Publications by the Centre for Labour, Employment and Work
The Centre for Labour, Employment and Work (CLEW) has established a number of important and influential publication series, including Employment Agreements: Bargaining Trends and Employment Law Update and CLEW'd IN, and also publishes Annual Survey Results and various Research Reports.
Employment agreements: bargaining trends and employment law update
The Bargaining Trends and Employment Law Update is published in conjunction with our annual seminar series held around the country in July/August.
Drawing on data from the Centre for Labour, Employment and Work's Employment Agreements database, the Update book provides a comprehensive overview of employment agreement provisions and case law developments over the previous 12 months. The 2018/2019 update is available now and can be ordered from the Centre.
Back copies of the Employment Agreement Update books are available for purchase. Contact the Centre Manager to discuss and order.
Unions and union membership in New Zealand: annual survey results
The Centre for Labour, Employment and WorkIndustrial Relations Centre (previously the Industrial Relations Centre) published these survey results for every year from 1991 up to 2009. Since 2009 the data has been collected but not published in a separate volume but rather as an electronic document.
Our 2017 survey report (to 31st December 2017) was released in February 2019. The 2018 report will hopefully be available in late 2019.
Past survey reports are available from CLEW.
2019 IPANZ Survey - Gender Analysis
Esme Franken and Dr Geoff Plimmer, Victoria University of Wellington
This short summary report highlights key findings, in particular gender differences, found in the 2019 IPANZ survey. It draws out selected findings from the wider survey that were of interest to the Government Women's Network.
The IPANZ survey was conducted by Esme Franken and Dr Geoff Plimmer between March and April 2019.
The research indicates that within-gender differences in managerial level are more significant than gender differences when it comes to work experiences. The differences between women of different managerial responsibility levels suggest that more attention needs to be given to the development of women non-managers.
The findings have strong implications for understanding women’s work experiences in the public sector. The study sheds light on the importance of career progression and advancement opportunities, especially for younger, non-managers – women who may under-estimate their competence.
Research Report: The role of middle managers in progressing gender equity.
Dr Noelle Donnelly, Prof Jane Parker, Dr Julie Douglas, Dr Katherine Ravenswood and Ruth Weatherall
The report by researchers at Victoria University of Wellington, Massey University and Auckland University of Technology (AUT) shows significant barriers remain in the role of middle managers in progressing gender equity in the public service. The team of researchers conducted interviews with senior executives and middle managers from four public service agencies in New Zealand.
The report shows middle managers report ongoing challenges in balancing the needs of individuals with organisational requirements and highlights the need to develop coordinated gender equity strategies within agencies.
The report also recommends creating improved resources and capabilities to support managers in their role as facilitators of gender equity initiatives in their workplaces.
CLEW has published a number of reports in the last five years based on the two Workplace Dynamics Surveys (2013 and 2016), in conjunction with the NZ Public Service Association, and other contract research.
Report to New Zealand Productivity Commission
Staff perceptions of performance and effectiveness in the New Zealand State Sector (2017), Geoff Plimmer, Clara Cantal and Tamara Qumseya.
The report further analysed the data from the 2016 Public Service Association Survey on workplace dynamics in public sector organisations originally undertaken under contract to CLEW. The report contributed to the Productivity Commission’s inquiry into how the New Zealand State sector can effectively measure and improve productivity in core public services, with a focus on health, education, justice and social support.
Support to learn and use Te Reo in New Zealand public services (2017)
Clara Cantal, Geoff Plimmer and Tamara Qumseya.
The research was commissioned by the Maori Language Commission as part of the 2016 Workplace Dynamics Survey in the Public Services of New Zealand.
This report concerns two open questions that were included in this third survey (Plimmer & Cantal, 2016). These questions, commissioned by Te Taura Whiri i te Reo Māori, sought to determine the level and nature of support for Te Reo in government agencies. This report describes the results from these questions.
Workplace Dynamics in New Zealand Public Services (2016)
Geoff Plimmer and Clara Cantal.
This research extends and updates the research conducted in 2013 with PSA members (see below). Additional questions were included that explore management practice and perceptions of managers and management style.
Workplace Dynamics in New Zealand Public Services (2013)
Geoff Plimmer, Jessie Wilson, Jane Bryson, Stephen Blumenfeld, Noelle Donnelly and Bill Ryan.
Commissioned by the Public Service Association, this research report presents PSA members’ views on a diverse range of issues relating both to their working lives and the organisations in which they work.
Working from Home: Lessons from the Christchurch Experience (2013)
Noelle Donnelly & Sarah Proctor-Thomson.
This research was commissioned as a joint initiative between Inland Revenue and the Public Service Association to explore the organisational and worker experiences of working from home arrangements in the aftermath of the Christchurch earthquakes.