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Thursday, 27th June 2002
Steelcase WorkLife
Andrew Miller MP
What is a teleworker?
There are many possible definitions of teleworking, which makes accurate assessment difficult.
The Labour Force Survey of Spring 2001 defines teleworkers as people who do some paid or unpaid work in their own home and could not do so without both a telephone and a
computer. This found there were 2.2m teleworkers in the UK, of whom 43% were self-employed.
Using the strictest definition of teleworkers, as home workers who work mainly from home in their main job using computer and telephone, there were 1.8m in Spring
2001.
The overall increase in the number of teleworkers in the UK between spring 1997 (when the question on telework was introduced into the LFS) and Spring 2001 is 70%, representing an average
increase of 13% per year.
Current UK Government advice on telework issues is published in "Working Anywhere: exploring telework for individuals and organisations" 2nd edition; available from UK Online for
business - infoline 0845 715 2000 or it can be downloaded from its website -http://www.ukonlineforbusiness.gov.uk/main/resources/publication-htm/working-anywhere.htm
This publication has been produced by DTI, in consultation with 13 other government departments and 24 industrial and representative organisations with an interest in
telework.
A precise definition of teleworkers is essential in order to ensure that analyses of labour market effects, future developments and international
comparisons are consistent and informative. The Labour Force Survey (LFS) defines teleworkers as people who do some paid or unpaid work in their own home and who use both
a telephone and computer. It includes people who:
* mainly work from home in their main job, ‘teleworker homeworkers’;
* work from home in various locations but use their home as a base,
‘homebased teleworkers’; and
* do not usually work at home or use home as a base but did so for at least
one day in the reference week, ‘occasional teleworkers’.
People in the above groups make up ‘all teleworkers’ and include those who could work without a telephone or computer.
Teleworking in the economy
A few researchers have attempted to estimate the future development of the role of teleworkers in the labour market. A report by the Institute of Employment Studies (IES)
attempted to estimate the potential for teleworking in the economy.
These estimates were based on occupations considered suited to teleworking, for example managers, computing professionals, teaching professionals, writers and creative performing artists,
and administrative associate professionals.
The IES estimates might be regarded possibly as overestimates. Not everybody in an occupation that is suitable for teleworking will necessarily take up
the opportunity to do so. There are a number of drawbacks to teleworking such as the perceived risk of social isolation. Nevertheless, the study
appears to demonstrate that the UK only uses 30 per cent of its teleworking potential.
Very high rates of teleworking are thought to be possible based on the existing ICT infrastructure. New technologies are expected to make it even easier to work remotely
and will increase the number of occupations and industries which are able to offer teleworking opportunities.
There is some evidence that the growth rate has been higher in the USA than in Europe. Figures as high as 28 million, i.e. 21% of the US workforce, are
teleworkers (Telework America Survey 2001).
So all of that is interesting, but why bother?
Let me just put two ideas in front of any employer here who doubts the case for finding better ways of meeting the challenge you all face.
Firstly, people talk about corporate responsibility lets look at a simple equation.
A car emits about 340 grammes of carbon per mile in the form of CO2.
For every 1,000 workers doing 2 days per week telworking with an average commute by car of 10 miles each way. In a working year they are saving an
amazing 625.6 metric tonnes of carbon emissions to the atmosphere. (It’s not quite as simple as I have presented as there are suspected lifestyle changes which impact
upon the calculation. However, if anyone doubts that calculation I will do it with you off-line!)
Secondly, as an employer or an employee just think of the time that that will save. Let us say, very generously, that the same ten-mile commute
in London is travelled at an average speed of 15 miles per hour. If you spent 2 days a week teleworking, that equates to a working lifetime saving of more than six
months! With a bit of smart organisation both parties could share in the potential productivity gain.
What’s happening across Europe?
The European Commission's "second stage consultation of the social partners on modernising and improving employment relations," published in March 2001, invited the social partners to begin
negotiating an agreement on teleworking.
The social partners are the European equivalent of CBI and TUC, plus public employers. Previous negotiations have produced framework agreements that have
led to Directives, for example on Part-Time Workers and Parental Leave. The social partners agreed to negotiate a non-legally binding agreement (i.e. the output is likely to be best
practice guidelines or a code of practice) and negotiations began on October 12th 2001. Indications are that agreement has now been reached, subject to ratification by
the social partners' governing bodies. An announcement is expected by the end of June. We are looking to establish Good Practice on teleworking in the
UK working with a stakeholders group including the TUC, CBI, TCA and DTI.
A European agreement will not be a legislative proposal, but a voluntary agreement between European level employers and union representatives, to be
followed up by their national member federations. Telework will not create new jobs but has the potential to bring
benefits in terms of work-life balance and family friendly policies and increasing participation in the labour market. It is important not to take action that could
discourage teleworking within the EU. But there is value in establishing best practice in this fast-growing method of working.
Teleworkers should also be entitled to the same rights and protections as other analogous workers.
We are looking to establish Good Practice on teleworking in the UK working with the Social Partners and other stakeholders.
The next key event will be an announcement that an agreement has been reached across Europe, which is expected in late June.
Conclusion
I hope that I have given you a brief overview of what is happening both in the UK and in Europe and that you will all pick up the challenge to continually look for new ways of working.
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