Rose RyanAthena Research Ltd

25 November 2008

How do employers and workers/worker representatives characterise their relationship?◦ the employment relationship is not immutable◦ Employers have a choice about how they

approach it How do employers approach the dance

floor?◦ Boxing?◦ Tiptoeing through the tulips?◦ Dancing in the dark?

Iwi and other providers of health and social services providing:◦ Disability services◦ Family/whanau services◦ Support services for vulnerable children and older

people◦ Services to migrants◦ Supported employment services◦ Social and community housing

11,280 non-profit social services NGOs employing 31,480 staff

2,210 non-profit health NGOs employing 15,090 staff

Employ more staff than other NFPs Average size of 18 staff – 11.6% employ

over 70% of employees More than 50% of expenditure is employee

wages Significant growth 2000-2007 23% of GDP

Low levels of collectivisation◦ NZ Nurses Union◦ Public Service Association◦ Service and Food Workers Union

Less beneficial wages and conditions than in other sectors

But more flexible hours and working arrangements?

Higher levels of job satisfaction?

The importance of emotional labour◦ Caring and vocational orientation◦ Quality of service being provided

Control and autonomy◦ Importance of service recipient satisfaction vs

satisfaction of funders Occupational and professional identity

Government contracting processes Multiplicity of strategies (e.g.; NZ Disability

strategy, Pathways to Partnership. Professionalisation initiatives)

Regulatory and non-regulatory workplace policies◦ Pay and Employment Equity ◦ Holidays Act changes◦ Flexible working arrangements◦ Health and safety

Recognition of employee voice as a mechanism for voicing professional judgement

Interests of service recipients/users, service providers and funders

Service improvement models and innovation