The Future of Work (FoW) has become a ubiquitous topic of commentary as scholars and policy makers grapple with the economic and social challenges to accepted practice and understanding of employment caused by technological advancement. However, gender has largely been overlooked in research about automation, AI and the development of the gig economy, which are most often the focus of debates concerning the FoW. This is in part the result of the failure of traditional employment relations research to engage with gender in a nuanced and meaningful way. This chapter begins to fill this gap by examining current understandings of gender discrimination, voice and prospects for gender equality in the electronically mediated ‘gig economy’. Specifically, we point to gaps in research that, combined, suggest an agenda for ongoing inquiry. Finally, we note the continuing need to challenge claims that digitally mediated work is ‘gender blind’ and highlight the ways in which the gig economy might perpetuate and entrench gender inequality.
Sarah Kaine, Frances Flanagan and Katherine Ravenswood
Katherine Ravenswood, Stéphane Le Queux, Erica French, Glenda Strachan and John Burgess
This chapter examines the approaches to diversity management in the South Pacific, specifically New Zealand, Australia and two French Pacific Territories – Polynesia and New Caledonia. The focus of the analysis is on gender and racial equality. The chapter will examine the legislative requirements promoting diversity and equality; organizational programs to promote diversity and equality; and the equity and diversity challenges confronting each of the countries/territories. In terms of equity and diversity there are three common features across the region. All have indigenous populations with unique cultures and histories that have in general been marginalized in terms of access to jobs and wealth. All have a colonial legacy as European settlement was imposed across the region in the 18th and 19th centuries and, to different degrees, indigenous communities and lifestyles have been irrevocably altered. Finally, immigration from Europe, and more recently from Asia, has been an ongoing feature of the region. Diversity management and equal employment opportunities (EEO) issues are important across the region with major inequalities by gender, race, age and ethnicity in terms of employment access and labour market outcomes.