Background
to the
Research
- Atypical employment deviates
from traditional, standard forms of work, is generally part-time,
insecure, temporary or intermittent, and is sometimes carried out
at home. The United Kingdom has one of the highest proportions of
workers in atypical employment in Europe.
- This research grew from
concerns of the Equal Opportunities Commission for Northern Ireland
that less favourable statutory and contractual terms and protections
had been afforded to part-time workers. Whilst the Government amended
employment protection laws, the protection afforded to atypical workers
was minimal, and the high degree of overlap between gender and atypical
employment raises the issue of possible sex discrimination. This research
was commissioned to explore such issues further.
Research
Approach
- The prevalence and patterns of atypical
work in NI were examined using secondary analysis of an existing database
and through an organisational survey. Interviews were used to elicit
employers' (50) and trade union officials' (21) perspectives of atypical
work practices. Focus groups interviews with workers currently employed
on atypical work contracts provided the employee perspective on atypical
work.
Main
Findings
- The prevalence of atypical work practices
in NI is very high and as commonplace as traditional 9-5 permanent
employment. The proportion of women in all forms of atypical employment
exceeds that of men across occupations, industrial sector and company
size. Trade union representatives believed the atypical work sector
had grown significantly during the last decade, and the proportion
of males, while still small, was perceived to have grown in the past
2-3 years.
- Employers' and atypical workers' understanding
of the term and knowledge of related legislation were very poor, and
the majority of trade union representatives had problems defining
the 'atypical worker'. Employers in organisations where atypical work
practices were the norm did not see these atypical. Atypical workers
were very uncertain of their legal rights, and some believed that
they had no such rights; a primary equality concern was equality with
typical workers.
- The majority of organisations had no atypical
work policy. Atypical workers received less favourable employment
terms and conditions and opportunities for promotion and training
than typical workers. The majority of employers had little or no understanding
of the potential inequalities that could arise as a result of atypical
work practice; rather they saw these practices as a way of promoting
greater female participation in the labour force. Increased participation
by women and atypical workers was taken as evidence of equality of
opportunity, regardless of the associated terms and conditions.
- Employers believed there was a range of
organisational benefits to be accrued from the use of atypical work
practices, which generally outweighed any associated costs. Atypical
work is therefore likely to remain a consistent feature of employment
practice in NI.
- The consensus view of employers was that
atypical work offered benefits and drawbacks to employees. Those engaged
in the work practices perceived them as insecure in a variety of ways,
and the atypical workers' perspective was largely negative; the work
was perceived as leading to financial disadvantage, including being
paid less than other staff for the same work and being unable to obtain
mortgages and loans. Atypical work was also perceived as having diverse
benefits for workers, ranging from flexibility, which facilitated
caring responsibilities, to relatively attractive rates of pay.
- Employers and atypical workers generally
did not believe that trade unions actively negotiated on behalf of
atypical workers. Union representatives did believe that the trade
unions had played a major role at national and international level
in effecting changes in employment legislation. New legislation was
seen to have brought equality benefits, with the most significant
improvements being the result of negotiations at an organisational
level. About 20-30% of union officials thought unions had been slow
to react to the shift away from typical work patterns. Most unions
had recently introduced recruitment campaigns aimed at atypical workers
which, together with negotiation successes and reduced or zero membership
fees, had significantly increased levels of recruitment.
Conclusions
- Atypical work practices, now a common employment
practice in NI, are more likely to involve women than men. Also, employers
in the public and private sectors do not offer the same terms and
conditions to some atypical workers as to their full-time, permanent
workers. Temporary, part-time and casual workers appear to be particularly
disadvantaged.
- However, it is important to note that
atypical work practices bring both benefits and costs to the worker
and employer.
- A series of recommendations are made,
beginning with a consideration of the term 'atypical work'. Atypical
workers ought to be regarded as integral, rather than peripheral,
to the workforce.
- The disproportionate number of women engaged
in atypical work practices raises the possibility of gender discrimination,
and employers should regularly monitor the composition of their atypical
workforce.
- Employers' understanding of equal opportunities
issues needs to be developed. The Equality Commission, employers and
trade unions should address the frequent absence of atypical work
policies.
- Employers must recognize their responsibilities
to all atypical workers and should aim to maximise the success of
atypical work schemes.
- The high degree of insecurity, vulnerability
and perceived disadvantage should be addressed by government and trade
unions.
- Employers and trade unions should take
a partnership approach to the development of satisfactory terms and
conditions for atypical workers.
- There is a need for a concerted and co-ordinated
initiative to educate atypical workers as to their rights under European
and national law.
- Trade unions need to recruit extensively
among those involved in atypical work.
- Unions have a key role to play in negotiations
to ensure that temporary contracts are not used where permanent ones
are appropriate.
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