s rights and gender equality at work however, even when these rights exist that won’t be the end of action to make them a reality. Workers will need to be aware of these rights and feel comfortable and confident to use them without fear that they will be treated less favourably for doing so. Establishing the rights either through legislation or bargaining will set the normative standard. Organisations will then have the obligation to create systems processes and cultures that would ensure that workers can, and do, access these rights once they exist.

    *I use the term woman/en to include those who experience menstruation or menopause but who may not identify as a woman.

    **This article originally appeared in The Point the official newspaper of the Independent Education Union Victoria Tasmania


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  • Budget 2024-25: Resists Austerity, Reduces Inflation, Targets Wage Gains

    Budget 2024-25: Resists Austerity, Reduces Inflation, Targets Wage Gains

    Important support to help with cost-of-living challenges, but more needed

    Commonwealth Treasurer Jim Chalmers delivered his 2024-25 budget to Parliament. While it booked a surplus for 2023-24 (the second consecutive surplus), it increased total spending for future years, and forecasts continued small deficits. In the wake of the economic slowdown resulting from RBA interest rate hikes, this new spending is needed and appropriate.

    Targeted cost of living measures will directly reduce inflation in some areas (like energy and rents), while helping working Australians deal with higher prices in others (including reworked State 3 tax cuts, and support for higher wages for ECEC and aged care workers). Unlike previous years, the budget is projecting real wage gains in coming years that are actually likely to materialise — however, the damage from recent real wage cuts will take several years to repair, and further support for strong wage growth will be required, from both fiscal policy and industrial laws. The budget also spelled out initial steps in the government’s Future Made in Australia strategy to build renewable energy and related manufacturing industries; these steps are welcome but need to be expanded, and accompanied by strong and consistent measures to accelerate the phase-out of fossil fuels.

    Our team of researchers at the Centre for Future Work has parsed the budget, focusing on its impacts on work, wages, and labour markets. Please read our full briefing report.



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  • Calls for massive rate hikes and recession are cavalier: Jericho

    Calls for massive rate hikes and recession are cavalier: Jericho

    by Greg Jericho

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    Inflation will remain higher for longer, but a recession is not the solution, says Greg Jericho.

    The Reserve Bank have revised their inflation projections, suggesting that interest rates are going to remain high for longer than many expected.

    This has sent plenty of people into a spin, with media speculating about interest rate armageddon and some economists calling for a recession.

    But with inflation still heading in the right direction, cooler heads must prevail as policymakers navigate the tricky economic climate, Australia Institute Chief Economist Greg Jericho said on the latest episode of Dollars & Sense.

    “[Inflation] is not dropping as fast as people thought because the previous thinking was probably a bit hopeful.

    “Importantly, the long-term trend – where the Reserve Bank thinks inflation is going to go – really wasn’t changed. They still believe it’s going be below three per cent by the end of next year.

    “That was what they were thinking in February – perhaps it’s just not going to be as sharp a drop.”

    But that’s not necessarily a bad thing, Jericho argued – saying inflation’s fall had been roughly mirroring the pattern leading into the 1990s recession.

    “That’s generally not a good thing to try and copy.

    “Inflation, when it comes down, often can have a tendency to come down really fast – and the problem is it doesn’t actually steady and flatten out at the point you want it to.

    “It just keeps going because the economy kind of tanks.”

    Despite the risks, some economists have called for significant interest rate increases – even a small recession.

    “The reality is that you very rarely get what you desire when you call for a ‘little’ recession.

    “Calling for a ‘short recession’ is like calling for a ‘small war’. They don’t stay small, they don’t stay short.

    “How can you be so cavalier with people’s livelihoods?”

    Dollars & Sense is available on Apple Podcasts, Spotify or wherever you get your podcasts.


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    Centre For Future Work to evolve into standalone entity

    The Centre for Future Work was established by the Australia Institute in 2016 to conduct and publish progressive economic research on work, employment, and labour markets. Supported by the Australian Union movement, the centre produced cutting edge research and led the national conversation on economic issues facing working people: including the future of jobs, wages