The future of work

I have been helping to review the HR policies of a charity as it considers a return to normal operations after the pandemic. We had a false start last year, although the return to work arrangements are still broadly relevant. I did an HR review a couple of years ago, and there was significant opposition from middle managers to the flexible working proposals. Almost all of which subsequently proved to be doable during the pandemic!

 

This is a charity that wants to be viewed as a progressive employer. Sadly, as the recent TUC survey shows, one in ten staff have been put under pressure to return to the workplace contrary to current government guidance. As they say, it is "the tip of the iceberg" of employers ignoring their health and safety responsibilities.  A recent survey found that out of 4,553 office workers in five different countries, every single person reported feeling anxious about the idea of returning to in-person work. A Scottish study also found a wide range of concerns. Official figures show that nearly one in five adults in employment experienced depression at the start of this year. The top causes of return-to-work stress included being exposed to COVID-19, the loss of work flexibility, the added commute, wearing a mask while in the office, and a need for childcare. 56% of respondents reported that their organisation hadn't asked for their opinions about return-to-work policies and procedures. That was the number one priority in the plans we put in place.

 

The UK Government is creating a one-stop-shop watchdog for enforcing employment rights. Responsibility for tackling modern slavery, enforcing the minimum wage and protecting agency workers, currently spread across three different bodies, will be brought under one roof. As the TUC says, the new body looks "heavy and spin, but light on action" as there are no plans to legislate or make new funding available. The TUC action plan offers a more credible enforcement approach. The Scottish Government has made another bid to have employment law devolved as part of its new poverty strategy. This would have more credibility if they used the powers they currently have, including procurement. NHS Education for Scotland recently awarded a contract to Amazon. They confirmed to my FoI request that the Scottish Government Fair Work criteria were NOT applied to the evaluation of bids for this contract. This reinforces the criticisms of Fair Work in the recent Reid Foundation paper.

The return to something approaching normal after the pandemic is an opportunity to think about the future of work as part of a Build Back Better approach. I was pleased to see that Angela Rayner will be looking at this as part of the UK Labour policy review. This has been widely welcomed in recognition of the changes the pandemic will bring, not least a hybrid model of working. It wasn't that long ago when I was making at least a monthly trek from Glasgow to London for meetings, but that world is thankfully gone.

 

Having said that, we should be careful about how we manage this change. The pandemic measures were hastily put in place in most organisations. There has been minimal discussion around what day-to-day working lives might look like, how the benefits of flexibility might be successfully realised, and the longer-term challenges. There is good evidence that employees are more productive, but there are also additional costs. Another study found that only half of the workers felt their employers had adequately supported them in this additional outlay. There are also concerns about a two-tier workforce developing and fears of insecurity and outsourcing. As someone who worked from home before the pandemic, I have some sympathy with the view of anthropologists who have been telling us that it's often the informal, unplanned interactions and rituals that matter most in any work environment. According to a 2017 Co-op and New Economics Foundation report, the cost of loneliness to UK employers was estimated at £2.5bn every year. A guide published by the UK Government identifies five key themes in addressing loneliness at work. 

 

The future of work also has to address other fundamental changes like artificial intelligence and 'spy' technologies at work. The loss of old-style supervision in the workplace is being replaced in some organisations by technologies that allow managers to track workers' keystrokes, mouse movements and the websites they visit. They can take screenshots of employees to check whether they are at their screens and looking attentive, or even use webcam monitoring software that measures eye movements, facial expressions and body language. The organisation I have been working with decided to adopt an 'ethics of care' approach that reviews their surveillance practices and opens a dialogue with workers and their trade unions about the impact. Through collective organising in trade unions, workers can help shape how technological change is implemented in their workplace, and there are some positive examples of this. There is also a need to update the regulatory standards.

 

While we can take some short-term actions to manage a good work approach to the post-pandemic working environment, the future of work needs a long-term approach by governments, employers and trade unions.