slider - perosh

Changes of the w orking environment
European perspecti ve
Perosh seminar
24 25 / Sept 2009
29/09/2009
1

Main characteristics of the EWCS
• 4 so far, 5th ewcs fieldwork to start in January 2010
• 15+ in employment according to LFS standards
• Face to face interviews of around 35 minutes
• From 1991 to 2005: questionnaire has expanded from 30 to 100 questions
however attempt to keep trends and survey has expanded its geographical
scope from 12 countries to probably 34 in 2010
• Revision of questionnaire with the support of an expert questionnaire
development group
• Strict quality assurance mechanisms
• 4th ewcs :
4 1 questionnaire / 25 languages and 16 variants,
4 31 countries covered : EU27 + ACC2 + NO + SW
4 29680 interviews in total
4 1000 interviews in each country except 600 for CY, EE,
Lxbg, MT and SV
29/09/2009 2

The context
• The structure of employment has changed :
demographics and economical composition of the
industries
• The economic crisis
4 Some companies are restructuring
4 unemployment is increasing
• The nature of work is changing: more open to
external demands, customers and growing use of
I.T.
29/09/2009 3

the impact on possible changes
• Risks specific to female-dominated jobs
4 Developing gender sensitive analysis
• Diversity of the workforce more diversity in possible impact, acceptable
levels
• Risks linked to new occupations / w org linked to the service industry in
general, the KS in particular
• (un)employment : job insecurityemployment security
• New technologies : surveillance or collaborative work
• Cognitive dimensions of work (risks etc)
• Not a one-best way in work organisation
• Place of work / work around the clock
• Contact / violence with customers and other parties at the workplace
• Collective / isolation
29/09/2009 4

Quality of work and employment
• Ensuring career and employment security
(employment status, income, social protection and
workers rights)
• Maintaining and promoting the health and
wellbeing of workers
• Developing skills and competences (qualifications,
training, learning organisation, career advice)
• Making it possible to reconcile working and nonworking
life
29/09/2009 5

.. The impact on possible changes
• The political debate : employment versus work
• Interrelationships are important : looking at 1 issue in
isolation is not enough (e.g. multi-factorial risk)
• Certain groups / work situations combine exposure to some
risks and the effect of combination is synergetic
• A dynamic perspective is often lacking e.g. penibilité
strenuous- jobs,
29/09/2009 6

Ensuring career and employment
security
• Employment status:
4 non-permanent contracts associated with poorer working conditions.
4 1/2 of the new jobs are not permanent jobs. Most of them are for
non-nationals.
• Workers' rights: vertical and horizontal gender segregation persists;
discrimination
• Income : significant gaps between female and male incomes, low
wages correlated to precarious employment relationships
• Social protection: flexicurity, some new employment forms and
hybrid se /empl- forms are developing and may not covered
against risks
• Undeclared work
29/09/2009 7

Rise in non-standard
employment in the
European Union, 1991 -2005 (%)
20%
18%
16%
14%
12%
10%
8%
6%
4%
2%
0%
Self-employed Part-time Temporary
employment
Second job
1991 (EU12) 1995 (EU15) 2000 (EU15) 2005 (EU25)
29/09/2009 8

Pace of work: demand led...
70%
60%
50%
40%
30%
20%
10%
0%
Direct people's
demands
Work done by
colleagues
Performance
targets
The direct
control of your
boss
The movement
of a machine
1995 EU15 2000 EU15 2005 EU25 2005 EU15 2005 NMS
29/09/2009 9

Promoting health and well-being
• Exposure to traditional risks havent decreased when exposure to
psychosocial risks is increasing
• Motivation, burn out, presenteism
• Emotional demands
• An epidemic of musculoskeletal health problems
• Violence at work
• 10% of workers have been harassed at work
• Mental health a growing concern
• Issues are (high- er ) on the European agenda
• But what we observe across Europe, are the multiplicity of definitions /
concepts and answers to psychosocial risks and mental health issues. We need
to work on developing knowledge and more common understanding ofissues at
stake and solutions to tackle the issues if we want to be able to develop social
compromises
29/09/2009 10

Promoting health and well-being : a
group and dynamic approach
• The older workers:
4 age-related exclusion phenomena,
4 work may result in premature bodily wear and tear
• The female workers:
4 more exposed to violence and harassment,
4 flexible women highly exposed
• The disabled, the chronically ill
(managers)
29/09/2009 11

Exposure to ph ysical risks : stable or on the increase
70
60
50
40
30
20
10
0
Vibrations Noise Low temps Breathing in
smoke, fumes,
dust or
powder
Handling
chemical
products /
substances
Radiation
(welding light
etc)
Painful, tiring
positions
Repetitive
hand or arm
movements
1990 EU12 1995 EU15 2000 EU15 2005 EU25 2005 EU25 2005 OMS 2005 NMS
29/09/2009 12

Bullying / harassment in the workplace
25
20
15
10
5
0
FI
NL
LU
LT
EL
IE
BE
HR
MT
FR
SI
DK
CH
EE
UK
AT
TR
NO
RO
LV
DE
PT
SK
SE
PL
CY
HU
CZ
ES
IT
BG
M
F
29/09/2009 13

Impact of work on health
Impact of work on health, 2005
0% 10% 20% 30% 40% 50% 60%
Work affects health
Reported symptoms:
Backache
Muscular pains
Stress
Fatigue
Headache
Irritability
Anxiety
Hearing
Respiratory
EU15
NMS
29/09/2009 14

Development of skills and competences
• Learning organisations versus lean production
• No increase in access to lifelong learning
• From job (in) security to employment security
• Work intensity on the increase
• subjectivité at the heart of commitment
• Technologies and innovations impact in different
ways
4 Collaborative or surveillance / productivity lead
29/09/2009 15

Increase in work intensity
Does your job involve working at very high speed
0.0% 10.0% 20.0% 30.0% 40.0% 50.0% 60.0% 70.0% 80.0% 90.0% 100.0%
1990
EU12
37.1%
16.8%
12.5%
10.9%
5.0%
10.6%
7.2%
1995
EU15
29.4%
16.4%
11.6%
11.8%
5.9%
13.4%
11.6%
2000
EU15
26.8%
17.2%
12.0%
12.4%
7.3%
13.7%
10.6%
2005
EU25
21.6%
18.7%
12.4%
12.3%
10.0%
15.1%
10.0%
Never Almost never Around 1/4 of the time Around half of the time Around 3/4 of the time Almost all of the time All of the time
29/09/2009 16

Decision latitude : a slight decline
75%
70%
65%
60%
55%
50%
45%
40%
35%
30%
25%
Order of tasks Speed of work Methods of work
1990 EU12 1995 EU15 2000 EU15 2005 EU25
2005 EU25 2005 EU15 2005 NMS
29/09/2009 17

Forms of work organisation in Europe
• Discretionary learning forms (38% of employees)
4 Overrepresentation of autonomy, learning dynamics, task complexity, self
assessment of work as well as autonomous teamwork
• Lean production forms (26% of employees)
4 Overrepresentation of teamwork, task rotation, quality management variables
and objective determinants of pace of work
• Taylorist forms (20% of employees)
4 Low autonomy, learning dynamics, complexity and overrepresentation of obj
determinants of pace of work, repetitiveness, monotony and quality norms
• traditional and simple structure forms (16%)
4 Poorly described by the variables of work organisation.
29/09/2009 18

Reconciling working and non-
working life
• Not an issue relevant only to people with caring
responsibilities
• The double workload
• Time management:
4 Part time work : different realities and outcomes for (female)
workers; Cendirella
4 atypical working hours : regulated or not, predictable or not,
working time account
4 Long hours still exist more for self employed
• Work and non work life : working poor, alcohol abuse etc
29/09/2009 19

Working hours
0% 20% 40% 60% 80% 100%
1990
EU12
8.5%
8.7%
16.0%
35.5%
12.9%
18.5%
1995
EU15
8.7%
10.4%
19.9%
32.2%
12.4%
16.5%
2000
EU15
11.5%
11.5%
20.1%
32.8%
9.5%
14.6%
EU25
10.9%
10.5%
21.3%
32.5%
11.0%
13.8%
2005
OMS
11.6%
11.3%
24.1%
30.6%
10.2%
12.2%
NMS
6.9% 5.3% 5.4%
43.6%
16.0%
22.8%
Less than 20h 21-34h 35-38h 39-41h 42-48h More than 48
29/09/2009 20

Combined working hours : w omen work the longest
(EU27 only)
0 10 20 30 40 50 60 70
Part-time
male
female
23.5
21.3
7.3
32.7
Full-time
male
female
43.1
40.0
7.9
23.0
Paid working hours main job
+Commuting time
+Paid working hours second job
+Unpaid working hours
29/09/2009 21

Working time flexibilit y does not increase as
quickly as one tends to believe
Work fixed starting and finishing times by
gender, %
80
70
60
50
40
30
20
10
0
EU15 EU15 EU15 EU25
1995 2000 2005 2005
male female total
Source: Fourth European Working Conditions survey
29/09/2009 22

Merci,
apt@eurofound.europa.eu.int
www.eurofound.europa.eu
29/09/2009
23

Health related leaves
Proportion of workers taking health-related leave in last 12 months, and
average days taken
50%
70
Proportion of workers taking health-related leve
(bars)
45%
40%
35%
30%
25%
20%
15%
10%
5%
60
50
40
30
20
10
Average number of days taken (diamonds)
0%
FI
MT
NLDK
LUBE
SI
CZSEDEEENO
ITHU
LVSKUK
IE
LTATBGPLHRCHFR
TRCYES
EL
PTRO
0
29/09/2009 24

Place of work
homework
teleworking
clients, on the road
Company premises
0% 20% 40% 60% 80% 100%
all and most of the time between 1/4 and 3/4 never
29/09/2009 25

And on social protection rights
• Social protection systems not always/fully adapted to this new way of
organising work
4 First and second pillar
4 Fragmented careers
4 How to deal with child bearing and rearing
• Back to work (or not): very differently organised in different countries
• Part-time
• Child care facilities, incl. out of school care
• Parental leave for men and women + effect on careers
• (Engendered) career choices at the kitchen table
4 Unemployment spells versus other spells
• Level of replacement rate is important (UE benefit 80% in DK vs 40 %
in IT)
• Consequences on building other rights:
• Usually for pension rights: (covered) UE spells relatively ok - other spells
more tricky
4 Pension rights
• Last salary Calculation over life course How to take into account
different kinds of spells/transitions/contracts
• Hence: reflection on some reforms in systems possible / needed
29/09/2009 26

High level of cognitive demands
90%
80%
70%
60%
50%
40%
30%
20%
10%
Assessing
yourself the
quality of your
own work
Solving
unforeseen
problems on
your own
Learning new
things
Monotonous
tasks
1995 EU15 2000 EU15 2005 EU25 (2005) EU15 (2005) NMS
29/09/2009 27

29/09/2009 28

Forms of work organisation in Europe
• Discretionary learning forms (38% of employees)
4 Overrepresentation of autonomy, learning dynamics, task complexity, self
assessment of work as well as autonomous teamwork
• Lean production forms (26% of employees)
4 Overrepresentation of teamwork, task rotation, quality management variables
and objective determinants of pace of work
• Taylorist forms (20% of employees)
4 Low autonomy, learning dynamics, complexity and overrepresentation of obj
determinants of pace of work, repetitiveness, monotony and quality norms
• traditional and simple structure forms (16%)
4 Poorly described by the variables of work organisation.
29/09/2009 29

29/09/2009 30
The results: country by country
The results: country by country
Growth in middle
Polarization Hybrid polariz/upgrading Upgrading Hybrid upgrading/mid
AT
-100
-50
0
50
100
150
1995-2003
1995-2000
BE
-100
-50
0
50
100
150
200
250
1995-2006
1995-2000
FR
-400
-200
0
200
400
600
800
1000
1200
1400
1600
1995-2006
1995-2000
IE
0
20
40
60
80
100
120
140
160
180
1998-2006
1998-2000
DE
-800
-600
-400
-200
0
200
400
600
800
1000
1200
1400
1995-2006
1995-2000
DK
-100
-50
0
50
100
150
200
1995-2006
1995-2000
IT
-600
-400
-200
0
200
400
600
800
1000
1995-2003
1995-2000
LU
-10
-5
0
5
10
15
20
25
1995-2006
1995-2000 SE
-150
-100
-50
0
50
100
150
200
250
300
1997-2006
1997-2000
UK
-400
-200
0
200
400
600
800
1000
1200
1400
1995-2006
1995-2000
ES
0
200
400
600
800
1000
1200
1400
1600
1800
2000
1995-2006
1995-2000
GR
-400
-300
-200
-100
0
100
200
300
1995-2006
1995-2000
CY
-5
0
5
10
15
20
25
30
35
1999-2006
1999-2000
CZ
-250
-200
-150
-100
-50
0
50
100
150
1998-2006
1998-2000
EE
-20
-15
-10
-5
0
5
10
15
20
25
1997-2006
1997-2000
HU
-100
-50
0
50
100
150
200
1997-2006
1997-2000
FI
-40
-20
0
20
40
60
80
100
120
140
1997-2006
1997-2001
NL
0
50
100
150
200
250
300
350
400
450
500
1996-2006
1996-2000
PT
-300
-200
-100
0
100
200
300
1998-2006
1998-2000
LT
-100
-80
-60
-40
-20
0
20
40
60
1998-2006
1998-2000
LV
-40
-20
0
20
40
60
80
1998-2006
1998-2000
SL
-30
-20
-10
0
10
20
30
40
50
60
70
80
1996-2006
1996-2000
SK
-80
-60
-40
-20
0
20
40
1998-2006
1998-2000
EU15
0
1000
2000
3000
4000
5000
6000
1995-2006
1995-2000
NMS
-300
-200
-100
0
100
200
300
400
2000-2006