Aboriginal Population Profiles for Development Planning in by J. Taylor

By J. Taylor

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Indeed, given the administratively determined nature of much Aboriginal economic activity in the region, the boundaries between officially recorded employment, unemployment, and consequent labour force participation rates, are sufficiently blurred that all these data should be approached with some caution. They are best seen as rough estimates rather than as robust indicators. Of particular interest for social impact planning is the distribution of employment and related labour force status by age.

Finance and Insurance. 11. Property and Business Services. 12. Government Administration and Defence. 13. Health and Community Services. 14. Cultural and Recreational Services. 15. Personal and Other Services. Clearly, the distribution of Aboriginal employment by industry division for both males and females is quite different from that of their respective non-Aboriginal counterparts. Aboriginal employment is heavily concentrated in government administration, which in effect reflects the census classification of much CDEP employment.

These variations contribute to relatively high indices of dissimilarity, especially for males. 3%) would need to change their industry of employment. Obviously, this would represent a substantial restructure. 4. 5). Much of this arises from the ABS tendency to code CDEP scheme workers as labourers and related workers. As a consequence, more than 60% of Aboriginal male workers, and almost 40% of female workers are classified in this way. By contrast, non-Aboriginal workers are more evenly distributed across occupational groups, especially in the more skilled occupations in categories 1-4.

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