Thank God you're here: the coming generation and their role in future‐proofing Australia from the challenges of population ageing

Like much of the industrialised world, Australia's population is ageing, the implications of which are twofold: increasing demand for publicly funded services and a decline in the supply of prime working‐age people. In grappling with the challenges of a diminishing workforce, the Australian Government is currently relying on its migration programs to provide both the much‐needed labour and skills for the resource boom and also to stimulate the economy through population growth. However, there may be another, not yet fully considered solution to the upcoming demographic problem. This paper investigates how the grandchildren of the baby boomers, termed here the Thank God You're Here generation (Gen TGYH), might impact on Australia's predicted workforce shortage. This generation of workers will enter the labour force as the last of the baby boomers reach retirement age, and will not only be bigger in size than preceding generations (Y, X and Baby Boomers), but also potentially be better educated than the retiring generation. This paper will also canvas the opportunities for both Gen TGYH and employers as well as the challenges for policymakers and governments in maximising the opportunity provided by this generation in the Australian economy.     

Inclusion of persons with disabilities in mainstream employment: is it really all about the money? A case study of four large companies in Norway and Sweden

This study investigates how large companies respond to public policy measures to ensure the inclusion of persons with disabilities in mainstream employment based on a case study of four companies in Norway and Sweden. The qualitative interviews, which were conducted with company managers, government representatives in Norway, and non-governmental organisations in Sweden, revealed three overarching themes: (1) ‘legitimacy’, (2) ‘financial interests’ and (3) ‘non-financial support’. The results indicate a more proactive response from the Swedish companies, especially regarding persons with intellectual and learning difficulties. The Norwegian companies reveal a high commitment to their own employees. These findings cannot be explained solely using neo-institutional theory, which holds that organisations demonstrate ‘conformity with powerful institutional myths to strengthen support and secure survival'. The results indicate that inclusive targeted corporate policies and programmes, advisory support, and the agency and value choices of the management might matter more.     

Voluntary contributions and wages in nonprofit organizations

Voluntary work provides a major source of labor for many nonprofit organizations. Consequences of volunteers and paid staff working alongside each other in nonprofits are well documented. This article contributes to this strand of literature and investigates whether the presence of volunteer work influences paid employees' wages in nonprofit organizations. We estimated a multilevel wage equation accounting for personal characteristics of workers and characteristics of nonprofits. The analysis revealed that nonprofit organizations engaging volunteers pay lower wages to their employees. Our findings contribute to the understanding of wage‐setting behavior of nonprofits and improve the methodological approach of empirical research in this field.     

关于就业创业课程开发及学习资源库建设的几点体会

总结了关于创业教育课程开发和就业创业学习资源库项目建设的意义、目标和主要任务、实施过程、取得的主要成果、重要贡献及项目进一步建设和推广的几点建议。     

农村劳动力转移就业的多元路径选择

长期以来，我国农村劳动力转移就业基本上是以流向东部沿海经济发达地区为主的单一模式。近年来，受东部沿海地区产业向中西部地区转移进程加快和内地经济快速发展的影响，区域间的比较优势逐渐弱化，农村劳动力远距离就业的选择空间越来越大，当地政府必须通过调整农业经济结构、鼓励农民自主创业、加大招商引资力度和开辟国外劳务市场等途径探索多元转移就业路径，实现农村劳动力合理转移就业。     

Adding Sexual Orientation to New York State's Human Rights Law: Initial Information About Implementation and Effectiveness

While previous research has focused on measuring employment discrimination based on sexual orientation and establishing the need for laws that protect against such discrimination, very little research has evaluated the effectiveness of current nondiscrimination laws. This exploratory research considers the addition of sexual orientation to New York State's Human Rights Law as it relates to employment. In an effort to better understand the implementation and overall effectiveness of the law, attorneys in New York who specialize in employment law were surveyed. The survey results, based on the responses of 34 attorneys, provide insights into how well the law has initially protected individuals from discrimination, and how well it has provided redress for claimants of employment discrimination. The initial results of the research suggest that employees mostly seek redress for a hostile work environment, that potential claimants are concerned with confidentiality and retaliation, and that more training for employees is needed to combat employment discrimination based on sexual orientation.     

The experience of sole mothers balancing paid work with care for a child with a disability

There are increasing numbers of families in Australia headed by sole parents, but little is known about the experiences of those who also care for a child with a disability. Additional caring responsibilities have previously been shown to impact on the work participation of parents. This study involved qualitative analyses of interview data conducted with sole mothers with school‐aged children with disability (N = 11). Thematic analysis revealed four themes that enabled and supported participation in the workforce: social support; managing appointments; characteristics of the workplace; and the role of the school. Results suggest the importance of practical help from family and friends in facilitating participation in paid employment. Additionally, the importance of flexible appointment scheduling on the part of service providers was highlighted, as well as the importance of workplace flexibility and supportive workplace cultures. Such factors were important in supporting sole mothers to balance work with care, with important implications for personal and family wellbeing.     

Global employment and decent jobs, 2010–2030: The forces of demography and automation

Globally, an estimated 734 million jobs will be required between 2010 and 2030 to accommodate recent and ongoing demographic shifts, account for plausible changes in labour force participation rates, and achieve target unemployment rates of at or below 4 per cent for adults and at or below 8 per cent for youth. The facts that most new jobs will be required in countries where “decent” jobs are less prevalent and workers in many occupations are increasingly subject to risks of automation further compound the challenge of job creation, which is already quite sizable in historical perspective. Failure to create the jobs that are needed through 2030 would put currently operative social security systems under pressure and undermine efforts to guarantee the national social protection floors enshrined in the Sustainable Development Goals (SDGs).     

Mothers' work patterns and Children's cognitive achievement: Evidence from the India Human Development survey

As female labor force participation increases globally, the relationship between maternal employment and children's development remains unclear. Using data from the India Human Development Survey (2005), we investigate the link between maternal employment and children's arithmetic and reading achievement. We develop a work pattern typology that goes beyond standard measures of employment and captures work intensity and its compatibility with child-rearing in a transitional economy. We find that the relationship between maternal employment and children's outcomes is not unidimensional. For example, children of self-employed mothers are not disadvantaged compared to those with stay-at-home mothers, but maternal employment in salaried jobs or wage work outside the home is negatively associated with cognitive skills in children. However, this negative association is reversed at higher levels of maternal education, suggesting greater access to resources and flexibility associated with better jobs mitigate the negative aspects of maternal employment posed by time constraints. Additionally, maternal employment is associated with maternal involvement in schoolwork and financial investment in academic activities, providing evidence that both time and resources devoted to children's education are significant.     

竞业限制条款法律适用及其完善

企业基于商业秘密之保护和维持永续竞争力,通常要求员工签订竞业限制协议或条款,其中涉及商业秘密保护权和员工劳动就业权的冲突。因我国目前相关法律规定零散而不成体系,因此应合理构建竞业限制条款的具体制度,规定一般员工的法定竞业限制义务,明确竞业限制的主体、适用范围、经济补偿、违约责任、期限等,准确理解违反竞业限制义务的责任构成及其责任形式是实现权利冲突的合理解决和劳资双方共赢的最佳途径。