Measuring Minimum Award Wage Reliance in Australia: The HILDA Survey Experience

An important group of interest for industrial tribunals in Australia is those workers who are reliant on awards for their pay and other employment conditions. Research on award reliance and its consequences, however, has long been hampered by the lack of good quality microdata. Most obviously, there are relatively few data sets in Australia that identify the method by which pay is set and also provide detailed information about individuals and the households in which they live. The HILDA Survey, however, is an exception to this, with information about award reliance, and methods of pay setting more generally, being collected for the first time in its 8th survey wave (in 2008). This paper reviews the quality of the data on award reliance that is being collected from this source. It then provides two examples of how these data can inform policy-relevant research questions: (i) to what extent are award-reliant workers found living in income-poor households; and (ii) what role does award reliance play in contributing to the gender pay gap? The results confirm that award-reliant workers are not especially concentrated in poor households, and that for award-reliant workers there is no evidence of any gender-based pay gap.Award reliance, Australia, gender pay equity, HILDA Survey, income distribution, minimum wages

Industrial relations reform in Australia: implications for the agricultural and mining sectors

A major transformation in the processes that underpin industrial relations arrangements in Australia appears to have occurred during the last decade. The tribunal‐based systems of conciliation and arbitration that have shaped labour‐management relationships now play a far less pivotal role, and the system of awards is far less central to the determination of wages and conditions. Greater scope now exists for employees and employers to tailor their industrial relationship to the needs of the enterprise. This article provides an overview of the development of both collective and non‐collective bargaining within the formal framework, and the likely impacts of such developments.International Development,

Re-engaging with Survey Non-respondents: The BHPS, SOEP and HILDA Survey Experience

Previous research into the correlates and determinants of non-response in longitudinal surveys has focused exclusively on why it is that respondents at one survey wave choose not to participate at future waves. This is very understandable if non-response is always an absorbing state, but in many longitudinal surveys, and certainly most household panels, this is not the case. Indeed, in these surveys it is normal practice to attempt to make contact with many non-respondents at the next wave. This study differs from previous research by examining the process of re-engagement with previous wave non-respondents. Drawing on data from three national household panels it is found that the re-engagement decision is indeed distinctly different from the decision about continued participation. Further, these differences have clear implications for the way panel surveys should be administered given the desire to enhance overall response rates.Household panel surveys, survey response, attrition

Gender Differences in Rates of Job Dismissal: Why Are Men More Likely to Lose Their Jobs?

Empirical studies have consistently reported that rates of involuntary job separation, or dismissal, are significantly lower among female employees than among males. Only rarely, however, have the reasons for this differential been the subject of detailed investigation. In this paper, household panel survey data from Australia are used that also find higher dismissal rates among men than among women. This differential, however, largely disappears once controls for industry and occupation are included. These findings suggest that the observed gender differential primarily reflects systematic differences in the types of jobs into which men and women select.dismissals, gender differentials, involuntary job separations, HILDA Survey, Australia

Re-engaging with Survey Non-respondents: The BHPS, SOEP and HILDA Survey Experience

Previous research into the correlates and determinants of non-response in longitudinal surveys has focused exclusively on why it is that respondents at one survey wave choose not to participate at future waves. This is very understandable if non-response is always an absorbing state, but in many longitudinal surveys, and certainly most household panels, this is not the case. Indeed, in these surveys it is normal practice to attempt to make contact with many non-respondents at the next wave. This study differs from previous research by examining the process of re-engagement with previous wave non-respondents. Drawing on data from three national household panels it is found that the re-engagement decision is indeed distinctly different from the decision about continued participation. Further, these differences have clear implications for the way panel surveys should be administered given the desire to enhance overall response rates.Household panel surveys, survey response, attrition

Life satisfaction and sexual minorities: evidence from Australia and the United Kingdom

Very little is known about how the differential treatment of sexual minorities could influence subjective reports of overall well-being. This paper seeks to fill this gap. Data from two large surveys that provide nationally representative samples for two different countries – Australia and the UK – are used to estimate a simultaneous equations model of life satisfaction. The model allows for self-reported sexual identity to influence a measure of life satisfaction both directly and indirectly through seven different channels: (i) income; (ii) employment; (iii) health (iv) marriage and de facto relationships; (v) children; (vi) friendship networks; and (vii) education. Lesbian, gay and bisexual persons are found to be significantly less satisfied with their lives than otherwise comparable heterosexual persons. In both countries this is the result of a combination of direct and indirect effects

Weekend Work and Work-Family Conflict: Evidence from Australian Panel Data

Objective: This paper investigates whether weekend work is associated with higher levels of work-family conflict (WFC) among parents, and whether resources like schedule control or presence of a partner mitigate this effect. Background: The 24/7 economy requires many workers to work on weekends. Nevertheless, research on the impact of weekend work on families, and on WFC in particular, is underdeveloped, with previous studies relying on cross-sectional data and small samples. Method: Associations between regular weekend work and a measure of WFC are examined using data from fourteen waves of the Household, Income and Labour Dynamics in Australia (HILDA) Survey. The sample is restricted to workers aged 18 to 64 years with parenting responsibilities for children aged 17or less (7,753 individuals, 40,216 observations). Both pooled ordinary least squares and fixed-effects regression models are estimated. Results: Among both genders, weekend workers have significantly higher levels of WFC than those who only work weekdays. WFC is particularly high for those who work weekends and simultaneously have little control over their schedule. And whereas WFC is generally higher for single parents, week-end work affects WFC similarly for couple and single parents. Conclusion: Weekend work generally has a detrimental effect on workers’ ability to combine employment with parenting commitments. However, work-domain resources like schedule control can buffer the impact of weekend work

Chasing Hard-to-Get Cases in Panel Surveys: Is it Worth it?

In many population surveys, fieldwork effort tends to be disproportionately concentrated on a relatively small proportion of hard-to-get cases. This article examines whether this effort is justified within a panel survey setting. It considers three questions: (i) are hard-to-get cases that are interviewed different from other interviewed cases? (ii) do cases that require a lot of effort in one survey wave require a lot of effort in all waves? and (iii) can easy-to-get cases be re-weighted to eliminate biases arising from not interviewing hard-to-get cases? Using data from a large nationally representative household panel survey, we find that hard-to-get cases are distinctly different from easy-to-get cases, suggesting that failure to obtain interviews with them would likely introduce biases into the sample. Further, being hard-to-get is mostly not a persistent state, meaning these high cost cases are not high cost every year. Simulations confirm that removing hard-to-get cases introduces biases, and these biases lead to an understatement of the extent of change experienced by the population. However, we also find that under one of five fieldwork curtailment strategies considered, the bias in population estimates that would arise if the hard-to-get cases were not pursued can be corrected by applying weights. Nevertheless, this conclusion only applies to the curtailment strategy involving the smallest decline in sample size. Biases associated with curtailment strategies involving larger sample size reductions, and hence greatest cost savings, are not so easily corrected

Temporary employment and work‐life balance in Australia

While it is often believed that temporary forms of employment, such as fixed-term contracts, casual work and temporary agency work, provide workers with more flexibility to balance work and private commitments, convincing empirical evidence on this issue is still scarce. This paper investigates the association between temporary employment and work-life balance in Australia, using longitudinal data from the Household, Income and Labour Dynamics in Australia Survey for the period 2001 to 2017. In contrast to previous studies, we compare results from pooled cross-sectional and fixed-effects regressions to investigate the role of time-constant unobserved worker characteristics in linking temporary employment and work-life outcomes. The results show that, after accounting for job characteristics and person-specific fixed-effects, among women only casual employment is unequivocally associated with better work-life outcomes than permanent employment. For men, we mostly find negative associations between all forms of temporary employment and work-life outcomes, but the magnitudes of these associations are much smaller and mostly insignificant in fixed-effects models. This result suggests that male temporary employees have stable unobserved traits that are connected to poorer work-life balance

What can life satisfaction data tell us about discrimination against sexual minorities? A structural equation model for Australia and the United Kingdom

Very little is known about how the differential treatment of sexual minorities could influence subjective reports of overall well-being. This paper seeks to fill this gap. Data from two large surveys that provide nationally representative samples for two different countries – Australia (the HILDA Survey) and the UK (the UK Household Longitudinal Study) – are used to estimate a simultaneous equations model of life satisfaction. The model allows for self-reported sexual identity to influence a measure of life satisfaction both directly and indirectly through seven different channels: (i) income; (ii) employment; (iii) health (iv) partner relationships; (v) children; (vi) friendship networks; and (vii) education. Lesbian, gay and bisexual persons are found to be significantly less satisfied with their lives than otherwise comparable heterosexual persons. In both countries this is the result of a combination of direct and indirect effects