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Change & WLB

Change & WLB. Changing society, changing trends?. Changes in society and the way we work. Globalisation, competition, productivity Demographic changes Long-hours culture Gender time-gap Wasted talent. Globalisation, competition, productivity. Outsourcing

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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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