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Telework at home, on the road or in the neighbourhood

Telework at home, on the road or in the neighbourhood. Dr. Albert Benschop. ― The desire for something that does not exist yet ―. 17.12.2004. Background and Outline of Research Project. ESF-project Where does it come from? Who are participating? Starting-point

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Telework at home, on the road or in the neighbourhood

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  1. Telework at home, on the road or in the neighbourhood Dr. Albert Benschop ― The desire for something that does not exist yet― 17.12.2004

  2. Background and Outline of Research Project • ESF-project Where does it come from? Who are participating? • Starting-point Telecentres beyond telehomework Emancipation perspective: women, unemployed and disabled people • Steps State of affairs based on existing material: Country Report Survey – websurvey Case Studies: Moneypenny & ING • Websurvey Today: first results websurvey Data just withdrawn from computer Processing by Belgian colleagues: Michel Walrave & Marijke de Bie • Don’t be impressed A lot of data Today: selection of most reliable results A lot of data as illustration – Don’t be impressed I will guide you through them If I go too fast ..... Ask questions.

  3. Profile of Respondents % Number of respondents = 442 Average age = 41.7 jaar 60% female and 40% male 48,4% with children and 51,6% without. Rest of demographic data –such as marital state and living situation – are ‘normal’.

  4. Employees Nearly 82% of the employees have higher education degrees (MBO, HBO en WO)

  5. Size company and sector

  6. Teleworkers & non-teleworkers • Teleworkers = 69.2% Non-teleworkers = 30.8% • Average age of teleworkers and non-teleworkers is about equal. Non-teleworkers are slightly younger. • No significant differences in gender, civil state and living situation • Significant difference in level ofeducation: the higher the degree, the higher the proportion of teleworkers • E.g. 30.8% HAVO to 80.2% teleworkers with a Higher education degree

  7. Types of Telework Kinds of Teleworkers • Most men and women telework at home • On average more men than women work in satellite offices

  8. Who takes the initiative to telework? • 80.2% by employees ― 15.7% by employer • No difference between men and women. • Is telework officially taken care of? • 90.4% telework informally. • 9.6% of the teleworkers has an official contract in which telework is regulated. • Who pays for the computer and internet connection of the teleworker? • Who pays for the costs does not depend on size of company.

  9. Why people do not telework • Their job /function does not allow it: 40,9% Their company / organization or boss does not allow it • Contact with colleagues and other people: 37,9% • Contact with customers or clients: 27,6% • Job requires specific machinery or materials: 17,2% • 36.4% company • 11.4% direct manager / leidinggevende Yet, their interest in telework is huge

  10. Interest in telework • How high is the interest in telework among non-teleworkers? • 77.5% is interested in telework — only 22.5% is not interested. • (no significant differences between men and women, nor in education level) • A lot of interest in telework, but is it realistic to begin with it? • 63,8% —Telework is possible in my job • 36,2% —Telewerk is impossible in my job • (no difference in education level, size company or sector of work) • How many hours per week would it be possible to telework? • 22,2% — less than 1 day (1-7 hours) • 44,4% — 1 or 2 days (8-15 hours) • 33,3% — more than 2 days (>= 16 hours) • Do employers allow telework? • 55,6% — employer will not allow it • 44,4% — employer will allow it • 2% — employer will not allow it anymore

  11. Desired time and forms • How much time would non-teleworkers want to telework themselves? • Which forms of telework do non-teleworkers prefer? Most popular Nearly 2/3 of respondents do not take telecentre into consideration. But more than 1/3 does. No significant differences between men and women

  12. Desired combination of telework forms There are no significant differences between men and women for certain combinations. Little preference for some combination with telecentre: 72% doesn’t take the combinations office + telecentre or home + telecentre into consideration. But nearly 1/3 of non-teleworking respondents does. If people were to choose their work location freely, 1 out of 2 chooses for the combination of (main)office and telehomework..

  13. Employers and telework • Conditions to telework? Most employers (60%) attach conditions to telework: • specific position: teleworkability • teleworker has to fit a personality profile • minimum level within company • seniority (years of employment) 1 out of 5 employers (22.2%) only allows employees to telework when they have been employed 3-5 years or more than 5 years

  14. Increase of employment opportunities Do companies stimulate particular groups in their employment policy? Do they have a specific policy to encourage applications of these groups? Employees (TW & NTW) do not believe that telework has a positive effect on employment opportunities of long-term unemployed and ethnic minorities. Gender difference: women are much more positive in this respect than men.

  15. Important or unimportant reasons to telework Feelings about telework: reasons, advantages, disadvantages Teleworkers see great advantages in the fact that their commuting time is increasingly reduced: for 74.5% it is an important reason to telework. Non-teleworkers are even much more positive about this advantage of telework: 94.1%.

  16. Important or unimportant reasons to telework at home Feeling about telehomework: reasons, advantages and disadvantages Aspects of telehomework that are seen as less important (not as an advantage) the experiences of teleworkers the opinions of non-teleworkers No significant differences between as to the advantages of telehomework Yet, teleworkers are not on the same wavelength as far as certain advantages of telehomework are concerned. 1) Better management of care tasks: if sound more important by teleworking women and teleworkers with children. Teleworkers with older children are less convinced than teleworkers without older children. 2) Flexible organization of working hours: the more children teleworkers have, the less they they are convinced that telehomework has this positive effect. Teleworking women, however, do believe so. Teleworkers with older children are less convinced than teleworkers without older children.

  17. Influence of telework on professional life Employees doubt this, but teleworkers are less pessimistic Drawback to telework?

  18. Experiences of teleworkers & Views of non-teleworkers on telework • The less one teleworks, the more one is convinced that telework goes together with more negotiation opportunities with unions: occasional: 74.3%; part-time: 72.7; full-time: 25%. • Men are more convinced than women that telework will lead to positive reactions and appreciation from colleagues and superiors. Men are therefore more optimistic about positive effect of telework on promotion opportunities than women. • Only 1 out of 4 teleworkers (25,9%) without small children experiences a decrease in work pressure, whereas NONE of the teleworkers with children between 3-6 speak of a decrease. They have experienced an increase in pressure (27,3%). Only 3,7% of the teleworkers without small children have the feeling that the work pressure has increased.

  19. Telework and Household work Women and domestic chores Most domestic chores are done by the women themselves and not so much by their partners. Remarkable is: • the proportion of women with a free or paid aid to clean the house. • most women (65%) do the administration themselves and take care of their finances (60%). • no significant differences between teleworking and non-teleworking women.

  20. And now … the men! Men and domestic chores Men confirm that their partner, more than they, does the cleaning, cooking and laundry. No significant differences between teleworking and non-teleworking men. The difference with women is: • that more men do the shopping themselves than their partner (24% man vs. 13% partner). Most of the employees shop together (61%) • great contrast between men and women when it comes to paperwork/administration, gardening/odd jobs, and managing finances. Different view on domestic chores than women!

  21. (Dis)satisfaction with share of domestic chores • 6.5% of the employees is not satisfied with their share of domestic chores, • whereas 93.5% is satisfied. • Are there differences between teleworkers and non-teleworkers? • Teleworkers are more satisfied than non-teleworkers with their share of domestic chores: teleworkers 96.7% satisfied vs. non-teleworkers 85.4% satisfied. • Are their differences between men and women? • Women are clearly less satisfied with their share of domestic chores than men: satisfied men: 97.2% vs. women: 86.7% • But there are no significant differences between male and female teleworkers in mate van tevredenheid. Measure of adaptedness?

  22. Balance work and private life Many important advantages, but not everyone agrees that telework leads to more spare time, or makes it easier for women to take up domestic chores. Greatest risk connected with telework: The division between private life and profession life grows dim (84.8%) Here no significant differences between men and women, nor between the experiences of teleworkers and the feelings of non-teleworkers.

  23. Problems with telehomework We have seen that 2/3 of the teleworkers work at home. Which problems occur? What are the main disturbance factors? • Separate homework-officeA large minotiry (48,8 %) of the telehomeworkers has a separate homework-office, but a small majority (51,2%) doesn’t. No significant differences for teleworkers with children. • Working undisturbed78% of the homeworkers is able to work undisturbed, 22% isn’t. Teleworkers with a separate homework-office are able to work more undisturbed. • 86,4% of the homeworkers with a separate office can work undisturbed; • 68,3% of the teleworkers without a separate homework-office experience no disturbances of their activities. There are no significant differences between men and women, but there are between people with and without children. Children appear to be an important factor of disturbance and toddlers are a very important element of disturbance.

  24. Problems with telehomework (2) There are no significant differences between men and women, but there are between people with and without children. Children appear to be an important factor of disturbance and toddlers are a very important element of disturbance. Ongestoord thuiswerken - Een klein kind 8 out of 10 homeworkers without small children (but with children) are able to work undisturbed, in comparison to only 1 out of 5 of the homeworkers with toddlers • Additional costs homework-office • 36,4% of the teleworkers doesn’t have to make additional costs to prepare the homework-office. 63,6% has made additional expenses. 56,6% has paid for the costs themselves, 2% had the costs refunded by the company and 5,1% shared the costs.

  25. Problems with telehomework (3) • Planning of homeworking day

  26. Problems with telehomework (3) • Elements of disturbance22% of the telehomeworkers are not able to work undisturbed. • What are the most important elements of disturbance?

  27. TeleWorkCentre • Familiarity: ever heard of teleworkcentres? A large minority (46.4%) of the employees have heard of a telecentre before, a small majority (53.6%) had never heard of it before the survey. Which facilities are desired in a telecentre? a. Mobility facilities: which ones are desired? • Nearly all respondents are in favour of a parking lot (92.6%) and public transport (98.6%). • A car from the telecentre is not desired by everyone (53.3% in favour). 7 out of 10 desire a telecentre transportation service (73.8%). • Training facilities • Group (68.1%) and individual trainings (77.2%) and internetcursussen (e-learning training) • General facilities TW and NTW think the same about this Have to be present Not unambiguously pro or con. Yet, women are more positive about department store than men (38,2% vs. 22,4%). The overall desire of both of them is low. Undesirable

  28. Employers and TeleWorkCentres • Familiarity with telecentre? • 57.9% yes — 42.1% no • Conditions for working in telecentre • 27.8% of the employers will not give their employees the possibility to work in a telecentre. • The other 72.2% states the following conditions: • Guarantee of a professional working environment (33.3 %) • Safeguard for confidential and personal information (16.7%) • Working in a telecentre is separated from the wage agreement (11.1%) • Costs for rent of a workplace in a telecentre should be equal to or lower than the costs of a homework-office (11.2%) • Percentage average earnings for rent telecentre • Employers would spend on average 2.5% of the wage to make working in a telecentre possible. • 50% is not prepared to pay anything at all. • 50% is prepared to pay 10% or less. Small number of respondents, so caution is called for.

  29. Discussion • For whom is telehomework a good solution and for whom and when not?Restrictions or risks of telehomework: no personal workplace; disturbing factors; dimming of division between private and professional life.Advantages of working in local telecentres. • How strong is the need for local telecentres – teledocks?Desire for something that doesn’t exist yet ..... • 2,5% does it — 1/3 considers it — 7% prefers working in a telecentre • What should be done to build local ‘teledocks’?Who should take the initiative: private persons, government or together? • Can teledocks support themselves? • Which facilities should teledocks offer?General, mobility and training facilities • Role of unions, employers (organizations) and management?Allowing and/or stimulating working in local telecentres • Which measures should or could authorities take?Cancelling privileges of telehomeworkFacilitating infrastructure for teledocks by local authoritiesNational and European policy

  30. State of the art % Teleworkers of total labour force

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