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The ‘Attracting and retaining staff engaged in science, engineering and technology project’ was commissioned as one of the key research initiatives to build upon the findings of the Australian government’s previous audit of science, engineering and technology (SET) skills. The overall aim of the project was to provide an insight into the attitudes of SET employees towards the factors (such as human resource management practices, incentives, etc.) that attract and retain them in these professions. This national phone survey, undertaken by Market Solutions between June and September 2007, presents views of current and previous employees in SET occupations about factors (such as human resource management practices and work conditions) which attract and keep them in these professions. The survey sought the views of around 3,000 current and previous SET employees selected at random. The analysis was undertaken by the Skills Analysis and Quality Systems Branch of the Department of Education, Employment and Workplace Relations (DEEWR). Characteristics such as gender, type of SET occupation, age group and skill level are examined. This phone survey follows a literature review on SET employees.

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Skills shortages have reinvigorated ongoing debate and concern about high attrition rates among Australian apprentices and trainees. Low apprentice and trainee wages have often been cited to explain this ongoing problem. This paper discusses the factors contributing to non-completion among apprentices and trainees in regional Victoria, and how the experiences of those apprentices and trainees who did not complete their training compare to those currently in-training. It asserts that unpleasant working conditions, poor quality training, a lack of support and low wages are contributing to both non-completion and a high degree of dissatisfaction among apprentices and trainees. Consequently, it argues an increase in the apprentice and trainee wage can only go part-way to improving training outcomes and experiences and attracting young people into the system.

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This guide has been developed to assist employers to address their future skill and workforce needs. The guide draws on good practice case studies and examples of workforce development strategies both in Australia and internationally. The case studies were chosen on the basis of their successful strategies in tackling important workforce development issues. The case studies are structured around the following key themes: (1) training, development and career path planning; (2) addressing skill shortages; (3) strategies to address an ageing workforce; (4) supporting the workforce participation of under-represented and disadvantaged groups; and (5) fostering a supportive work culture.

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This paper examines the patterning of exposures to occupational hazards in relation to occupational skill level as a proxy for pay rate, testing the general hypothesis that exposures to occupational hazards increase in prevalence with decreasing skill level. A population-based telephone survey was conducted on a random sample of working Victorians. A set of 10 indicators of exposure to occupational hazards were analysed individually and as a summary scale in multivariate regression models. A significant increasing trend in hazardous working conditions from the highest to lowest occupational skill level was observed, with those in lower skill level jobs twice as likely to be exposed as those at the highest skill level. This overall trend was driven primarily by higher exposure in the middle skill level group (technicians and skilled trades) as well as the lowest (labourers and elementary clerical), the two main blue-collar groups. Findings provided partial support for the hypothesised relationship.

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This research report explores options for the use of the Workplace Modifications Scheme [WMS] to assist the employment of people with mental illness. Suggestions are made on how best to promote the Scheme to employers, job seekers, employees and employment service providers to assist in the employment of people with mental illness. The accommodation of employees with mental illness requires workplace adjustments that are different to those currently funded through the WMS. The research suggests there is a lack of confidence among employers regarding the employment of people with mental illness, due to a lack of understanding of mental illness. There is also concern about the impact the illness may have on the person’s ability to work, possible legal obligations regarding discrimination, and a lack of awareness of available supports.

A review of international literature and practice in the area of workplace adjustments has identified several ways a workplace can accommodate an employee with mental illness including: the provision of mentoring; higher levels of support; flexible work hours; training of supervising staff and co-workers; and changes to the physical environment. Several suggestions are provided as to how this assistance to employees with mental illness in the workplace can be provided. The research clearly demonstrates a need for the promotion of the WMS, through JobAccess, to employers, employment service providers, organisations assisting people with mental illness and individuals with mental illness.

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This paper provides a fresh look at informal employment, a phenomenon of renewed interest to policy makers and researchers alike. It finds that informal employment is likely to stay, is sometimes a voluntary choice, can offer better working conditions than formal employment and is very heterogeneous and diverse. Reasons for these puzzling facts and trends are discussed by focussing on incentives and constraints determining labour market outcomes. 'Reloading' informal employment argues for a re-thinking of the current policy agenda and maps out important further directions for research.

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This report identifies a new generation, Generation F - women in the Australian labour force aged between 16 and 65. According to the report they are significantly overlooked, under utilised and untapped source of talent in the current labour market. This report reveals the perceptions and attitudes of Generation F toward their careers and workplaces, outlines the factors they consider most important when choosing an employer and identifies the issues that will motivate them to move on. Also included is advice and examples of how organisations can benefit by harnessing the skills, commitment and ambitions of Generation F. Show less

This report highlights four factors which are key to shaping the age structure of Europe’s workforce: ensuring career and employment security; maintaining and promoting the health and well-being of workers; developing skills and competencies; and reconciling working and non-working life. The findings show that improving working conditions leads to better job sustainability over the lifecycle, which in turn can prevent early exit from the labour market and encourage stronger participation rates among older workers. The analysis is based on findings from the fourth European Working Conditions Survey carried out in 31 countries, including the 27 EU Member States.

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The phenomenon of career inactivity in professional nursing has been historically portrayed in the literature as a major cause of disequilibrium in the registered nurse labor market. However, there remains a general lack of understanding of the diverse forces that shape the inactive nurse pool and the likelihood that this population will return to nursing. The purpose of this study was to examine the population of registered nurses who are active in the labor market but work in nonnursing employment. Specifically, this study sought to determine the relative importance of nonworkplace- and workplace-related reasons for working outside of nursing. The results demonstrate that dissatisfaction with the nursing workplace is the key reason cited by actively licensed nurses for working outside of nursing employment. These findings suggest that policy and employer remedies are needed to improve the nursing workplace.

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Following concerns raised about the Subclass 457 visa program, this inquiry was commissioned to recommend changes to the scheme. This report recommends that the government should: (1) abolish the minimum salary level in favour of market rates of pay for all temporary visa holders on salaries less than $100,000; (2) develop an accreditation system or risk matrix to ensure rapid processing of low-risk visa applications so employers can meet skills needs quickly; (3) develop new lists setting out the skilled occupations for which temporary work visas can be granted; and (4) limit visa holders to a stay of no longer than eight years in Australia (that is, two four-year visas or four two-year visas) while providing a pathway to permanent residency for those who have the required language skills. Show less