1 / 15

Enhancing Job Quality and Identifying Vulnerability Indicators in Workforce

This final conference of the InGRID project in Brussels explores job quality and vulnerability-at-work indicators in Europe, aiming to characterize vulnerable employee groups and develop methods for future surveys. The session covers state-of-knowledge on employment vulnerability, Spectrum of vulnerability drivers, InGRID outputs, & conclusions. It delves into defining vulnerability, typology of jobs, and measuring cumulative risks at the workplace, providing insights and strategies to address vulnerabilities.

melaniee
Download Presentation

Enhancing Job Quality and Identifying Vulnerability Indicators in Workforce

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Final conference InGRID projectBrussels, 17 January 2017 Job quality and vulnerability-at-work indicators in Europe Majda SEGHIR (CEET, CNAM)

  2. Introduction • Purpose: • Characterising vulnerable groups of employees to poor WC (Working Conditions) and OSH (Occupational Safety and Health) issues • Developing methods to facilitate the identification of these vulnerable groups in future WC&OSH surveys • Why? • EU strategy on inclusive labor markets / revised European Employment strategy • Prevention policy design targeting vulnerable groups: • Prevent the emergence of vulnerable employees • Mitigation: addressing the causal risk factors • Coping strategies design: avoiding further harm

  3. Outline State of knowledge on employment vulnerability Spectrum of vulnerability drivers InGRID outputs Conclusion

  4. State of knowledge • Employment vulnerability: “precarious work that places people at risk of continuous poverty and injustices resulting in imbalance of power in the employer-worker relationship” (TUC commission) • Vulnerable workers: • ILO: own-account workers + contributing family workers • Structural vulnerabilities: women, migrants, minorities, disabled workers • Life-cycle vulnerabilities: children, the elderly, youth • Limitations: a lack of clear conceptual framework • Definition: targeting all the employees • Data: adequacy, comparabilityacross countries and over time • Assessmentmethodology: ex-post approach

  5. Spectrum of vulnerability drivers • Macro-level: • Economic drivers: economic downturn, financial crisis, austerity, change of work organisation,... • Institutional and legal drivers: collective bargaining coverage, minimum wages, deregulation, privatisation, welfare policies,… • Technological change: technology development, ICT advances and use, changing working environment and organisation • Micro-level: • Socio-demographic drivers: gender, education, age • Job content: work complexity, task autonomy, work intensity • Employment conditions: fixed-term contract, temporary agency working, self-employment, working schedule • Working environment: social climate, physical environment

  6. InGRID output

  7. HIVA: Typology of jobs • 8 job types (specific configurations of job quality indicators): active, saturated, low strain part time work, repetitive, emotionally demanding, passive, high strain • Assessment methodology: • Selection of 20 relevant job quality indicators (e.g. complexity, autonomy, voice, wage) to get the job types relying on Latent Profile Analysis (LPA) • Multiple linear regressions to model the relationship between job types and job quality outcomes (e.g. satisfaction, sustainability, security)

  8. HIVA: Typology of jobs

  9. HIVA: Job types and job quality

  10. CEET: Vulnerability measure • Definition of vulnerability: • the existence and the extent of cumulative risks at the workplace • the danger of adverse working conditions (AWC) that may threaten the worker’s well-being • Assessment methodology: • Construct a composite indicator of cumulative AWC • Create a pseudo panel from the repeated cross-section of the EWCS • Define a threshold of AWC above which an employee is considered at risk • Estimate vulnerability as the probability that an employee will have a level of AWC above the predefined threshold • Vulnerable employees are those having a probability of 50% to have AWC above the predefined threshold

  11. CEET: AWC indicator • Aim: the AWC composite indicator is developed to measure the cumulative risks at the workplace • Components: • Adverse social climate • Adverse physical environment • Atypical working time • High work intensity • Low work complexity

  12. CEET: ranking of Average vulnerability per survey edition and per country

  13. CEET: characteristics of vulnerable groups

  14. Conclusion • Two complementary approaches to identify vulnerable groups across European countries: • Job types entry: emotional demanding work, passive work, high strain work • Advantage: this method provides an improvement guide for each job type • Employees’ characteristics entry: employees with fixed work arrangement / high skilled blue collars / workers in the industrial sector within small-sized firms • Advantage: this method provides a warning system of employees at risk • Future development: • Integrating the last edition of the EWCS (2015) • Robustness tests with different thresholds of probabilities

  15. Thankyou

More Related