By Isabelle Ferreras - Green European Journal, September 14, 2022
With digitalisation and shocks like the Covid-19 pandemic and extreme weather, the world of work is changing rapidly. But this transformation should not become an inevitability that workers must passively endure. Rather, it should be a democratic process shaped and decided by workers themselves. On the sidelines of the European Trade Union Institute’s Blueprint for equality conference, we sat down with Isabelle Ferreras, who has co-authored a new book calling for a re-organisation of the economy, to discuss democratising work in the 21st century.
Green European Journal: Digitalisation and automation are transforming how we work. How do you see the new face of work?
Isabella Ferreras: What is most notable about digitalisation is the loss of work’s physicality. As soon as jobs adopt technological tools that allow remote or computer-assisted working, workers cease to come together in the same place. In Marx’s analysis of the first age of industrial capitalism, the concentration of workers in factories was an important factor in the development of class consciousness. It enabled the working class to shift from what he called a “class in itself” to a “class for itself”. The opportunity to come together in one place, at a frequency imposed by industrial capitalism, meant that workers could get to know one another, take their breaks together, talk to one another. They realised that they shared very similar lives and problems that needed shared solutions.
The digitalisation of the economy individualises the experience of work. You might find an engineer based in Delhi, another in Boston, and a third who is subcontracted to write some lines of code from South Africa or Ukraine all working on the same project. All these people interact via an online platform, without getting to know one another and without the opportunity to realise that they are all part of the same “work investment” necessary for a business. By work investment, I mean all the workers required to successfully produce something or provide a service.
So the fragmentation of work, brought about by digitalisation, leads to a less social experience of work and, in the end, a loss of power for workers?
As this fragmentation has taken root, workers have grown more aware. Workers aspire to something else. We can see this in two ways. First, since the pandemic, there is a massive rise in people changing careers because they aspire to more meaningful work. There was a real misery for “non-essential” workers slaving away in front of their computers, stuck at home with this interface. In the hope of keeping their workers, some British companies have embarked on a full-scale experiment: the biggest ever trial of a four-day working week has just begun in the UK. About 50 businesses are implementing it, offering a better work-life balance for the same salary. Workers are expected to be just as productive over four days and gain a better quality of life.
Second, businesses are going to great lengths to improve job satisfaction. This is essentially a retention strategy whereby companies work to increase job satisfaction so that employees remain loyal. Employers are giving workers more say in decisions that affect them, such as combining working from home and the office.
In France, a survey conducted by the Association Pour l’Emploi des Cadres (APEC) in January 2021 revealed that 9 out of 10 managers are listening much more, building bonds within teams, and empowering employees as a result of the pandemic. This is an opportunity to be seized. On 16 December 2021, the European Parliament passed a historic resolution demanding, among other things, a revision of the European Works Council Directive. In Democratize Work, we call for a collective veto right for workers so that they can influence decisions taken by company boards or works councils.
The opposite trend is the growing physicality of work in the care sector. What does the rising need for care, both for people and the planet, mean for the world of work?
Alongside the trend towards automation is a realisation that we’re going to need more human labour and, let’s hope, not more unrecognised and unpaid exploitation. Taking care of both the planet and other human beings, like through public services, requires more and more work but nobody is talking about paying for this work. Neglecting the remuneration side of care comes from misconceptions about the future of work.
The intrinsic content of all jobs has changed with each technological revolution. But the key issue we must grasp here is that there’s much more work for us to do so that we’re no longer dependent on our energy slaves [the quantity of energy required to replace human labour]. We must also formalise that part of the care sector which just exploits women’s labour. Equalising living standards and giving men and women the same number of opportunities means investing massively in childcare, for example.
(Including cytotoxics and based on the EU CLP classification system of Carcinogenic, Mutagenic and Reprotoxic (CMR) substances)
Europe’s industrial base needs to undergo a swift and persistent transformation towards carbon neutrality and circularity, but this transition must happen in a fair and socially just manner. In this working paper, we evaluate the support mechanisms for heavy industry which have been put in place over the past 20 years, comparing the state of play in the Netherlands, Germany and Belgium.
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