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This report, prepared as a foundation for discussions at the Tripartite Meeting on the human resource implications of globalisation and restructuring in commerce, reviews the effects of globalisation and the restructuring of the commerce sector. The changes and developments occurring within commerce have an ongoing impact on employment, working conditions and industrial relations, directly within the commerce sector as well as in related industries. This report outlines some recent global trends in the commerce sector and reviews a number of the resulting effects on employment. Chapters in this publication include: Globalisation, restructuring and employment in commerce; Internationalisation and new commercial circuits; The market-place becomes more liberal; Improving the efficiency of the supply chain through information technology; The changing consumer and retail formats; Labour-management relations in the context of globalisation of distribution circuits; Voluntary initiatives in the commerce sector and the ILO's involvement. A list of suggested discussion points is included. Show less

By the 1890s, factory methods had encouraged looseness or avoidance of apprenticeship contracts. The improver system, under which employers were not responsible for teaching, flourished. Youths grew up insufficiently skilled to command full tradesman’s pay, thus threatening adult jobs and wages. In 1896, following anti-sweating agitation, wages boards were established to determine minimum rates and maximum numbers of juveniles in certain seriously exploited trades. By 1900, this system was extended to other trades, but the minimum duration of apprenticeship contracts was set at only one year. Because employers resented limitation, wages boards in 1903 lost the power to fix the proportion of apprentices; but in compensation an apprentice was redefined as one bound to be taught for at least three years. Nevertheless, without adequate means of training, adequate definition of trade skills, or an adequate tribunal, the situation remained unsatisfactory. Trade classes were developed to supplement workshop experience, but they had little effect.

In 1907 a conference recommended that an Apprenticeship Commission take control of certain skilled trades and establish the numbers to be admitted as apprentices, their wages, and the goals and methods of their training, including technical education. Improvers would be excluded from those trades. Although wages boards gained power to prescribe indentures in 1909, and regained their limitation powers in 1910 when Bills to establish a Commission were presented in 1911 and 1912, both the form of the proposals and the antagonism of employers resulted in their rejection. A second conference in 1911 recommended that apprenticeship be left to the wages boards. Between 1911 and 1921, the Federal Arbitration Court improved apprenticeship conditions in some trades; the technical school system developed its capacity, especially in preparatory work; and a Repatriation Training Scheme adopted organisational machinery similar to that proposed in 1907.

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Why aren't workplaces better designed for women? We show that changing the priorities of those who set workplace policies can create female-friendly jobs. Starting in 2015, Brazil's largest trade union federation made women central to its bargaining agenda. Neither establishments nor workers choose their union, permitting a difference-in-differences design to study causal effects.

We find that 'bargaining for women' increases female-centric amenities in collective bargaining agreements, which are then reflected in practice (e.g., more female managers, longer maternity leaves, longer job protection). These changes cause women to queue for jobs at treated establishments and separate from them less - both revealed preference measures of firm value. We find no evidence that these gains come at the expense of employment, workers' wages, or firm profits. Hence, prioritizing women's preferences in decision-making can lower within-firm gender inequality through more efficient bargaining.

Published abstract reprinted by permission of the copyright owner. Show less

Along with Myanmar's political and economic systems, the country's labour market is undergoing a profound transformation. At the same time, systematic information on the labour market is scarce. Addressing this gap, this study presents data collected through a survey among enterprises operating in the food processing and garment sectors. Looking at labour issues in Myanmar from the perspective of employers leads to various findings. Labour turnover rates are high and often worker-driven. Lack of skilled labour is viewed as a major obstacle by many enterprises but only few of them invest in human capital development. Industrial relations systems are in their infancy with workers associations present only in a minority of firms. Social dialogue is underdeveloped and industrial relations are not always peaceful. Almost a fifth of the surveyed enterprises reported that their workers went on at least one strike during the last three years, and a quarter of them had at least one demand for wage increases during the same period. Key documents such as employment contracts and payslips are used widely but not universally. Wages are low compared to other Asian countries but so are labour productivity levels. Still, there were indications that many enterprises would struggle to comply with the new minimum wage. In most enterprises, workers come in six days a week and, on average, work 10.4 hours of overtime per week. Finally, almost all enterprises are registered with the Social Security Board (SSB) but raised concerns about the quality and availability of SSB services to their employees. The study concludes with some suggestions for future policy directions.

Excerpt from publication. Show less

Australia at Work is a longitudinal study of 8,341 Australians to examine people's working lives in a continually changing industrial relations environment. The research participants will be contacted once a year for five years (2007 to 2011) to find out how their working lives are changing. The Australian labour market is experiencing a period of substantial change, within both the economic and industrial relations environments. This third annual Australia at Work report provides a first look at how these changes are impacting on working life. The report distinguishes between changes that have occurred in the last year, during the economic downturn, and the ongoing dynamics of the Australian labour market. The purpose of this report is to provide a first descriptive take of the most recent data in order to generate debate about how Australian working life is evolving both in the short and longer term.

Related reports are indexed in at TD/TNC 94.666 and TD/TNC 94.155. Show less

This working paper explores the multiple dimensions of women's access to good quality jobs. While addressing gender gaps in labor force participation rates remains a critical concern in several countries, it is essential to also focus on the quality of the jobs that women have access to and ask whether those jobs can be transformative for women's empowerment. Three main dimensions of job quality or better jobs are discussed: (1) earnings/wages; (2) job security and stability, which is often determined by the types of jobs that women do, the sectors they work in, and whether these jobs are stable, secure and covered by labor laws and/or benefits; and (3) quality of working conditions, which covers the non-economic dimensions of a working environment and includes occupational safety, workplace relations, the risk of sexual harassment at work and overall job satisfaction, however, discussion of this dimension is limited by the scarce amount of data available.

The paper draws on the available literature and evidence from a variety of projects and initiatives in order to highlight for policy makers some possible solutions to address the multiple dimensions of the 'quality gap' on women's jobs. Some suggested actions include: address childcare, parental leave and working conditions; open pathways to good jobs; foster women's career progress; and systematically address legal and regulatory inequalities.

Edited excerpts from publication. Show less

This report presents an in-depth cross-country analysis of how long-term care workers fare along the different dimensions of job quality. In the initial stages of the [Coronavirus Disease 2019] COVID-19 pandemic, the applause for care workers was a clear expression of the strong recognition of their hard work and exposure to risks in their job. However, as the applause faded after the peak of the crisis, questions have re-emerged about how to improve the working conditions of long-term care workers in a sustainable way. Over the coming decades, the demand for these workers will increase substantially. Several countries are already facing shortages as the large baby-boom generation joins the older population.

To go 'beyond applause', a comprehensive policy strategy is needed to tackle poor working conditions and insufficient social recognition of long-term care work, attract workers in the sector and avoid labour shortages reaching unacceptable levels. Such a strategy should cover several dimensions, with different priorities across countries depending on their specific context, including: direct interventions to raise wages and increase staff requirements; increasing public financing and fostering the leading role by governments; supporting collective bargaining and social dialogue; strengthening training; increasing use of new technologies; and strengthening health prevention policies.

Edited excerpt from publisher's website. Show less

This report offers a comprehensive picture of the experience of workers, especially women on location-based and online platforms, drawing on surveys and interviews with some 1,850 workers in various sectors in Kenya. It also provides insights into the business model of the local digital labour platforms in Kenya, examines regulatory developments, and provides some recommendations to ensure that all platform work is decent work.

Published abstract. Show less

This booklet is an addendum to a 1989 Art and Working Life project about adult unemployment, and contains information about services and arrangements on the loss of a job in South Australia. Issues covered in the first chapter are: union services, award and compensation arrangements, rehabilitation, discrimination, and early retirement. Workers rights are clarified in the event of termination, redundancy or unfair dismissal. There are descriptions of the forms that must be completed and payouts (e.g. wages owed, severance pay, annual leave and loading, long service leave, superannuation and workers compensation) which may be due. Other relevant information is given such as income support from the Department of Social Security (DSS) and support for job searches by the Commonwealth Employment Service (CES). The list of contacts at the back of the booklet may be out-of-date. Show less

This paper, prepared for the OECD ILO conference 'Employment and industrial relations: promoting responsible business conduct', held in Paris in June 2008, considers how seasonal migrant workers can best be protected by the application of international conventions, state regulation and private sector corporate responsibility.

Published summary reprinted by permission of the copyright owner. Show less