Scientific responses to the YWAS emerged a few years later from reinforcing older ideas that existed in active scientific communities.
Consequently, the YWAS had little direct effect on building up this community.
In each phase, the YWAS of 1816 was analysed in a new context, with new methods and research questions to produce new "explained climatic changes" which can be mapped onto the heuristic scheme.
Today, the YWAS is perceived also as a "worst-case realisation" of natural climate variability (figure 3).
Structuring historical and current understandings of the YWAS with the help of the heuristic scheme shows that responses can be understood from interlinkages between observation, perception, and explanation.
For instance, we may raise the following: Contrary to the YWAS, observations, explanations (albeit immature), and also a scientific community existed at least to a certain degree (though without the capability of performing climate projections) in the 1930s.
Although YWAS is only one avenue of reporting when an employment-related issue or grievance arises (others include employers themselves, trade unions or government bodies such as the Human Rights and Equal Opportunity Commission [HREOC], the Anti-discrimination Commission or state industrial relations commissions), data collected by YWAS helps to identify the experiences of young people in their workplaces.
The sample consisted of 4,769 episodes of enquiry to YWAS over a three year period between March 2002 (when the service began) and February 2005.
Data were sourced from the YWAS electronic client database, which contained individual entries for each client.
Two further areas of concern are: the low quality of many young workers' jobs, including their lack of access to training and skills upgrading, which has been identified in previous research; and workplace bullying, which constituted one-fifth of all employment-related concerns reported to YWAS. The likely effects of the new legislation on young workers and the broader implications of the data are discussed.
The number of calls received by YWAS was very large and suggests a high need for the provision of a youth-focused service addressing workplace concerns.
The availability of relevant services is related to a central issue about the data itself, which is how problems experienced by young people translated into enquiries to YWAS. If a young person has a grievance at work, they have a number of options available to them.