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Agnès Parent- Thirion surveys and trends unit

Quality of Work and Employment in Europe: first findings from the European Working Conditions Survey. Agnès Parent- Thirion surveys and trends unit. A few pointers on quality of work. Quality of work, decent work, quality of work and employment, quality of employment Different framework

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Agnès Parent- Thirion surveys and trends unit

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  1. Quality of Work and Employment in Europe: first findings from the European Working Conditions Survey Agnès Parent- Thirion surveys and trends unit

  2. A few pointers on quality of work • Quality of work, decent work, quality of work and employment, quality of employment • Different framework • 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. Enriching knowledge through a multidisciplinary approach over time: from health and safety to quality of working life Schulte P, Vainio H. Well-being at work – overview and perspective.Scand J Work Environ Health. 2010; 36(5): 422-429

  4. Some frameworks with different purposes • EU: European employment strategy (quality of work) • from Lisbon strategy (more and better jobs) • to EU2020 (smart, sustainable and inclusive growth) • ILO: Decent work • UNECE/ILO/Eurostat: quality of employment • Eurofound: quality of work and employment -> different purposes: - from measuring progress towards a political process - to a more independent and underlying measurement of quality of work as such which might contribute to the process…

  5. 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

  6. How can QWE be useful for EU2020 • Smart, sustainable and inclusive growth • sustainable jobs • health and well being (over the life course), healthy work organisation, work intensity • working time/ work life balance • smarter working  • work organisation, education, training & lifelong learning, employability, learning org, workplace organisation, productivity • inclusive work/society • employment rates of 75% , flexicurity : empl status and salaries, rights at work, social protection • work life balance, working time arrangements, social infrastructure Mainstreaming of gender, age/life course

  7. 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) European policies aiming at modernising working life aimed at social progress and /or developing competitiveness • Transformation in the management of companies • adaptability and reactivity, HRM

  8. Low level of mental well being per country - workers (who 5 index - ewcs 2010)

  9. Working when sick in the past 12 months

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

  11. Managers’ and supervisors’ working hours

  12. Human resource management practices

  13. Diffusion of high performance workplaces practices : team work

  14. Diffusion of high performance workplace practices : task rotation schemes

  15. Restructuring or reorganisation Vs introduction of new processes or technologies, by country, 2010 (% of respondents)

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

  17. Many ways of developing on the job but trends have not increased

  18. 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)

  19. Skills and duties match is important for both work companies and the workers

  20. Use of technology, EU27, 2000-2010

  21. Some results of the EWCS:working time: reduction over time EWCS

  22. But working time dispersion differs between countries EWCS 2010

  23. Working time duration and stress • Long working hours : • Slightly decreasing but still • 54% of self-employed with employees, • 43% of self-employed without employees and • 11 % of employees • work 48 + hours per week • -> Report more health problems, work life balance problems and work intensity • Short working hours (particularly short part time) • Increasing, mostly female phenomenon (gender segregation) • Can be linked with other psychosocial risks mainly related to job and financial insecurity

  24. Working time organisation • Standard working hours still the norm but a good proportion of workers work at different times • 16% of workers work long days (>10 hours) • at least 5 times a month • 10% of workers do night work • more than 3 times a month • 17% of the workers do shift work • 20% work on call • 53% work at the weekend at least once a month • 26% work at least one Sunday a month • -> also report more of the same problems of health, work-life balance and work intensity (as first group) • Variability and predictability : other important elements for work-life balance

  25. Working hours preference, by gender, age and employment status, 2010, EU27 (%)

  26. Work life balance • 18% of workers have problems with work-life balance • Men > women • esp. men 30-49 yrs old • Dissatisfaction for women more evenly spread over career • But flexibility of workers and employers • 1 / 3 of the workers can easily take 1 hour off • Easier for men than for women • More than 1 / 3 work in their free time • Slightly more men and for women • Nearly 20 % (both men and women) do this more than once per week

  27. But if we look at all working time …

  28. E-nomads, by country, EU27 (%)

  29. Exposure to combined ergonomic, biological and chemical and ambient risks, by country (index scores, EU27 average = 100)

  30. Change in exposure to physical risks (index) between 2000 and 2010, by country

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

  32. (Objective) work intensity

  33. Autonomy has remained stable globallyAbility to change methods of work, by type of occupation, 2000 – 2010, EU27 (%)

  34. Autonomy versus Work intensity, by sector and occupation

  35. Psychosocial risks (2) • 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

  36. Hostile relationships at work 2010, EU27 (%)

  37. Violence, Discrimination and Harassment 2010, EU27 (%)

  38. Able to work at 60, by country

  39. Lack of information on health and safety risks per country

  40. Conclusions • Quality of work remains important • Work matters, not only employment -> ‘Better’ may be even more needed now ! • Needed for smart, sustainable and inclusive growth • 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 • Limited yet noticeable changes at global level • 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 ?

  41. Merci www.eurofound.europa.eu

  42. Working long hours … EWCS 2010

  43. Working shifts, at night

  44. Job tasks in conflict with one’s values, by occupation (ISCO08), 2010, EU27 (%)

  45. Knowing what is expected of you at work, by sector (NACE), 2010, EU27(%)

  46. Emotional involvement in one’s work, by sector (NACE), 2010, EU27 (%)

  47. Change of working hours in the past year, by country, 2010 (%)

  48. The recession : change of salary in the past year, by country, 2010 (%)

  49. My work affects my health negatively

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