FLEXI WORK in POLAND

1. FLEXI WORK in POLAND Alicja Kostecka

2. Employing staff is always employing the whole man.You can not hire a "hands to work„ man comes along with them as their owner. Peter F. Drucker

3. The roots of flexible work in Poland 1. Changes on the job market • new industries, more skilled jobs 2. Demography • age structure of population, more women working 3. Equality trends on the job market • women, young people, older workers, handicapped persons 4. Business competition • globalisation, recrutation and retention of most talented worker • growing pressure on workers education and longer work hours 5. Corporate social responsibility • including work-life balance measures into HR policy 6. Life aspirations of individuals • measured by life satisfaction index, generation Y

4. Projection of employment in 10 occupational groups in 2013 and 2025 Source: prof. A Karpiński, Rynek pracy, ewolucja popytu na kwalifikacje, Warszawa 2006

5. Flexible forms of employment in Poland Source: Flexecurity in Poland (ed. E.Krynska), Ministry of Labour, 2009

6. Fixed-term job contracts in EU Źródło: European Commission, Employment in Europie 2006

7. There is an imbalance in use of flexible working forms in Poland • The high ratio of fixed term contracts • The high ratio of civil-legal contracts • Small use of part-time employment • Limited use of telework and work from home • Lack of knowledge of flexible forms among employers (51%) and employees (54%) In the result: • Resistance to flexible forms of employment from employees • Resistance to flexible time of work from employers

8. Why employers like the flexi job contracts The cost of employee earning 2500 PLN ca 600 euro contract of employment contract work civil-legal contract self- employment

9. Why employers do not like flexible forms of working • limited confidence in the workers performing work outsideoffice; • more frequent training and deployment of new employees; • increased turnover of staff; • lack of ties among employees; • difficulties in coordinating the substance and timing of work.

10. Why employees prefer permanent work contracts A worker employed on the civil-legal agreement is seen as an additional employee. First to layoff in case of restructuring. Key/standard staff have permanent contracts (contracts of employment)

11. Why emploees do not like flexible form of employment • insecurity of work life, lack of stability of salary; • lack of legal protection; • a heavy burden for the employee to cover the costs of training necessary for employment; • not possible, in many cases, the use ofthe employee rights; • work interfering with home life.

12. Employment rate by age group and gender, 2000-2010 series, Poland (%) M F

13. Women perceived as a „less the employee” than a men Women are less active on the job market in every age group Reasons: 2 dimensions of a good employee: • Full involvement in work • Available on request /time demand

14. Barriers experienced by women on the job market • Economic factors • Attitudes and stereotypes • Legislation • Insufficient care facilities for dependants • Insufficient use level of flexible working forms • Inadequate forms of WLB present in Polish firms

15. Economic factors • Employment rate men – 58,9 women – 43,4 • Unemployment rate men – 8,8 women – 10,9 • Part time job men – 12,0 women- 17,0 • Men earn about 30 % more than women • Unemployed men easier find the job Source: Statistical Office, QIV2011

16. Attitudes and stereotypes related to phenomena of women on the job market • Traditional family model: women responsible for childcare and care for other dependants in the family • Women are responsible for running family household • Women perceived as a „less of a worker” than a men • Women’s own attitude toward working

18. Women having care responsibilities, 2008 46,4

19. Number of hours spend on housework and childcare, Poland

20. The work absence of women Source: References, N=932

21. Women’s own attitude toward working • 50 % of new mothers stays at home with child up to 4 years* • Almost half of women-respondends declared resignation from work if the husband would earn sufficient salary (42% in cities, 57% in villages)** *Source:GUS, 2007, **CBOS Mazovia Job Market 2010

22. Legislation • 18 weeks of matternity leave (obligatory) – mainly for mothers • 2 weeks for fathers from January 1, 2012 • 36 months (optional) of parental leave (mothers and fathers) • „It is too long” – employers’s opinion

23. Childcare facilities Kindergarden 41% children in the age 3-5 in facilities 16% children in public facilities 2% firms opened own kindergardens (2009) EU goal: 70% of children in kindergarden Babycare facilities from 1412 to 371 between 1990 – 2006 (GUS) Source: Mały Rocznik Statystyczny za 2006 r. Rocznik Statystyczny Rzeczypospolitej Polskiej 2006 r.

24. Insufficient care facilities • Insufficient childcare facilities (for children under 3 years of age and preschool children) small number of facilities, very expensive private facilities, unconvinient hours of opening) • The work absence of women (carying for a sick child) • Limited offer of care services for dependants • Limited access to child care facilities for unemployed women

25. The average number of working hoursyearly per 1 worker

26. Problems in keeping work – life balance Pressure at home ( Q11c) Pressure at work ( Q11a, b) Strong – several times a week Moderate – several times a month PL: 59% M and 62%F feel pressure at home PL: 16% M and 22% F feel pressure at work I.E. Kotowska, A.Matysiak, A.Pailhé, A.Solaz, M. Styrc, D.Vignoli, Quality of life of families: selected results from the Second European Quality of Life Survey 2007, European Fundation for the Improvements of Living and Working Conditions, Brussels, June 2009, http://circa.europa.eu/Public/irc/empl/demographic_change/library?l=/assessing_2009-06-10&vm=detailed&sb=Title

27. Results of not having WLB in firmsin opinion of Polish women • Resignation from further education 20,2% • Resignation from development of the interest 13,8% • Shortage of sleep 13,4% • Less time spent with family and friends • Less time spent on rest, sports and recreation Source: research by U.Feliniak and W. Ratajczyk, Łodź University, 2008; 516 respondents, 403 women

28. WLB beneficiaries in Polish firms in 2006 • Learning employees 82 % • Key employees 64 % • Employees having small child 50 % • Employees raising children alone 41 % • Older employees 36 % • Both parents 27 % • Employees traveling often 23 %

29. Employees expectations toward WLB, 2008 Employees expectations (%) Financing the study 57,6 Vacation schedule 46,7 Free days on demand 43,2 Bonus for vacation 40,9 Medical care 39,7 Free days for study 35,2 Cheap loans 35,0 Flexible work time 32,3 What employers offer (%) Free day on demand 18,6 Vacation schedule 16,1 Flexible work time 12,2 Bonus for vacation 10,4 Shorter work-day for learning emloyees 9,9 Cheap loans 9,2 Source: research by U.Feliniak and W. Ratajczyk, Łodź University, 2008; 516 respondents, 403 women

30. Inadequate forms of WLB present in Polish firms • Lack of understanding for WLB in firms • Addressed mainly to young proffesionals • Addressed mainly to young women • Addressed rather to new employed • Based rather on former experience/tradition than on actual needs of potential beneficiaries of WLB

31. Attitudes toward flexiwork in Poland • There is no resistance when it comes to flexi working hours • There is a resistance towards flexible form of work contracts • Mother's wish to combine work with home life, or simply do not have children - because they must work • Fathers do not want to work long hours, want to be with children, want to develop their passions, and find time for self-fulfillment

32. Thank you for your attention