Archived News for Human Resource Professionals - February, 2012

Men and women spend similar time undertaking all forms of work (both paid and unpaid) but some mums want more paid work hours according to the Gender Indicators, Australia publication released by the Australian Bureau of Statistics (ABS).

The rate of underemployment is twice as high for women (8%) than for men (4%).

In 2006 dads in full time employment with children under 15 years spent 10 hours 32 minutes a day (on average) in all forms of work, compared with 10 hours 47 minutes for mums employed full time.

New ABS data shows in 2010-11 the underemployment rate for dads whose youngest child was under 6 years was 2.8%, while for mums it was 8.6%. When the youngest child was school-aged, the underemployment rate was much higher for mums at 10.2%. 

In 2010-11 men employed full-time spent 4 hours more per week working in employment than their female counterparts (41.3 compared to 37.2 hours). Mums with children under 6 years and employed full-time worked fewer hours in employment (33.1 hours) but their hours increased when their youngest child was of school age (37.7 hours). Fathers in full time employment worked in employment about the same hours, on average, as did all men employed full time. 

Women also volunteer more than men (38% compared to 34% in 2010). The rate was highest in women aged 45-54 years with school-aged children (10% compared to 3% for men with school-aged children).

The second release of Gender Indicators, Australia, includes new data and commentaries representing the differences between men and women in the major areas of social concern for gender equality. New to this edition, a summary page of the key indicators of gender equality, and interactive graphs showing changes over time.

To see the full range of indicators, and changes over time, see the full online product, Gender Indicators, Australia (cat. no. 4125.0).

Skills Australia has released a discussion paper and called for submissions on the development of a comprehensive workforce development strategy for the Defence materiel supply industries.

Launching the discussion paper, the Minister for Defence Materiel, Senator Kim Carr, said that over the next decade the Australian Government will spend more than $200 billion on the Defence force.

As part of this, the Government is planning a substantial increase in Defence equipment acquisitions across all services, with the most recent Defence Capability Plan including projects or phases of projects valued at approximately $150 billion in current prices.  This acquisition plan includes the Future Submarine Project – expected to be Australia’s largest ever single defence project.

“A skilled workforce will be key to success and the Defence Industry Workforce Strategy plans to better position Australian industry to participate in Defence procurement.”

Last September, the Australian Government asked Skills Australia to work with the Defence Materiel Organisation (DMO) to prepare a comprehensive workforce strategy for the Australian defence materiel supply industries.

 “On average, about 50 to 55 per cent of defence acquisition work (by value) has historically been won by highly competitive Australian-based firms including many small to medium enterprises.  If Australian industry is to continue to be competitive, access to an appropriately skilled workforce will be crucial,” Senator Carr said.

“A steady supply of steelworkers, welders, electricians and mechanics is needed, among many other trades.  And we also need engineers, systems analysts, accountants and specialists in air and marine transport. 

“Defence suppliers can expect to face significant competition for skilled labour from the resources sector and large-scale infrastructure projects including the National Broadband Network.

“This competition for skills could create challenges for the Australian defence industry.  The Paper provides a preliminary, but much needed, assessment of the skills outlook for the Australian defence materiel supply industries.”

It is designed to provoke debate and invite ideas and input from the defence community.  To assist this discussion, public submissions on the Strategy are invited by 5 April, 2012.  The insights gained from these submissions and consultations will form a key input to the final report, which is due in June 2012. 

Senator Carr said he strongly encouraged all to get involved and have a say in the process.

A background paper to this Discussion Paper and information on the public submission process can be found on the Skills Australia web site at www.skillsaustralia.gov.au.

Professor Paula Brough, director of the Social and Organisational Psychology Research Unit cautions that amidst the unabated demand for lucrative mining jobs, those considering flying out to Australia's mine sites may not be aware of the potential psychological risk to their health.


Recently released data by the Australian Bureau of Statistics indicates that while total job positions have fallen by 181,000, mining jobs are massively in demand across Australia. Meanwhile, the industry's investment pipeline has projects worth around $900 billion, with economists expecting that to improve further this year.


Professor Brough said that the financial rewards of working in these environments are a strong draw for many,  but there are many cases of people, who after a period of time, have found that the disadvantages can outweigh the benefits.


"Often employers on the traditional fly-in fly-out rosters can suffer from feelings of isolation in being so far away from their family and everyday community. They often lack the support of their usual networks, daily routines and daily contact with their families.


"Likewise the partners and families of mining sector workers can have similar negative feelings, with wives often having to care for children alone and children missing out on frequent contact with one of their parents."


Although no specific research has so far been conducted by the Griffith Unit, Professor Brough said she had heard via third parties, of the negative emotional toll that this type of employment can take. 


"It seems that the two year mark is a significant benchmark when the situation starts to wear on employees and they decide the financial gain is not worth the emotional strain. Quality of life seems to win the day in the end for a lot of stressed workers."

The Australian Human Resources Institute, in conjunction with Deakin University, has released the findings of its Fair Work Act research project.

Leighton Holdings has announced Dharma Chandran as the company’s new Chief Human Resource Officer (CHRO), ending Craig van der Laan’s interim leadership of the company’s HR function.

Victorian Premier Ted Baillieu has urged the Federal Government to back down from its plan to dismantle the office of the Australian Building and Construction Commissioner, saying that the proposed legislation would significantly jeopardise infrastructure building and promote unsafe building practices.

ANZ has released its Job Advertisement Series for January, finding that the number of advertised places has boomed in the country’s mining states, while recording a stablising of advertisements in non-mining regions.

The Fair Work Ombudsman has issued a clarification of the use of individual flexibility arrangements (IFA) and issues that the Fair Work Ombudsman can investigate.

The ACTU is conducting an inquiry into insecure work, defined as work which provides workers with little social and economic security, and little control over their working lives.

Fair Work Australia has ruled in favour of a large number of community sector workers, ordering a pay rise of between 19 and 41 per cent.