5 th European Working Conditions Survey

1. 5th European Working Conditions Survey Greet Vermeylenresearch manager Surveys and Trend UnitLjubljana seminar faculty of social sciences,5 October 2011

2. A few pointers on quality of work • Quality of work, decent work, quality of work and employment, quality of employment • Different frameworks • Multidimensional • Capture the ‘world of work’ for all employees • Taking into consideration : different sectors / public/private / different jobs / gender / different job status / self-employed and employees • The context matters: legislation, labour market, employment policies, social protection and social provisions,… • Context: Sustainability, ageing workforce, lifecourse, crisis…

3. HAVING A JOB WITH FUNDAMENTAL RIGHTS & EMPLOYMENT SECURITY • Employment status • Wages • Access to social protection • Workers rights Different dimensions of quality of work and employment • PROTECTING HEALTH & WELL-BEING • Health and safety outcomes • Exposure to risks • Participation • Occupational Health and Safety prevention framework • Healthy work organisation • USING and ACQUIRING SKILLS • Initial education • Cognitive content of work • Training & lifelong learning • Career development • Learning organisation QWE • BALANCING WORK with NON WORK LIFE • Organisation of working time • blurring fronteers between work and private life • Social infrastructures and provisions

4. European Working Conditions Survey (EWCS) • European wide survey – 5 waves already: 1991, 1995, 2000 (+01/02), 2005 and 2010 • 1 questionnaire / translated in all the languages • 2010: 25 languages and 16 variants • Country coverage: EU + neighbour countries • 5th EWCS (2010): 34 countries covered : EU27 + NO + ACC3 + IPA3 • 43000 interviews in total (1000/4000 interview per country) • Workers survey: employees and self-employed (15+) (LFS def) • face to face interviews • Covers many different aspects of the conditions of work and employment of European workers (more than 100 questions) • Demographics, structure of workforce, job characteristics, household info (incl work at home) • Working time : duration, organisation • Physical and psychosocial work factors • Nature of work / place of work / work organisation • Job content and training • Work-life balance • Information and consultation • Outcomes : health, job satisfaction • Earnings • Gender mainstreaming : central in reflection on questionnaire

5. Change over the last 20 years • Globalisation • Structure of employment • More in services, less in industry • A wide variety of employment contracts (& blurring division between self-employed and employees) • A more diverse workforce • More women on the labour market _-> but gender segregation remains • Ageing workforce • (National) policies aiming at modernising working life aimed at social progress and /or developing competitiveness

6. Working time working time duration Working time is decreasing on average From 40.5 hrs/week in 1991 (EC12) to 37.5 hrs/week in EU27 (2010) - On average men work 7 hrs more than women in paid empl - However: paid + unpaid work: women work more Time segregation (next to occupational/sectoral/pay segreg) - Women work more shorter hours Men work more longer hours But women do bulk of household work Working time organisation Working time preferences

7. Evolution of weekly working hours, 1991 – 2010, EC12, EU15 and EU27 (%)

8. Average working hours and distribution of working hours, per country

9. Some results of the EWCS Level of job segregation at the workplaceby gender, 2010, EU27 (%)

10. Training on increase, but big differences remain Employer-paid training by age of employee, 1995 – 2010, EU15 and EU27 (%) (or paid by oneself if self-employed)

11. Employer paid training by country, employees

12. Workers involved in workplace innovation Participation in improving the work organisation or processes, by country, 2010 (%)

13. Work intensity on the increaseWorking to tight deadlines, EC12, EU15 and EU27, 1991-2010 (%)

14. Risk exposures:- overall: little change- differences however between different countries, sectors, occupation- gender differences in exposure to physical risks

15. Psychosocial risks • Complex phenomenon: • work related ‘stress’ can be related to many issues. • Worrying developments: • stable high levels of work intensity • no increase in workers’ room for manoeuvre • Work related stress factors : • Work demands • work intensity, working long hours, cognitive demands, work-life balance • Emotional demands • contact with people, emotional involvement, consequences of mistakes • Room for manoeuvre • Social relations • Value conflicts and work dissatisfaction • Employment insecurity and lack of career prospects and insecurity in the work • Violence, harassment and bullying

16. Threats and harassment by sector

17. Able to work at 60, by country

18. Conclusions • Working conditions : limited but noticeable changes over time … • Challenge: • Understand the phenomena • No simple answers / explanation to most phenomena • Multilevel. Multi actions needed • European-wide comparative data • Workers and employers surveys • Differences between groups of workers, economic activities and countries are important. • Changes don’t go into the same directions for all groups of workers. • Identification of groups of workers, situations of work which are of concern but also of groups and situations which shall encourage us • Context remains important • Change is possible and actors have a role to play • Evidence of change over time of a number of indicators. Are we heading into the right direction ? Do we want to foster / nurture more changes ?

19. Thank you More info: www.eurofound.europa.eu Survey Map Tool, overview report, secondary analyses Data will be available through Essex Data Archive gve@eurofound.europa.eu