Glenda Jean Strachan

Bio: Glenda Jean Strachan is an academic researcher from Griffith University. The author has contributed to research in topics: Equal employment opportunity & Workforce. The author has an hindex of 20, co-authored 110 publications receiving 1239 citations. Previous affiliations of Glenda Jean Strachan include University of Newcastle & Eastern Illinois University.

The “family friendly” workplace: Origins, meaning and application at Australian workplaces

Abstract: The closer integration of work and family responsibilities has become an important element in the promotion of the decentralisation of the Australian industrial relations system. This article outlines the origins of the work and family agenda and discusses how it has come to be incorporated into the industrial relations reform agenda. A work and family typology is developed. Examples of family friendly workplace arrangements are outlined and discussed, and the extent to which these are incorporated into enterprise agreements is then outlined. There must be doubts as to how far family friendly workplace arrangements can be extended in an economy with high rates of casualisation, falling trade union densities and considerable differences in bargaining power. Indeed, many of the current family friendly arrangements are distinctly family unfriendly. Finally, there are important gender issues to consider in relation to the family friendly industrial relations agenda.

Affirmative Action or Managing Diversity: what is the future of equal opportunity policies in organisations?

Abstract: Equal employment opportunity policies were introduced in Australia in the 1980s in response to women's disadvantaged workforce position. Australia's unique form of affirmative action was underpinned by legislation, and aimed to promote gender equity in the workplace via employer action. Throughout the 1990s there has been a policy shift away from collectivism towards individualism, and away from externally driven social programmes at the workplace towards managerialist driven social programmes. The main process for implementing progressive and inclusive equity programmes at the workplace is through human resource management policies that link employment diversity to organisational objectives (for example, productivity and profitability). Programmes titled “Managing diversity” have been introduced into some organisations, and today there are a variety of approaches towards equity policies in Australian organisations. The article proposes that a distinctive Australian version of managing diversity will develop in some organisations based on the prior national legislative framework.

Equal employment opportunity legislation and policies: the Australian experience

Abstract: Purpose – Organisations have to respond to a range of legislative and policy initiatives intended to promote equal employment opportunity for women. The purpose of this paper is to analyse the mix of legislation and policies in Australia: anti‐discrimination and equal opportunity legislation, equal pay, work and family and managing diversity policies.Design/methodology/approach – Legislation, industrial relations changes and policies relating to pay equity, non‐discrimination on the grounds of sex, affirmative action and equal opportunity, including work and family policies and managing diversity approaches are reviewed in the context of changing labour conditions and social trends.Findings – Organisations are presented with a range of policies from which to choose and the result is variety in the extent and type of equity programs which produce variable outcomes for women in the workplace.Practical implications – While this paper deals in particular with Australia, the pattern of multiplicity of approach...

The casual academic workforce and labour market segmentation in Australia

Abstract: Teaching in Australian universities is performed by two groups of academic staff, defined by the nature of the employment contract. While permanent academic staff are engaged in teaching and research, a growing group of hourly paid or casual employees deliver teaching services. This article explores some key dimensions of the work and aspirations of these casual academic staff, including levels of access to job and career supports, and career and job satisfaction. The 2011 Work and Careers in Australian Universities survey of staff in 19 universities provides data from more than 3000 casual academic staff. Three related issues are investigated: the characteristics of labour supply in the casual academic labour force; the key defining boundaries of labour segmentation; and barriers between casual and permanent academic employment. A typology of casual academic staff is proposed. In particular, gender, type of university and discipline are investigated to examine whether these have an impact on the various measures of career opportunity, job satisfaction and the incidence of the 'frustrated academic'. The research reveals that the casual academic labour market is not integrated with the permanent academic labour market and that discipline is a key determinant of the level of 'frustration' of casual academic staff.

The casual approach to university teaching: time for a re-think?

Abstract: The majority of undergraduate teaching at Australian universities is performed by casual, hourly paid, staff. This was not always the case. The casualisation of academic teaching that has occurred over the last two to three decades underscores a fundamental change in the nature of academic work and the structure of the academic labour market. At the same time, a sense of crisis is building around shortages for academic staff, with the majority of tenured academics aged over 50 and moving toward retirement. The traditional academic career path appears to be under reconstruction, and what might be thought of as the career entry point is concentrated with insecure employment. For those casual staff seeking an academic career it is unclear how time spent as a casual assists in that search, or whether working as a casual makes the transition to more secure employment more difficult. Women are entering academia in ever greater numbers and are often seen as the solution to the workforce renewal crisis, however they are also more likely to be employed on a casual basis with limited career prospects. The research forms part of a wider ARC project: Gender and Employment Equity: Strategies for Advancement in Australian Universities. Using new data from the universities superannuation fund Unisuper, obtained as part of this research project, a more thorough analysis of the casual teaching academic workforce is undertaken.

Whose Science? Whose Knowledge? Thinking from Women's Lives

Abstract: Introduction - after the science question in feminism. Part 1 Science: feminism confronts the sciences how the women's movement benefits science - two views why \"physics\" is a bad model for physics. Part 2 Epistemology: what is feminist epistemology \"strong objectivity\" and socially situated knowledge feminist epistemology in and after the enlightenment. Part 3 \"Others\": \"...and race?\" - the science question in global feminism common histories, common destinies - science in the first and third worlds \"real science\" thinking from the perspective of lesbian lives reinventing ourselves as other Conclusion - what is a feminist science.

Sociology of Science

Abstract: The Social Contexts of Research. Edited by Saad Z. Nagi and Ronald G. Corwin. Pp. xii + 409. (John Wiley: New York and London, August 1972.) £5.65.

Literature review of theory and research on the psychological impact of temporary employment: Towards a conceptual model

Abstract: The increased use of temporary contracts has instigated debates on possible implications for employees’ attitudes, well-being and behaviour. The complex issues related to this debate are reviewed from a theoretical, empirical and conceptual point of view. First, the definitions of temporary employment that are currently used in OECD countries are reviewed. Second, theoretical views concerning possible determinants are elaborated. The theoretical frameworks discussed include Work Stress Theory, Social Comparison Theory and Social Exchange Theory. The determinants proposed in these theories have served to form the basis of hypotheses on differences between temporary and permanent workers on various psychological outcomes. Third, research on associations between temporary employment and the variables job satisfaction, organizational commitment, well-being and behaviour are reviewed. These variables are most frequently used in the realm of temporary work research. This review concludes that research results have been inconsistent and inconclusive, unlike the predictions that follow from the theoretical frameworks. This leads to a fourth section in which potential explanations for these inconsistent findings are advanced. In conclusion, a conceptual model is developed to inspire future research.