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Change & WLB

This analysis explores the changing dynamics of work in relation to societal trends, including globalization, demographic shifts, and the long-hours culture. It highlights the impact of gender roles on productivity and labor management, particularly the implications of part-time work often associated with women. Additionally, it discusses the need for flexibility in the workforce to maximize talent and address issues related to the gender pay gap and the effects of aging populations on work preferences. The findings point to a significant need for policy reform and better organizational strategies to harness potential.

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Change & WLB

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  1. Change & WLB Changing society, changing trends?

  2. Changes in society and the way we work • Globalisation, competition, productivity • Demographic changes • Long-hours culture • Gender time-gap • Wasted talent

  3. Globalisation, competition, productivity • Outsourcing • From manufacturing to service sectors • Demands for greater competitiveness & increased productivity to survive • Shortage of talented labour for increased competitiveness • Lead to re-think how to maximise working time & talent • Macro-economic pressure:Use more talented in the work pool • Search for work methods that allow best use of best talent (FW/ PT) • EU: Working flexibility is high on agenda • EU: “Flexi-security”

  4. Demographic change • Young people v older people • Social effect of aging population: • Pensions time-tomb • Working retirement  • Women in work force: • Caring for children  • Elder care • Men as carers  • Changing aspirations 

  5. Long hours culture • Over-working:- Paid- Unpaid • Presentee-ism • Who works long hours unpaid?- Which groups?- Which genders? • Who works long hours paid? • Impact of long-hours culture:- Families- Absent fathers

  6. Long hours culture • Part-time working:- 1.5 household working model- Economic necessity- Who works PT?- What kind of work? • Who prefers to work PT? • Value of PT working - Earnings hierarchy M/W : FT/ PT- Gender pay-gap 

  7. Gender time-gap • Traditional FW = PT working- Associated with “caring” • Gender segregation:PT work associated with womenWomen working manager’s long hours = male managers • Gender-based wage-gap = sex-segregated working patterns in family

  8. Gender time-gap • “Caring” image = labour market inequality- Pay-gap between men & women persists- Reinforced by PT = women- Pay gap between FT women & PT women greater than 1980’s • Traditional gender roles reinforced:Long hours FT work for men v PT low-paid low-skilled for women

  9. Gender time-gap • Men’s role at home reinforced by gender-role work stereotypes- Men doing more at home- Women still predominate, esp. where man works long hours- Only change when women working longer hours •  PT work = low-skill, low paid, manual (50%) v managerial (20%)

  10. Brain drain • Working to potential?(Survey of PT workers -mainly women)- Young people (16-24)- Older people (55+)- Mid-career (25-54) • Reasons for working PT:- Constrained by circumstances- Study- Looking for better job

  11. Brain drain • Reasons why constrained to low-paid, low-skilled PT jobs/ wasting talent:- Limited offer by employer to work PT- Not find PT work that meets experience- Prefer FT but no vacancies- No suitable FT jobs in area • Stereotypes:- View of PT work- Not know talents in PT team workers- Not think aspire to senior positions (PT work suits “caring”)

  12. Brain drain • Men & PT/ FW:- Career death- Social security- Family income • Costs of inflexibility:- For women as individuals- And when caring finishes?

  13. Solutions to inflexibility? • Implications for family policy? • Implications for society?

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