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The dualization literature looks to explain the institutional underpinnings of cross-class coalitions that support the growth of labor market dualism in Continental Europe, but has little consideration of institutional arenas that critically impact women's employment. The gendered Varieties of Capitalism framework predicts that in coordinated market economies (CMEs), care-related employment risks attributed to women by the gender division of labor will result in a segregated labor market. The institutional complementarities that facilitate specific skills formation in male workers have distinct ramifications for women workers who are more likely to take time away from work to raise children. In both bodies of work, the gendered characteristic of labor market dualism or segregation is attributed to women's irregular employment biography, thus taking for granted and naturalizing the gender division of labor.

Fleshing out the policies that shape the gender division of labor, family policies as well as the vocational education and training (VET) system are identified in this thesis as a key institutional dyad that shapes the divergent incentive structure for female employment, and subsequently, a gendered dualistic labor market. Family policy and the VET system therefore become critical sites for investigating labor market dualization. The case studies look at changes to family policy between 1980 and 2000 in France and Germany. Using the family policy-VET institutional dyad as a tool for analysis, we observe the impact of this dynamic on women's increasing rate of part-time work and decreasing specific skills acquisition.

The gendered characteristic of dualism suggests that growing labor market segregation does not just result in unequal distributional outcomes in Continental Europe. With the proportion of women active in the labor market increasing, and the lack of family policies distributing care-related employment risks across both male and female employees, women workers and firms employing women face a pro-flexibility incentive structure with regards to training and employment strategies. As CMEs, Continental Europe creates growth and upkeeps a system of social security based on a specific skills labor market and industrial product strategy; a dualistic labor market based on gender thus poses problems for maintaining the specific skills competitive institutional advantage.

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This report presents the findings of a research project that sought to map the impacts of Maori parents' participation in adult literacy and numeracy programmes on themselves, their whanau [extended family], and particularly their tamariki [children]. The objectives for this research were to generate evidence of the relationships between adult literacy and numeracy learning and children's learning, and between adult literacy and numeracy learning and whanau transformation. The purpose was to provide recommendations to policy makers on adult literacy and numeracy which could help improve Maori student engagement and achievement in schools and enhance whanau wellbeing. The overarching research question was what are the impacts on whanau when parents/caregivers undertake programmes to develop their literacy and numeracy in English?

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Previous research indicates that social relationships can influence the probability of successfully finding a first job. This paper contributes to this field of research by empirically analysing the rarely studied question, if social networks can help adolescents find an apprenticeship in the strongly company-based vocational training system of Germany. In contrast to most previous studies, not only the youth's networks, but also their mothers' networks are taken into account. In addition to the social, the ethnic composition of the networks is also considered. Event data analyses of German panel data on natives and migrants from the project 'Young immigrants in the German and Israeli educational system', show that adolescents' networks have no effect on the success of an apprenticeship search. In contrast, the mothers' networks play a crucial role.

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This study explores the linkage between nine policy indicators of public childcare provision and maternal employment in terms of employment propensity and (conditional) working hours. We apply different identification strategies with a two-way fixed effects specification with individual and macro-level confounders as well as year and state fixed effects as our most ambitious specification. Based on German microcensus data for waves 2006-2014, our findings show that identification, particularly in terms of state fixed effects, is crucial for the estimated effects. For three indicators however, we are left with significant associations even in the most complex model: For 1-2 year old children cared for by a childminder (3-5 year old children in daycare centres), an increase in the share of children taken care for less than 25 weekly hours on all same-age children attending public care by 10 percentage points is associated with a decrease of maternal employment propensity by 2 (4) percentage points. Thirdly, the existence of a legal claim on childcare from the age of one is associated with an increase in weekly working hours by 4.3 per cent, compared to a situation without such an entitlement. Compared to medium-level educated mothers, associations with respect to employment propensity are stronger (weaker) for mothers with a high (low) educational level whereas hours associations are weaker for highly skilled mothers. Compared to mothers in couples, single mothers respond less sensitively concerning both the extensive and the intensive margin of employment.

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Over the past few decades, both the nature of work and employment relations have undergone significant change in Australia. Employees are expected to work harder and for longer hours, employment is less secure for many workers, and part-time and casual work have increased significantly. In addition, the ways in which wages and working conditions are determined have also changed. Industrial relations have become decentralised and union coverage of the workforce has declined. Collective approaches to employment relations have increasingly been replaced with more individualised arrangements. This collection of writings is based on a workshop sponsored by the Australian Academy of Social Sciences at the end of the year 2000 and involving participants from academic fields along with practitioners and policy makers. The collection attempts to examine the likely future directions for both work and employment relations in Australia as the new millennium begins. The chapters are: Introduction to working futures / Ron Callus and Russell D. Lansbury; Work in an ungolden age / Keith Hancock; Changes in the nature of work and employment relations: an historical perspective / Greg Patmore (with commentaries by Melanie Oppenheimer and Raelene Francis); The changing labour market and its impact on work and employment relations / Mark Wooden (with commentaries by John Burgess and Joe Isaac); Legal aspects of the changing social contract at work / Ron McCallum (with commentaries by F. L. Wright and Suzanne Jamieson); Down with the dictator: the role of trade unions in the future / Michael Crosby (with commentaries by Rae Cooper and Stephen Long); Employment time and family time: the intersection of labour market transformation and family responsibilities in Australia / Bettina Cass (with commentaries by Ed Davis and Alison Morehead); The disadvantaged in the new economy / Gianni Zappala, Vanessa Green and Ben Parker (with commentaries by Gillian Considine and Caroline Alcorso); Changing forms of organisation and management / Dexter Dunphy and Doug Stace (with commentaries by Beryl Hesketh and David Grant); Working futures: Australia in a global context / Ron Callus and Russell D. Lansbury. The editors conclude that the traditional employer-employee model is increasingly irrelevant in the current context and that more inclusive economic and social policies are needed to ensure quality of jobs and employment relations in the future. Two issues require particular attention: the portability of entitlements between employers and the sharing of risks associated with less secure forms of employment. Show less

When young people are not certain, or struggle to make decisions about their future careers, they can feel anxious or concerned. These types of feelings can be a common cause of stress in educational settings. Here we share a brief questionnaire that can help young people to become more aware of their feelings associated with career decision-making. The questionnaire can facilitate productive career conversations between them and others, such as career practitioners, teachers and parents or carers.

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Stellar aims to increase the number of Clarence Valley students participating in university by creating meaningful partnerships between schools, business, government, community organisations and individuals. Stellar is able to create these partnerships because it is driven by the Clarence Valley Industry Education Forum (Forum) which is strongly connected to the community. Forum members are largely passionate Clarence Valley residents who provide direction, resources, and community links. Southern Cross University (SCU) and University of New England (UNE) jointly implement Stellar whilst the Forum provides input to the strategic direction and contributes to the implementation of activities. Stellar has formed key relationships with Clarence Valley Indigenous communities facilitated by the Forum's Aboriginal Education Consultative Group (AECG) member who has been instrumental from the beginning in shaping the Stellar operating principles and creating links and support with Indigenous communities.

Stellar partners with both Indigenous and non-Indigenous high school students in the Clarence Valley. The initial design of Stellar was heavily focused around tailoring activities to partner with Indigenous students, families and communities. Stellar has become known as a program that works 'with' Indigenous people and connections have deepened by joint sharing and participation in Indigenous community activities. Stellar facilitates many opportunities both at school and through university visits for Clarence Valley students. They also learn from local role models ranging from current university students who recently graduated from their high school to professionals from local businesses through interactive activities designed to build knowledge of courses and careers and get students thinking that university is a possible option for them. Stellar also provides information and encouragement for teachers, parents and community so they are equipped to support their children to strive for higher education. Community activities are strongly partnered with Indigenous organisations and community members and are flexible so that they meet the needs of the community. Stellar's engagement is early from Year 6 to Year 10 and sustained - at least two direct activities per year per year level in addition to community based activities.

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This is the first report in a series for the New Links Workplace Project, funded by the William Buckland Foundation and by the Truby Florence and Williams Charitable Trust administered by the ANZ Trustees. The basis of the study was the repeated research finding that juggling work and family lies at the crux of social change. Men and women - at every socio-economic level - were moving away from marriage and the breadwinner-housewife model of the family. Thus structural change and cultural shifts came together in pressures on families that had never been faced before. Issues covered include: corporate welfare; work and family; changing family values; corporate responses in Australia, Europe, Britain, and the United States in terms of leave, flexible work, childcare, relocation, and dependent care; staff recruitment; absenteeism; staff evaluation; and employee assistance programs. Includes references in footnotes. Show less

This report presents findings from the First Nations Labour and Employment and Development (FNLED) survey administered in the Northwest Territories in 2019-2020 and provides a snapshot of various labour and employment indicators. The FNLED is a population survey aimed at documenting the economic reality and the employment issues in First Nations communities. The data obtained from the FNLED are intended to support economic development, support policies and programs such as income security, and help defend the rights and interests of First Nations.

The survey emphasized the collection of labour market information (employment, labour, jobs and skills) and therefore focused on First Nations youth (ages 15 to 17 years) and adults (ages 18 to 64 years old), rather than children. The survey includes questions specific to demographics, employment, traditional activities, education, training, skills, workplace well-being, knowledge of First Nations languages, and housing. The booklets, authored by staff of the First Nations of Quebec and Labrador Health and Social Services Commission (FNQLHSSC), provide details on the main themes of the survey.

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Asian men in the United States often face race-based occupational segregation and gender-role pressure. Career decision ambiguity tolerance (CDAT) can be a source of psychological adaptation in these individuals' complex contexts. We conducted a cluster analysis to investigate the CDAT profiles among the sample of Asian men and their associations with adherence to Asian cultural values and masculine norms, racial occupational barriers, and subjective well-being. Results showed that the participants who were more tolerant of career decision ambiguity tended to engage more in career behaviors and show higher psychological well-being. Participants who were more anxious about career decision ambiguity showed higher adherence to Asian cultural values and some traditional masculine norms. The results may indicate higher career intervention needs of Asian men with stronger adherence to traditional cultural and gender norms at the face of unpredictable career decision-making.

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