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This paper examines whether the employment outcomes of Australian labour market programme participants vary according to whether they receive housing assistance. This issue attracted attention when a series of US studies showed that clients of welfare-to-work programmes are more likely to achieve positive employment outcomes if housing assistance is also received. This paper tracks the employment outcomes of labour market programme participants utilising six waves of data from the Household Income and Labour Dynamics in Australia (HILDA) database. Findings from a random effects model suggest that housing assistance status has little impact (either negative or positive) on employment outcomes. Differences in the institutional arrangements governing access to housing assistance could be responsible for the absence of any effect in Australia. [ABSTRACT FROM PUBLISHER]

Many suburban areas in Australian cities built between the 1930s and 1960s are facing major challenges from socio-demographic change, ageing housing, long-term disinvestment and entrenched pockets of social disadvantage. Yet despite emerging relative disadvantages, these middle ring or ‘third city’ suburbs are experiencing locally generated piecemeal market-led reinvestment and renewal. This paper explores housing, household and housing investment characteristics and trends in the older parts of Sydney’s western suburbs drawing on analyses of socio-demographic and development application data. Policy options to achieve more appropriate urban renewal outcomes under broad social sustainability criteria are canvassed. Similarities and differences to the American ‘first suburb’ phenomenon are noted. [ABSTRACT FROM PUBLISHER]

This paper provides a review of Australian policy and regulatory developments in 2014 that influence the working conditions of over 5.4 million women. After an assessment of progress against key gender equality indicators, we focus on two key components of the current gender equality ‘architecture’: employment regulation and policy and the work and care infrastructure that supports working women and gender equality more broadly. We review key developments in regulation providing minimum labour standards and anti-discrimination protections for women workers. We then turn to recent developments in the work and care infrastructure, including childcare, paid parental leave and equal pay. Despite having better regulatory and institutional arrangements than exist in some other developed economies, we conclude that without an explicit national gender equality policy framework, progress towards decent work for Australian working women is likely to be incremental at best. [ABSTRACT FROM PUBLISHER]

Changes in public sector management need to be unpacked for different sectors to understand their impact in a particular country. This article focuses on the governance of the feminized profession of teaching in Australia, the single largest professional grouping in the country. Neoliberal assumptions have been built into teachers' work through policy change in three related 'waves'. The first wave in the 1980s installed managerialism in public education by recentralizing curriculum policy, establishing 'self-managing' schools, and downsizing infrastructure. The second wave in the 1990s steered teachers' work through federal intervention into curriculum, and individualization of teachers' work in contexts of marketization; this wave consolidated a national political role in education. The third wave in the 2000s emphasized the codification of knowledge through establishment of standards and criteria for teacher employment and promotion. The article concludes that the governance efforts to steer teachers' work by neoliberal assumptions have been significantly, but not totally, effective. [ABSTRACT FROM AUTHOR]

The organization of work in call centres has been the centre of study and debate for a number of years. This article explores the adoption of nationally-recognized training (based on formal qualifications) in Australian call centres, which is now becoming quite widespread, and its relationship to work organization and human resource management practices. The article draws on a national research project that explored the take up of nationally recognized training by Australian employers. A number of call centres were included in this study that forms the basis for the present article. One of the major attractions for call centre employers, apart from the financial incentives involved in adoption, is the close fit between nationally recognized training and work organization. Because of its on-job nature, such training fits the close quantitative controls that characterize almost all call centres. Because of its integration into the workplace and into work organization, nationally recognized training seems to be moving human resource management processes towards an increased emphasis on employee development. [ABSTRACT FROM AUTHOR]