Why wage growth is so weak

Are we waiting with ever-growing impatience for the economy to get back to normal, or has the economy shifted to a "new normal"?

I think that's the central question in macro-economics today – not just in Oz but throughout the developed world.

To put that question in econospeak, are the changes we see before us "cyclical" – just part of the normal ups and downs of the business cycle – or are they "structural", a lasting change in the way the economy works.

Trouble is, neither I nor anyone else can say with confidence what the answer is.

But further evidence that things in our economy are looking far from normal came this week with the news that wage growth over the year to March – as measured by the  Bureau of Statistics' wage price index – decelerated to 2.1 per cent, the slowest since this series began in 1997.

Why is wage growth so weak? Because the rise in consumer prices is so weak. Why are prices growing so slowly? Because the rise in wages is so weak.

Yes, there is a circular, chicken-and-egg relationship between wages and prices. When prices rise, workers need a pay rise of at least that much just to preserve the purchasing power of their wages.

But when they have to pay higher wages, firms pass their higher costs on to customers. That's why – in normal times, at least – we always have some degree of inflation.

So don't bother wishing prices were rising faster so wage growth would be higher – that wouldn't get you anywhere.

No, what matters to wage-earners is the difference between the rise in their wages and the rise in consumer prices – that is, the change in their "real" wages. In normal times, wages should be rising comfortably faster than consumer prices.

Why? Because increased business investment in more and better machines increases the productivity of workers' labour (output per hour of labour input), and competition for the services of workers should ensure they receive a share of the improved value of their labour.

Here the news is better, though not great. Although wage growth over the year to March slowed to 2.1 per cent, the rise in consumer prices over the same period slowed to 1.3 per cent, implying real wages grew by about 0.8 per cent.

This is better than for most of the past two years, but the "normal" rate of productivity improvement should be nearer 1.5 per cent a year, even 2 per cent.

So what's going on with wages? This is what Professor Jeff Borland, of the University of Melbourne, tried to discover in a recent paper. He used a different measure of wage growth – average weekly earnings for adult male full-time employees – because the series goes back much further to the early 1980s (when the stats were more sexist than they are today).

He found that the rate of growth in "nominal" wages – that is, before adjusting for the effect of price inflation – is lower than at any time in the past 30 years.

Real wage growth – after allowing for inflation – is also low, but real wage growth has been negative in several periods over the past 30 years.

Borland tests to see how much of the weaker growth in nominal wages over the two years to the end of 2015 can be explained by lower growth in consumer prices and labour productivity, which he does by comparing them with the figures for the five years to 2013.

He finds that weaker prices and productivity growth explain about 70 per cent of the weaker wages growth but, obviously, that leaves 30 per cent of it unexplained.

Next among the usual suspects is weaker growth in employers' demand for labour. It's well established that the strength of wages growth varies to some extent with the business cycle.

Wages should grow faster when demand for goods and services is strong and firms need to attract more workers, but grow more slowly when demand is weak. Indeed, it's common for employers to skip wage rises during recessions, when workers are more worried about hanging on to their jobs.

Economists use the "Phillips curve" (named after the Kiwi economist Bill Phillips) to study the relationship between wage inflation and the demand for labour, using the rate of unemployment as an inverted "proxy" (stand-in) for labour demand. Borland uses a broad definition of unemployment by adding to the official rate the rate of under-employment.

He finds, as expected, that wage growth is lower when unemployment is higher. But he also finds that a structural shift in the relationship between wage growth and broad unemployment occurred in the mid-1990s.

His figuring suggests that any level of demand for labour is now associated with a lower rate of wage growth than it used to be, and that an increase in labour demand now leads to a smaller increase in wages.

He lists various potential explanations for this structural shift, of which I think the most plausible is our move in the early 1990s from centralised wage-fixing to enterprise bargaining.

But a change so long ago can't explain why wage growth has been abnormally low in just the past two years or so – more than can be accounted for by lower inflation and productivity improvement.

Borland's best explanation for this is the weak growth in "output prices" – the prices charged to customers by employers, including the prices of exports. Slower growth in output prices will have constrained employers' capacity to pay higher wages.

So maybe wage growth will return to the post-1990s norm once coal and iron ore prices have stopped falling.

But my suspicion is that other global developments – including digitisation and the greater ability to move businesses to cheap-labour countries – has permanently weakened workers' bargaining power.

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How signalling helps make the economy work

Why do so many people go on to university after finishing school? Why do some uni graduates get a job, but then go back to uni for further qualifications?

Why do sensible people dress up for a job interview – or wear a suit and tie if they're in court charged with an offence?

For that matter, why do people engage in conspicuous consumption – buy flash clothes or cars or houses, or send their kids to flash private schools?

Why do so many businesses put so much money and effort into protecting and projecting their brands?

Short answer to all those questions: because they're trying to signal something. What? Usually, their superior quality – although in the case of conspicuous consumption they're signalling their superior social status.

Signalling is something you don't read about in economics 101 textbooks, even though it occurs in all real-world markets.

That's because the simple neo-classical model makes the unrealistic assumption of "perfect knowledge" – buyers and sellers know all they need to know about all goods and services – not just the range of prices on offer but also the characteristics of the goods offered by various sellers, including their quality.

For many years, progress in economic theory has involved relaxing the various assumptions of "perfect competition" to see what we can learn from more realistic assumptions – which, by the very nature of theory and models, will still be a fairly simplified version of reality. (If a model was as complex as the real world, it would tell us nothing about what causes what in that world.)

Since the early 1970s, economic theorists have been studying "imperfect knowledge" (which in econospeak means "far from perfect", not "almost perfect"), recognising that there's much relevant information people don't know and that information is often costly to collect (in money or time).

As well, information is often "asymmetric", in that the people selling something, usually being professionals, know a lot more about it than buyers, usually amateurs, do.

In 2001 three American academic economists – Michael Spence, George Akerlof and Joseph Stiglitz – shared the Nobel prize in economics for their seminal contributions to the relatively new field of "information economics".

Akerlof (who's married to a certain central bank chairwoman) got his gong for a paper he wrote in 1970 called The Market for Lemons, aka used cars. Spence got the gong for a paper he wrote in 1973 about signalling in the job market.

So let's start again: why do people delay their income earning to get educational qualifications?

If you say it's because they want to gain knowledge and expertise in some field to make their labour more valuable – to increase their "human capital" – and help them get a better-paid job, you're not wrong and Spence wouldn't disagree with you.

But he focuses on a different, less obvious motivation. Employers are looking for intelligent workers and are willing to pay more for their services. But when you're hiring workers, it's hard to know how smart they really are. As economists say, it's an "unobservable characteristic".

So how do workers who know they're smart demonstrate that to potential employers? By using their educational qualifications to signal the fact. Employers are impressed by qualifications because they know they're not easy to obtain – they're costly, in a sense.

Of course, people who aren't so smart can gain qualifications if they try hard enough. But genuinely smart people don't have to try as hard, so they can gain higher, better qualifications than the less-smart can, and employers know this.

You're in line for a Nobel prize when you open up a new field and then other, more junior academics come along behind you to elaborate and expand on your discovery, eventually making it look pretty primitive.

By now thousands of academic papers have been written about signalling in various markets. It's become part of the study of "industrial organisation" (industry economics, as we used to say) but is also a branch of game theory.

Theorists have looked at cases of people sending signals implying they possess qualities that they don't and cases where signals are distorted by "noise" (say, you struck it lucky in the exams). And whereas in simple theory markets only ever have one equilibrium point – where everything is in balance – with signalling there are multiple equilibria.

One signalling theorist is Dr Sander Heinsalu, a bright young Estonian now in the Research School of Economics at the Australian National University.

In a recent paper he develops a "repeated noisy signalling model", quoting examples such as a politician giving speeches intended to make him appear competent, a firm buying positive product reviews, and a male deer growing antlers every mating season.

He finds that, if the cost and the benefit of signalling are constant across periods, the degree of signalling effort falls over time. This fits with the way conspicuous consumption falls with age.

In another paper Heinsalu says the conclusion of most signalling papers is that people for whom gaining more of the valued characteristic would be costly don't exert as much signalling effort as those for whom it is less costly.

But in his own paper he demonstrates that in some circumstances it can be the other way round.

With corruption, politicians face minor temptations and big ones. A pollie who is "too clean" may be avoiding minor misdeeds so he can survive long enough to engage in major graft when the opportunity arises, whereas another planning to avoid graft may not worry about small misdemeanours.

The guilty may deny accusations more strenuously than the innocent do because the innocent know they'll have less trouble proving it later.

As Shakespeare said, "the lady doth protest too much, methinks".

But if you want more proof than a quote from the bard, read the paper on his website. Hope your maths is up to it.

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How the economy helped change marriage

I've never been impressed by those economists who think they can use their little pocket model of the economy to explain every aspect of life. Who want to understand the search for a partner by thinking of marriage as a market. Who think the only motivation – the only emotion – is the desire to make a buck.

On the other hand, if economics is, as one great economist said, the study of the daily business of life, if none of us could exist without the wherewithal to pay for food, clothing, shelter and much else, if most of us have to work to earn that wherewithal, and if most of our time is devoted to producing and consuming, then it's hardly likely that big changes in the economy and education and technology have no effect on such things as marriage.

(While I'm on the topic, I'm never impressed by people who profess to have a soul above such a venal and boring subject as economics. Just threaten to cut their income and see if they're still so uninterested.)

So I thought it worth explaining the theories of two academic economists, Betsey Stevenson and Justin Wolfers. Wolfers is the young Sydney economist, long resident in America, who's most likely to make a name for himself in international economics circles. Already has, really.

Wolfers has taken time off from his job as a professor at the University of Michigan while his partner, Stevenson, is working in Washington as an adviser to President Obama.

Their theory is that economic and social changes have caused the basic rationale for marriage to change from "productive" to "hedonic".

Historically, marriage has been the product of the economic environment of the time. People have used marriage and family to overcome the limitations of the formal economy at the time. Social institutions such as marriage have evolved as economic opportunities have changed and the economy's degree of development has risen.

There was a time – I can remember it – when a number of goods and services, such as freshly cooked meals and childcare, weren't sold in the marketplace. And when keeping house involved long hours of labour.

In such circumstances, it made sense for the family to become the firm producing these household services. It also made sense for the partners to a marriage to increase the efficiency of the "firm" by specialisation.

It was usually the case that husbands, being better educated, were better suited to going out and earning income in the marketplace, while wives had prepared themselves for a life of child-rearing and housekeeping.

Largely unconsciously, young women and men sought out partners they believed would be capable opposite numbers in such a production team.

Then followed, in the lifespan of the Baby Boomers, much technological and social change, all of it with economic implications.

With the invention of a host of "mod cons", housekeeping became a lot less time-consuming and onerous. Cheap imported clothing became available, so people stopped making and repairing their own. More processed foods and takeaways became available.

"While the political emancipation of women is surely a key factor in their movement from the home to the market, deeper economic forces are also at play," Stevenson and Wolfers say.

What came first? The rise of feminism, advances in technology or changes in the economy? Easiest to say they all happened at about the same time and interacted with each other.

Once girls started staying on to the end of school, then going on to uni, things really started to change, in the way partners were selected for marriage and in the things going on in the economy.

With more women wanting to take paid work, the market began supplying things to make that possible: more pre-prepared food, childcare, after-school care, people who mow your lawn, cleaners who can whip through your house in an hour before moving on to the next one.

"While the benefits of one member of a family specialising in the home have fallen, the costs of being such a specialist have risen. Improvements in the technology of birth control have made investing in a wife's human capital a better bet ...

"These greater opportunities also connote a greater opportunity cost for a couple contemplating a stay-at-home spouse," the authors say.

Advances in medicine have yielded rising life expectancy, and the average woman will now spend less than a quarter of her adult life with young children in the household.

By increasing the number of potential years in the labour force, the opportunity cost of women staying out of the labour market to be home with children is higher.

"Rising life expectancy also reduces the centrality of children to married life, as couples now expect to live together for decades after children have left the nest," they say.

With women now better educated than men, we've seen the rise of a human version of "assortative mating": the tendency for people to marry those of the same level of education, even the same occupation.

So what drives modern marriage? "We believe the answer lies in a shift from the family as a forum for shared production, to shared consumption . . .

Modern marriage is about love and companionship. Most things in life are simply better [when] shared with another person.

"We call this new model of sharing our lives 'hedonic marriage'."

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How digital disruption affects jobs and wages

A lot of people worry about the bad economic consequences of the digital revolution. Among the worriers is Dr Andrew Leigh, the shadow assistant treasurer and a former economics professor at the Australian National University.

Leigh made his concern clear in the "distinguished public policy lecture" he delivered this week at Northwestern University in Chicago.

But whereas most people worry that the digital revolution will lead to mass unemployment, Leigh's concern is that it will make our incomes a lot more unequal.

It's not surprising that people observe all the workers whose jobs are taken by computers and worry about widespread joblessness. As Leigh observes, this concern has been around at least since 1811, when disgruntled Nottingham textile workers wrote to factory owners under the pen-name of Ned Ludd, threatening to smash machines if they continued to be used.

But economists soon learnt not to worry. Why not? Speaking to an audience of economists, Leigh regarded it as too obvious to need explaining.

But let me fill you in. New technology leads to increased productivity – more goods and services produced per worker.

This constitutes an increase in the community's real income. When that increased income is spent, more jobs are created.

So whereas non-economists see only all the jobs that have been lost as industries X and Y digitise, economists understand this is just the most visible part of a more complex process in which jobs aren't so much destroyed as "displaced" – taken from some industries and moved to others.

This is why, after 200 years of labour-saving technological advance, we're still only up to having 6 per cent of the labour force unemployed (or about twice that if you add in underemployment).

Of course, this is the economy-wide outcome. The new jobs being created elsewhere in the economy may be very different to the jobs being lost. So this still leaves a problem for those individuals whose skills fitted the old jobs but not the new ones.

This is where Leigh comes in with his concerns about the effects of a newer idea – "skill-biased technological change" – on the unequal distribution of income between workers and, hence, families.

This is the idea that digitally driven technological change tends to disadvantage workers with less skill, and advantage those with more skill. It tends to lower wages for those with less education and raise wages for those with more education.

But the story's a bit trickier than that sounds. Research by David Autor, of the Massachusetts Institute of Technology, suggests jobs can be divided into three categories: manual, routine and abstract.

Abstract jobs – which typically involve problem-solving, creativity and teamwork – tend to be paid a lot more than manual jobs, with routine jobs – occupations such as bookkeeping, administrative support and repetitive manufacturing tasks – in between.

Autor has found that, over the past 30 years in America and the past 20 in Europe, it's routine jobs that have shrunk most. Why? Because they're the jobs that can be done most easily by a computer.

It's turned out that manual jobs – such as cooking, cleaning, being a security guard or providing personal care – are much harder for computers to do. For instance, the problem of shape recognition means that, a best, it takes a robot 90 seconds to fold a towel.

Robot hairdressers do a job similar to what you'd do if you drank a bottle of tequila and tried cut your own hair without a mirror, Leigh says.

He says the job characteristics that are hardest for computers to mimic include those involving communicating clearly with co-workers, showing empathy to clients and adapting to new situations. A lot of manual jobs require these skills.

Many studies – including some Australian ones – show that recent decades have seen a polarising or "hollowing out" of employment. There are a lot more abstract jobs (particularly managers and professionals) and modest growth in the number of manual jobs, but many fewer routine jobs in the middle.

But Leigh says this loss of mid-skill jobs doesn't mean the pain has been greatest for mid-skill workers and middle-income families.

Why not? Because what happens to wages is a product not just of the (declining) demand for mid-skill workers, but also of the supply of workers willing to do low-skilled manual jobs. And as job opportunities have declined for mid-skill workers, more of them have become willing to do manual work rather than be jobless.

So it's been wages at the bottom that have grown most slowly, not wages in the middle. (Because our wage-fixing system is more regulated, this is probably truer in the US than it is in Oz.)

At the top, Leigh says, it's altogether a different tale, with technology actually adding to the skills of the most skilful, making them more productive and so adding to their pay. A top surgeon, for instance, can use technology to do a better job and do more operations per day, thus adding to the demand for his (rarely her) services.

This may partly explain why chief executives' pay is rising, according to Leigh. The biggest firms have got bigger in recent years, and this is partly explained by better technology making it easier to manage larger and more far-flung businesses. As companies get bigger, the boss's pay gets bigger.

This is skill-biased technological change. Technology also helps explain the rise of "winner-takes-all" job markets for such people as actors, pop stars and top sportspeople.

People want to see the very best, much more than the almost-as-good, they'll pay more to do so and technology makes it possible.

At a time when technology is working to make the rich a lot richer and the poor only a little less poor, should we be "reforming" the tax system in ways that add to this income inequality or reduce it?

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Nitty-gritty of unemployment shows small improvement

Why does unemployment increase? For a lot more reasons than you probably imagine.

It's a good question to ask this week when the media informed us that, last month, the number of people in employment fell by 5000, the number unemployed fell by 8000 and the proportion of people participating in the labour force fell from 65 per cent to 64.9 per cent, but the rate of unemployment was unchanged at 6.2 per cent.

I could devote the rest of this column to trying to explain that puzzle. Or I could say that the media and the markets make the jobs figures more puzzling than they need to be by focusing on the version of them that jumps about from month to month for no apparent reason, rather than looking at the smoothed, "trend" figures the Bureau of Statistics calculates for the express purpose of helping us see what's going on.

Those figures show the rate of participation rising by a fraction in September, as employment rose by more than 12,000 and unemployment rose by 4000, which wasn't sufficient to change the rate of unemployment from 6.2 per cent – pretty much where it's been sitting for a year.

So back to the question: why does unemployment increase? You can answer that at the macro-economic level or the strictly mechanical level.

From an economy-wide perspective it's obvious: unemployment increases when the economy turns down. But that's not the full story. Unemployment can increase even when the economy's growing steadily and employment's increasing.

Why? Because the labour force is always growing, thanks to "natural increase" (more young people entering than retired people leaving) and immigration. This means the economy and employment have to be growing at a certain rate just to stop unemployment rising.

With that sorted, let's look at the mechanics. Why does unemployment increase? Because people lose their jobs?

Yes, but that's just the biggest reason. As well as those workers who are sacked or laid off are those leaving their jobs voluntarily, hoping to find a better one.

Then there are former workers re-entering the labour force to look for work and, finally, the new entrants to the job market, including young people leaving school or university.

Set beside that, the oppose question – why does unemployment decrease? – is easier: either because people find a job, or because they give up looking and so get reclassified as NILF – not in the labour force.

I raise all this because, Kieran Davies, chief economist of Barclays Bank, has been delving deep into the official figures to get a better idea of what components have been driving unemployment in recent years.

In very round figures, he found that "job losers" account for about 40 per cent of all the unemployed, with "job leavers", "re-entrants" and "new entrants" accounting for about 20 per cent each. Bet you didn't know that.

Next Davies looked more finely at how each of the four categories has been contributing to the rate of unemployment since its most recent low point of about 5 per cent in 2010-11.

He found that most of the increase in unemployment since then is explained by an increase in job losers, caused by "job shedding" by employers.

Unemployment resulting from job shedding rose from a low of 1.7 per cent of the labour force in 2010 to reach 2.4 per cent in late 2014. This was just under the peak of 2.6 per cent reached during the global financial crisis.

Most of these job losses were in mining, manufacturing, professional services and education, Davies finds.

Since late last year job shedding has eased a little, so the stock of job losers has fallen a fraction to 2.3 per cent of the labour force. A good sign, even if a small one.

The stock of (voluntary) job leavers reached a multi-decade low of 1 per cent just before the global financial crisis, when it was easier to line up a new job before jumping.

It then moved up to 1.4 per cent in 2014, its highest level since 2002. This is a sign of increasing confidence – don't worry, I'll soon find one – though it's recently eased back a little to 1.3 per cent.

Former workers seeking to re-enter the workforce accounted for just 0.9 percentage points of the overall rate of unemployment during the global financial crisis, another multi-decade low.

Clearly, not many married women and others thought it a good time to be actively seeking a job.

But with returning confidence since then the rate has steadily increased to 1.4 per cent, its highest since 2003.

That leaves new entrants to the jobs market. The proportion of these people who'd failed to find work fell to a multi-decade low of 0.9 per cent just before the financial crisis, before rising to just over 1 per cent following the crisis.

The proportion rose to 1.3 per cent in 2013, according to Davies' calculations, a sign that education leavers have borne much of the brunt of the relatively weak economic and employment growth in recent years.

Fortunately, the proportion has since eased to 1.1 per cent, which may suggest education leavers are having less trouble finding a berth, though it may mean we've had fewer overseas people – including students and backpackers – coming to Oz and looking for work.

Putting all this together, it's reasonably good news. We already know – and this week's jobs figures confirm – that unemployment has been steady for a year or more, even though the economy hasn't been growing all that strongly.

Davies' delving tells us the worst contributor to unemployment – businesses shedding jobs – has stopped getting worse and fallen back a little, to have its place taken by more hopeful contributors, former workers re-entering the market.

Davies' prediction is that the unemployment rate will remain steady, though there's a chance it may fall a little.

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Job insecurity isn't as great as you imagine

As everyone knows, the world of work just gets tougher. For a start there's the ever-growing incidence of "precarious employment" – people in casual jobs, or on short-term contracts, or working for labour-hire companies or temping agencies, or being cast adrift by their employer without benefits as supposedly self-employed.

If you do have one of the ever-scarcer full-time, permanent jobs, you're probably working a lot longer hours than you used to. Unpaid, I'll be bound.

These days, no one stays in the same job – even the same occupation – for very long. More and more people are being made redundant. A young person leaving education can expect to have many different jobs before finally they retire at 70.

It won't be long before many people don't so much have a job as a portfolio of jobs – different things they do for different outfits in any week or month, hoping that when they add it all together it amounts to a reasonable living.

All pretty terrible, eh? There's just one problem – it might be what everyone knows, but none of it's true.

Two profs at the University of Melbourne's Melbourne Institute, Roger Wilkins and Mark Wooden, have looked at the figures and they question all we think we know. Their findings were published in the Australian Economic Review.

It is true we have a lot of part-time and casual employment in Australia – more than in most other rich countries – much of it done by mothers with young families and students who aren't wanting a full-time job. And, these days, by people in semi-retirement.

It's also true that the number of part-time and casual jobs grew rapidly for several decades. It's still growing, but much more slowly.

According to the authors' reading of the figures, over the 10 years to 2013 the proportion of men working part-time has increased by 2 percentage points to just under 18 per cent, while the portion of women has been steady at almost 48 per cent.

While most part-timers are also casuals, the two groups don't overlap completely. The Bureau of Statistics defines casual employment as not receiving paid annual leave and sick leave. Its figures show that, for men, the proportion of casuals has been relatively steady since the late 1990s, fluctuating about 20 per cent. Among women the share has fallen from about 31 per cent to less than 27 per cent.

The annual household, income and labour dynamics in Australia – HILDA – survey shows that more than two-thirds of workers were in permanent or ongoing employment in 2012, an increase of 1.5 percentage points since 2001, when the survey began.

HILDA suggests the share of labour-hire and temporary-employment agency jobs has fallen over that time from 3.7 per cent to 2.7 per cent. (It would be much higher than that in particular industries, of course.)

Nor can Wilkins and Wooden find any evidence that there's been a shift away from employment to greater use of self-employment. Indeed, the stats bureau's figures show the proportion of self-employed in the workforce has been steadily declining over the past 20 years, from 14 per cent to 10 per cent in 2013.

Turning to overwork, there was a time when it was increasing (which got a lot of media publicity), but since then it's been declining (which has got little).

Among men working full-time, the proportion working no more than 40 hours a week increased from 52 per cent to 58 per cent over the 10 years to 2013. The proportion working more than 50 hours fell from 31 per cent to 27 per cent.

That's still a lot, of course. But remember that the people you'd most expect to be working long hours are managers and highly skilled professionals, and these have long been the two fastest-growing occupations. Such people rarely get paid overtime. Rather, the long hours they work are reflected in their hefty annual salaries.

Then there's the widespread perception that these days people are always losing their jobs and having to move on. When employers announce mass layoffs it invariably gets much attention from the media. When there's nothing to announce it gets no attention.

The stats bureau's figures for average job duration and rates of job mobility show little sign that jobs have become less stable, the authors say. In February 2013, just 18 per cent of the employed had been in their job for less than a year, down from 22 per cent in 1994.

In the latest figures, just over one worker in four had been in their job for at least 10 years, up from 23.6 per cent in 1994.

Of course, how long people stay in the same jobs is determined by both dismissals and quits. If jobs are becoming less secure you'd expect dismissals to be up and voluntary departures down.

Both of these vary with the ups and downs of the business cycle but, even so, they've tended to decline. In February 2013, fewer than 3 per cent of all the people who'd had a job in the previous 12 months had been retrenched.

The proportion losing their jobs for any reason was 6 per cent. About 10 per cent of people had quit their jobs.

There are a lot of problems in the world, including the world of work, but let's not imagine more than actually exist.

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Jobs matter more than balancing the budget

With the budget due next Tuesday, the media are about to revert to another period of obsession with government spending, taxation, deficits and debt. I'll probably be more obsessed than most. But before the circus starts, let me offer a little pre-match pep talk.

Don't take it all too literally. Try to put it in a wider context. The budget is worthy of the attention the media give it, but not for the reason many people imagine.

The budget matters most because its changes in taxes and spending programs have so much effect on our lives. How would those changes work? Are they sensible? Who benefits from them and who loses? Are they fair or unfair?

But the budget is not the economy. It's just the federal government's incomings and outgoings. The economy, by contrast, covers the federal and state government budgets, plus the whole of business, plus the market activities of Australia's 8.2 million households, making the economy just a bit bigger and more important.

Our problems with the budget don't necessarily mean we have a problem with the economy. And fixing the budget problem would go only a small way towards fixing any problems with the economy.

It's true the budget has an effect on the economy, making it grow faster or slower, but that effect isn't as important as the effect the Reserve Bank has with its manipulation of interest rates.

What's more, though we mustn't let the budget stay in deficit forever, racking up more debt, the debt isn't huge at present and it's best to wait until the economy's returned to an adequate rate of growth before any plans to get the deficit down start having big effects.

Something the sacked former secretary of the Treasury, Dr Martin Parkinson, said last week put the budget deficit into its right context.

"Australia has fantastic opportunities in front of it. The shift of economic weight toward our region, the technological changes. If we grasp it, it's an incredibly exciting time for us," he said.

"How do we go about grasping it? Well, first we've got to get our house in order. That means we've got to get our fiscal [budgetary] situation sorted out. Once you start to do that, you can focus on the real issues."

One of the real issues is jobs. We need the number of jobs to be growing in line with the number of people wanting to work. Everyone knows that, which is why Tony Abbott is already claiming the budget will be about creating more of them.

But the jobs question isn't that simple. We tend to think it's a terrible thing when someone loses their job, and that any politician or businessperson claiming to be able to create jobs must be a good guy.

I've never been sacked or made redundant, but I'm sure it's a terrible experience. However, I also know this: we didn't get to be among the richest countries in the world without a lot of people losing their jobs.

The point is, to stay prosperous we've had to keep changing, responding to the changes occurring in the rest of the world and, even more so, to advances in technology. There's nothing like new technology to destroy jobs in some industries while creating them in others.

That's what's happening with the "disruptive change" being unleashed on us by the digital revolution. The disruption is already well advanced in my industry, but it seems clear it will be just among the first of many industries to be turned upside down.

And though this will be unprecedented in one sense, in another it's nothing new. As a big report on Australian industry reminded us last year, "Australia's short economic history has been a story of constant change".

In the 19th century, agriculture contributed more than 30 per cent of gross domestic product; today it's just 3 per cent. In the 1960s, one in four jobs was in manufacturing; today the ratio is about one in 12.

"Like other developed countries, the majority of Australia's economic activity today occurs in services industries. These industries account for more than two-thirds of GDP and about 10 million jobs," the report says.

Far more change occurs than we realise. Every year, around a million Australian workers change jobs and a quarter of a million businesses enter and exit the market.

Over the decade to 2013-14, total employment grew by 2 million. This involved 52,000 jobs lost in agriculture and 92,000 jobs lost in manufacturing, but 462,000 jobs gained in healthcare alone. Apart from mining, all the other jobs gained were in the services sector. And note this: on the whole, the additional jobs were better paid than those lost.

"Employment growth has been stronger in higher skilled occupations, and for individuals with higher levels of education. As the transition towards a knowledge-based service economy continues, it is reasonable to expect that these trends will continue," the report says.

Government spending on healthcare and education in all its forms will be a big part of all the fuss about the budget. But both areas are far too important to our future for them to be viewed purely in terms of their costs to the budget.

Stuff up education, for instance, and our transition to a knowledge-based economy and continued prosperity will be off the rails.

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Raising mothers' job participation only half the story

I'm not sure how many barbecues it's stopping these days, but the issue you and I call childcare and the politically cool call ECEC - early childhood education and care - is still one of great concern to experts ranging from hard-headed economists to soft-hearted social workers, not to mention the odd parent.

From a narrowly economic perspective, childcare matters because any problems with it limit women's participation in the paid workforce and economists have decided increasing the "participation rate" of women and older workers is a key to reducing the budgetary cost of an ageing population and to maintaining our rate of economic growth.

With girls now more highly educated than boys - and with the taxpayer having contributed significantly to funding  that education - it's been obvious for a few decades that it makes little sense to allow the conventions of a labour market designed for men to prevent women from participating fully in the workforce.

Taxpayers want a return on their investment, economists want faster growth, and the women want to take advantage of their education by earning money and enjoying the greater mental stimulation that goes with a job.

Under pressure from families across the country, governments have been struggling to make the appropriate renovations since the days of Bob Hawke and Paul Keating. Their cumulative alterations and additions have been a bit patchwork.

One early move was to reduce the cost of childcare by introducing a means-tested childcare benefit. Then the Howard government added an unmeans-tested 30 per cent rebate of parents' net childcare costs. The Rudd government raised the rebate to 50 per cent.

Next came Labor's relatively frugal paid parental leave scheme, which Tony Abbott promised to top with a scheme much more generous to higher income-earners. Most of these measures came as election promises.

But under immense pressure from his colleagues, Abbott has now abandoned this promise, accepting the argument that, if there's any extra taxpayers' money to be spent, improving the cost and availability of childcare would be more effective in raising women's participation.

The government will now consider the recommendations of a report from the Productivity Commission in preparing a "families package", to be announced in the next few months.

The commission's main proposal is for the means-tested benefit and the unmeans-tested rebate to be rolled together into a means-tested "early care and learning subsidy". At little extra cost to government, and little change in the present overall average subsidy of about 65 per cent of cost, the new arrangement would increase the subsidy going to low to middle-income families and reduce it for high-income families.

For families with two kids in care, we're talking about gains of up to about $20 a week or losses of up to about $10 a week.

But the commission is quick to warn that such a change is likely to produce only a small increase in mothers' participation in the workforce. It estimates an extra 25,000 people working part time, equivalent to about 16,400 working full time.

Of course, the government could induce more participation if it was willing to spend more on the subsidy. It had planned to cover the cost of its more generous paid parental leave scheme by imposing a levy on big business. Will it make big business help bear the cost of higher participation?

But the cost of childcare is just one of the financial factors affecting mothers' decisions about whether to take a job and how many hours to work. The commission notes sadly that "the interaction of tax and welfare policies provide powerful disincentives for many second income earners to work more than part time".

It's trying to say that when their husbands have reasonably paid jobs, mothers who earn more don't just pay tax on their earnings, they have their family tax benefit cut back, leaving them without much to show for their efforts.

It's one of the great drawbacks of Australia's unusually heavy reliance on means-testing and probably does a lot to explain why our rates of female participation are lower than in other English-speaking countries.

But none of this explains why childcare has become "early childhood education and care". It's in response to the growing scientific evidence that children's experiences in the earliest years of their lives greatly affect the development of their brains, with implications for their wellbeing - and misadventures requiring government intervention and expense - throughout the rest of their lives.

Far too slowly, these insights are affecting government policy. They've had a big effect on childcare, leading to better paid and qualified carers and more emphasis on nurturing infants' mental development.

As part of this, there is federal and state agreement to increase the proportion of children either attending a dedicated preschool or participating in a preschool program in a long-day care centre.

"The benefits of quality early learning for children in the year prior to starting school are largely undisputed, with evidence of immediate socialisation benefits for children, increased likelihood of a successful transition into formal schooling and improved performance in standardised test results in the early years of primary school as a result of participation in preschool programs," the commission says.

The greater emphasis on early childhood development is one area where our economic aspirations and social aspirations fit together well.

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How Australia's supply of labour is changing

The trouble with the way the media report developments in the labour market from one month to the next is that we don't get a sense of the major shifts that occur over time.

So today let's take a much longer view, examining the trends over, say, the two decades from 1993 to 2013. We'll do so with help from an article by Professors Roger Wilkins and Mark Wooden, of the Melbourne Institute, published in the latest issue of the Australian Economic Review.

Note that this period covers most of the continuous economic upswing since the severe recession of the early 1990s. So most of the trends are reasonably good. It's true, however, that we were knocked off track briefly by the global financial crisis of 2008-09 and in more recent years have suffered a slow deterioration in unemployment as the economy makes heavy weather of the end of the mining investment boom.

But that's getting ahead of the story. Actually, it's such a long story that today I'll limit it to the side that gets least attention from the media, changes in the supply of labour. It's best measured by changes in the "participation rate" – the proportion of the population of working age who are participating in the labour market by making their labour available, either by having a job or actively seeking one.

Taken overall, the "part rate" increased pretty strongly until 2008, when it began falling back. But all of this overall increase is explained by the increased participation of women, particularly those of prime age, 25 to 54.

There's been a long-term slow decline in the participation of men. It's explained partly by young males staying longer in the education system but mainly by older workers retiring earlier – voluntarily or otherwise.

But here's where the story gets complicated. The trend to earlier retirement turned around at about the turn of the century, with participation by both men and women aged 55 and over rising significantly.

Got that? Now try this. Although more people are retiring later, the part rate reached a peak in 2008, has fallen since then and is likely to continue falling for years yet. Why? Because of the ageing of the population.

The trick is that even if the part rate is now rising in older age groups, population ageing means that an ever-rising proportion of the labour force is in those older age groups, whose rates of participation will always be a lot lower than the rates for people of prime age.

To show the significance of this ageing effect, the authors calculate that if the age structure of the population in 2013 was the same as in 1993, the overall part rate would be 2.2 percentage points higher than it actually is.

However, we do have some scope to moderate this demography-driven decline in participation. Wilkins and Wooden note that the rates of participation for 55 to 64-year-olds are between 7 and 14 percentage points higher in New Zealand than they are in Oz. If the Kiwis can do it, what's to stop us doing it?

The part rate covers the quantity of people willing to supply their labour, but there's also the question of changes in the quality of the labour being supplied.

The past 20 years have seen a big improvement in the skills – education and training – of the labour force, with the proportion of university graduates more than doubling from 12 per cent to 28 per cent. The proportion with any post-secondary qualification rose from less than 46 per cent to more than 62 per cent.

By the way, it's likely that the continuing rise in women's participation is largely explained by the dramatic increase in females' academic attainment. The higher men and women's level of education, the greater the likelihood they'll be in the labour force – exploiting the commercial value of their skills – and the less the likelihood of them being unemployed.

Of course, another part of the labour supply story is immigrant workers. Immigration has long been a major source of additional labour and today accounts for more than a fifth of the labour force. What's changed is that throughout the last century most migrants came on permanent visas, whereas today most come on temporary visas.

In March last year there were almost 900,000 people on temporary visas with work rights, including more than 200,000 on "457 visas" for skilled people and about 370,000 on student visas. If all these people actually participated they'd amount to 7 per cent of the labour force, the authors estimate.

Separate to this were almost 650,000 people on the special visas for New Zealanders, some of whom will prove to be only temporary residents. (Don't forget Aussies have reciprocal rights to work in Kiwiland.)

We now grant about 125,000 457 visas a year and about 100,000 student visas a year. This compares with about 130,000 old-style permanent visas a year to skilled immigrants, many of which are given to people already here on temporary visas.

The authors observe that the shift towards temporary migration has probably had a big effect on the labour market.

"The availability of a flexible skilled immigrant workforce that can respond to changes in labour demand relatively quickly is likely to have improved the operation of the labour market, especially from an employer perspective," they say.

Oh. Yes. To me the main drawback is not so much that employers may not try hard enough to find local workers to fill jobs, or that the availability of this external supply may limit to some extent the rise in skilled wages, but that it reduces employers' incentive go to the bother of training young workers.

Still, we mustn't forget that, these days, the economy is run for the benefit of business, not the rest of us.

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Teenagers suffering most from slow growth

I hate to say it, but the spectacular events that hit the headlines aren't necessarily the things most worth worrying about. The big news on the economy this week was the spectacular jump in the unemployment rate from 6 per cent to 6.4 per just during July. Not a big worry.

Question is, what does it prove? That the economy fell into a hole around the middle of the year? Doubt it. There's little other evidence that it did and a lot that it didn't.

That the slow upward creep in unemployment we've been seeing for about two years may have accelerated? Doubt that, too. Again, the other economic indicators aren't pointing that way.

(Indeed, some economists have been wondering if unemployment was close to peaking. So far this year employment has grown by an average of 15,600 jobs a month, compared with just 5100 a month last year.)

That the unemployment figures are volatile from month to month and this is an unexplained statistical blip that should be corrected next month? Seems a bit too big for that.

Truth is it's hard to know what the problem is. Easier to be sure when we've seen another month or two's figures.

But my guess is it's a once-only upward step in the measured rate of unemployment, caused by a seemingly small change in the questions that people in the Bureau of Statistics' monthly survey are asked so as to ascertain whether they've been "actively" seeking a job if they don't have one.

The change - made partly because of the switch to searching for jobs on the internet rather than at Centrelink - seems to have led to more people being classed as unemployed and fewer as "not in the labour force".

If this guess proves right, it's not so worrying. It doesn't change reality, just the way we measure it. In any case, we've long known that the official measure of unemployment is very narrow and understates the extent of the problem.

That's why the bureau publishes every quarter a broader measure of unemployment, which takes the official unemployment rate and adds the under-employed - people with jobs who aren't working as many hours a week as they'd like to - to give the "labour force underutilisation rate".

The figures for May show narrowly measured unemployment of 6 per cent, and an underemployment rate of 7.5 per cent, to give a broader measure of 13.5 per cent.

Less spectacular than this month's jump in the official rate but, to me, more worthy of worry is news that hasn't hit the headlines: the rapid worsening in teenage unemployment.

Whereas so far this year the trend rate of overall unemployment has risen by 0.2 percentage points, the trend rate for people aged 15 to 19 has risen by 2.8 percentage points to 19.3 per cent.

Note, this doesn't mean almost one youth in five is unemployed. Most people that age are in full-time education, so aren't in the calculation. Turns out about one in 20 of all 15 to 19 year-olds is unemployed and looking for a full-time job.

Many people have it in their heads that unemployment rises because people lose their jobs and employment falls. That's true only in recessions. It's rare for employment to fall - it fell only briefly even during the global financial crisis.

No, the main reason unemployment rises outside of recessions is that the economy isn't growing fast enough to employ all the extra people joining the labour force from education, as immigrants or as mothers rejoining.

That's what's been happening over the past two years. And young people - particularly those who leave school or training too early - have borne most of the burden of insufficient job creation. We should be doing much better by them than Work for the Dole and denying them benefits for six months to keep them hungry.

But there's nothing spectacular about this quiet suffering, so it doesn't hit the headlines. Much better to scandalise over factory closures, which surely signal the end of the world. So let's look at the facts on retrenchment, courtesy of a Bureau of Statistics study.

About 2 million people left their jobs over the year to February 2013 (the latest period for which figures are available). About 60 per cent of these left voluntarily and 21 per cent left because of their illness or injury, leaving 19 per cent - 380,000 - who left because they were retrenched.

That's a rate of retrenchment of 3.1 per cent. The rate hit 4 per cent in 2000, but then fell to a low of 2 per cent in 2008, just before the global financial crisis, then increased sharply to 3.1 per cent in 2010, where it has pretty much stayed since.

Over the year to 2013, all industries experienced retrenchments, but the most were in construction, 65,000; retailing, 40,000; and manufacturing, just under 40,000.

But the number of people employed in particular industries differs a lot so, judged by rate of retrenchment, utilities and construction come equal first with 6.4 per cent, then mining with 6 per cent, pushing manufacturing into fourth place with 4.5 per cent.

The rate of retrenchment is consistently higher for men because men tend to dominate those industries where retrenchment rates are higher, whereas retrenchment rates tend to be lower in industries dominated by women workers, such as education and health.

The likelihood of being retrenched falls as your level of educational attainment rises. We're more conscious of older workers being laid off but, in fact, retrenchment is greatest among workers aged 25 to 44.

And what happens to people who're laid off? For those retrenched over the year to February 2013, half were back in jobs by the end of the year, leaving 29 per cent unemployed and 21 per cent not in the labour force.

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How to reform industrial relations

Tony Abbott's strategy for getting back into government was to make himself a small target by adopting few controversial policies. He mollified his big business backers by promising to hold many inquiries and take any proposals for controversial reform to the 2016 election.

But once in government Abbott couldn't avoid announcing many unpopular measures to get the budget back on track. These have hit his standing in the polls, while causing difficulty and delay in getting budget measures through the Senate.

It's likely a lot of them won't pass, implying the government will have to put a lot of effort into finding more palatable savings. Even then, some of this year's unpopular measures - particularly the age-pension changes - will have to be defended at the election.

Meanwhile, most of a year has passed without the government getting on with its promised inquiries into controversial issues such as industrial relations, tax reform and federal-state relations (think three letters: GST).

Not a lot of time is left for the various inquiry processes to report, for the government to consider the reports, decide what reforms it proposes and then explain and justify them to voters before the election.

Does Abbott's unexpected radicalism on budget measures presage equally radical proposals in these other issues? If so, the next election campaign will be a lot more exciting than the last one.

Or does all the hostility he has aroused just with his budget measures make it more likely Abbott won't want to bite off a lot more trouble on other fronts?

On the question of industrial relations reform, Abbott and his minister, Eric Abetz - not to mention the Productivity Commission, which will be conducting the inquiry - would do well to ponder a recent speech by Geoff McGill, a long-experienced industrial practitioner and now a visiting scholar at Sydney University's Workplace Relations Centre.

McGill observes that the history of federal industrial relations legislation "has been punctuated by swings in the IR pendulum across the political cycle". First the Howard government's Work Choices swung the pendulum in favour of employers, then the Labor government's Fair Work swung it back towards the unions.

Now big business and its cheer squad in the national dailies want the restored Coalition government to give the IR pendulum another shove back in the direction to the employers. Isn't this the way the political game is played?

It is. But McGill questions whether continuing to play that way is the best way to get where we want to go. The advocates of yet another round of industrial relations "reform" justified it mainly by arguing the need for faster improvement in the productivity of labour.

That's something all sides can agree is a desirable objective. But McGill shoots down some wishful thinking on the topic. "Productivity growth is a complex process and usually described in simplistic terms," he says. "It can never be assumed and is only evident after the event.

"There is little evidence to support claims that particular changes in industrial relations legislation will boost national labour productivity."

It's the substance of the employment relationship, not its legal form, which determines whether people are engaged and productive, he says. Productive workplaces are not the outcome of legislation, but of the quality of leadership and culture at the workplace.

Surely there must be a law against someone speaking such obvious sense.

McGill brings to mind another point. Much of the thinking behind "the end of entitlement" and the unpopular budget measures is about saying governments can't solve all your problems for you (just the opposite of the message all politicians spread during election campaigns). It's not possible and, in any case, it's not healthy for people to be so dependent on the authorities.

True enough. But if that's what the government is telling everyone from the young unemployed to uni students to age pensioners, why is it allowing big business to imagine its industrial relations problems should - or even could - be solved by the government changing the law?

Actually, my guess is most of business isn't silly enough to think that. The push is probably coming from lobbyists trying to justify their fee, journos trying to sell newspapers and a relative handful of belligerent employers facing equally belligerent unions and hoping the government will give them some new stick to beat over the heads of their opponents.

Another point of McGill's: if we want better industrial relations leading to greater productivity improvement and the main way for employers to bring this about lies in the workplace, maybe a better way to encourage them to focus on the domestic challenge is to give them a period of legislative stability rather than more changes in the rules of the game.

Most successful managers understand that getting along with people - winning their regard, respect, support, trust, loyalty and co-operation - works better than getting heavy and legalistic. That's how you get better industrial relations - by, as McGill says, putting more emphasis on the relations and less on the industrial.

Managers like to be kept in the loop. Guess what? So do workers. Smart managers keep their staff well informed about the company's performance and the challenges it faces, and give early warnings - even to the union - about any need for nasties like redundancies. They never risk a breakdown in relations by telling workers things they subsequently discover to be untrue.

You engender co-operation by treating people well, consulting them, giving them a degree of autonomy, rewarding loyalty and sharing the business's proceeds fairly between shareholders, managers and staff. Workers accept a hierarchical pay structure, but you don't cause envy and disaffection by rewarding some equals more than others.

And if you don't like outside union officials coming into your workplace, you keep your workers so happy they never need to call them in.

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How economists changed their tune on minimum wages

When the Fair Work Commission announced a 3 per cent increase in the national minimum wage to more than $640 a week - or almost $16.90 an hour - from last week, employers hinted it would lead to fewer people getting jobs and maybe some people losing theirs.

And to many who've studied economics - even many professional economists - that seems likely. If the government is pushing the minimum wage above the level that would be set by the market - the "market-clearing wage" - then employers will be less willing to employ people at that rate.

That's because market forces set the market rate at an unskilled worker's "marginal product" - the value to the employer of the worker's labour.

Almost common sense, really. Except that such a conclusion is based on a host of assumptions, many of which rarely hold in the real world. And over the past 20 years, academic economists have done many empirical studies showing that's not how minimum wages work in practice. They've also developed more sophisticated theories that better fit the empirical facts. It's all explained in the June issue of the ACTU's Economic Bulletin.

As a result, there's been a big swing in academic thinking on the question of the minimum wage. Last year, researchers at the University of Chicago asked a panel of economists from top US universities whether they agreed with the statement that "the distortionary costs of raising the federal minimum wage to $US9 per hour and indexing it to inflation are sufficiently small compared with the benefits to low-skilled workers who can find employment that this would be a desirable policy".

Fully 62 per cent agreed and 16 per cent disagreed, leaving 22 per cent uncertain.

Earlier this year, more than 600 US economists - including seven Nobel laureates - signed an open letter to Congress advocating a $US10.10 minimum wage. They said that, because of important developments in the academic literature, "the weight of evidence now [shows] that increases in the minimum wage have had little or no negative effect on the employment of minimum-wage workers".

The first such study, published by David Card and Alan Krueger in 1994, compared fast food employment in New Jersey and Pennsylvania after one state raised its minimum wage and the other didn't. They did not find a significant effect on employment.

Since then, many similar US "natural experiments" have been studied and have reached similar findings. In Britain, the Low Pay Commission has commissioned more than 130 pieces of research, with the great majority finding that minimum wages boost workers' pay but don't harm employment.

There's been less research in Australia, but one study by economists at the Australian National University, Alison Booth and Pamela Katic, suggests that the facts in Australia seem to fit the "dynamic monopsony" model of wage-fixing.

Under the simple textbook, "perfect competition" model of the market for labour, individual firms face a horizontal supply curve: each firm is so small that its demand for labour has no effect on the price of labour. It can buy as much labour as it needs at an unchanged price.

In the dynamic monopsony model, however, each firm faces an upward-sloping labour supply curve. This is because more realistic assumptions recognise the existence of "imperfections" or, more specifically, "frictions".

Such as? Workers may not have perfect information about all the alternative jobs they could take and this could make them cautious about moving. Searching for a job may involve costs in time or money. Workers and jobs may be mismatched geographically, so changing jobs may involve greater transport costs. Workers - being humans rather than inanimate commodities - may not have identical preferences about the jobs available.

In other words, there are practical reasons why it takes a lot for a worker to want to leave their job.

These frictions, or "transaction costs", are assumed away in the simple model. But their existence can result in employers having market power, which they can take advantage of to pay workers less than the value of what they produce (their marginal product).
Economists call such power "monopsony" power. Just as a monopolist is a single seller, so a monopsonist is a single buyer. But don't take that word too literally. An employer with monopsony power doesn't need to be a monopolist in the market for its product (the "product" market), nor the sole buyer of labour in the region or the industry.
"A single employer in a market with many employers can have monopsonistic power if workers bear costs of job search," the article continues. In other words, it possesses a degree of monopsony power.

The point is, if a firm is facing an upward-sloping labour supply curve and wants to hire more workers, it may need to pay a higher wage than it is paying its existing workers. So, if it goes ahead with hiring, it will need to increase the wage rates of its existing workers.

And this means the firm's profit-maximising level of employment and wages will both be lower than they would be under perfect competition.

In such a model, if the minimum wage rate is set at or below the marginal product of labour, this won't cause employment to fall and may cause it to rise. Monopsonistic models don't have an unambiguous prediction for the employment effect of a minimum wage.

A paper by Bhaskar, Manning and To, published in the Journal of Economic Perspectives in 2002, concluded that "a minimum wage set moderately above the market wage may have a positive effect or a negative effect on employment, but the size of this effect will generally be small".

It will be interesting to see how long it takes those many Australian economists who don't specialise in studying the labour market to catch up with this change in their profession's thinking.

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Why weaker demand means lower pay rises

Just about everyone assumes we can never have enough jobs. So it's funny that our unending discussion about how the economy's growth is doing rarely delves into the detail of what's happening in the labour market.

But that's what Dr Chris Kent, an assistant governor of the Reserve Bank, did in a speech last week. He shows it really is a market, with the demand for labour interacting with the supply of labour to help determine the price of labour (wages) and the quantity demanded (employment). Unlike textbook markets, however, this one never "clears" - there's always some labour left unsold (unemployment).

It shouldn't surprise you that, in studying developments in the labour market in recent years, one big thing stands out: the effect of the resource boom as it moves through its three stages of high export prices, booming mine construction and rising production of minerals and energy.

The demand for labour is "derived" demand - it flows from the demand for goods and services. To produce those things you need machines and workers. The more you produce, the more workers you need.

For most of the two years since the middle of 2012, the economy (real gross domestic product) grew at less than its 3 per cent annual trend rate, held back by the decline in mineral export prices, the decline in mining construction, the high level of the dollar and the weak growth in public demand (government spending).

A big part of the problem was that the downturn in mining-driven activity came at a time when the non-mining economy was subdued.

This below-trend growth in the production of goods and services meant weaker growth in the demand for labour, as we can see from the various indicators of labour demand.

The rate of unemployment is high relative to its recent history. The rate at which people of working age (15 years and above) are participating in the labour force, either by holding a job or actively seeking one, is at about the lowest it's been over the past eight years. And since 2010 there's been a significant decline in the ratio of employed people to the working-age population.

It's true the economy seemed to grow more strongly in the last quarter of 2013 and the first quarter of 2014. And we can see some small improvement in the indicators. Using the trend estimates, employment grew by 0.7 per cent over the first five months of this year, unemployment seems to have stabilised at 5.9 per cent and the participation rate at 64.7 per cent.

But much of the growth in real GDP over the past two quarters has come from greatly increased production and export of minerals and energy, as newly built mines start working. Trouble is, mines are so capital-intensive that all this extra production would have created few extra jobs.

So, for once, the growth in real GDP overstates the increase in demand for labour. Kent suspects the growth in employment is explained partly by slightly stronger growth in the non-mining economy and by a catch-up from weaker-than-you'd-expect employment growth last year.

If so, we're not out of the woods yet. And Treasury's forecast is that unemployment will have risen a little further to 6.25 per cent by June next year.

Now let's turn to the supply of labour. At the most basic level, growth in the population of working-age adds to the supply of labour, whether that growth comes from "natural increase" - more young people joining than old people retiring - or immigration.

But not everyone of working age chooses to participate in the labour force, of course. And, in practice, changes in the participation rate are a key indicator of the strength of labour supply.
Kent says growth in labour supply has slowed substantially over the past year or so, with the "part rate" down from 65.1 per cent.

This is a sign of the interaction between labour demand and supply: when demand is strong, more is supplied, but now it's vice versa. So it's usual for the part rate to fall during periods of weak demand.

"As jobs become more difficult to find (at the prevailing wage), some individuals become discouraged from searching," Kent says. If they are still available to work these people are "discouraged workers", many of whom will resume the search for work when conditions improve.

But Kent says that, since 2010, the rise in the number of discouraged workers accounts for only less than a quarter of the fall in the part rate. Some of these other people may have chosen to make themselves unavailable to work by embarking on a period of study or accepting involuntary early retirement.

But another, more structural, factor helping to explain the fall in the part rate is the ageing of the population. Ageing means a higher proportion of the population is in older age brackets which tend to have lower rates of participation. (And if oldies are still working, they're more likely to be part-time).

Kent says ageing is estimated to have subtracted between 0.1 and 0.2 percentage points a year from the part rate over the past decade-and-a-half. But now the rate is a clear 0.2 points. In recent decades this purely demographic change has been offset by the decisions of individual oldies to continue working, but now this second trend seems to have stopped.

In textbooks, prices adjust automatically to bring supply and demand into balance. In the real-world labour market, it ain't that simple. Even so, the weaker demand for labour has seen wage growth decline to well below its average over the past decade. Pay rises of more than 4 per cent are now far less common and rises of 2 to 3 per cent are more common than 3 to 4 per cent. So are rises of 1 per cent or less.

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