Working conditions and sustainable work
Arbeidsomstandigheden en duurzaam werk: een analyse aan de hand van het kwaliteitskader voor banen
Published:
26 February 2021
Flagship report
Abstract
In dit vlaggenschiprapport worden beknopt de belangrijkste bevindingen weergegeven van het onderzoek van Eurofound naar de arbeidsomstandigheden dat is uitgevoerd in de programmeringsperiode 2017-2020. In het rapport wordt de vooruitgang geïnventariseerd die sinds 2000 is geboekt bij het verbeteren van de arbeidsomstandigheden en wordt onderzocht of alle werknemers in gelijke mate hebben geprofiteerd van positieve verandering. Die groepen worden uitgelicht die het meeste risico lopen om te maken te krijgen met slechte arbeidsomstandigheden en achterop te raken. In het licht van de veranderingen in de arbeidswereld worden opkomende uitdagingen voor goede kwaliteit van werk benoemd. Tevens worden in het rapport maatregelen onderbouwd die kunnen leiden tot de verdere verbetering van werk en de realisering van eerlijke arbeidsomstandigheden voor iedereen in de EU.
Uit de analyse blijkt dat, over het geheel genomen, de baankwaliteit in de EU verbetert, zij het langzaam. Niet alle werknemers profiteren hier echter in gelijke mate van. Bovendien hebben gender, leeftijd en contractuele status aanzienlijke invloed op iemands arbeidsomstandigheden. Daarnaast draagt digitalisering bij aan de oplossing van een aantal vraagstukken omtrent baankwaliteit, maar creëert ook nieuwe uitdagingen. De COVID-19-pandemie heeft de trends versterkt, waardoor de bezorgdheid is toegenomen en het belang van het bereiken van baankwaliteit voor iedereen naar voren is gekomen.
Key findings
Gemiddeld ervaren werknemers in de EU tegenwoordig betere arbeidsomstandigheden dan aan het begin van het millennium. De kwaliteit van de arbeidstijd is duidelijk verbeterd, maar ook is de fysieke omgeving beter, vooral waar dit er het meest toe doet: in beroepen met hoge blootstelling aan fysieke risico’s.
De banen van vandaag de dag vereisen meer vaardigheden en bieden meer autonomie dan in het verleden. Dit wordt weerspiegeld in een verbetering van de Vaardigheden-en-discretie-index.
De ontwikkeling van vaardigheden van werknemers wordt belemmerd door ongelijke toegang tot en gebruik van door de werkgever gefinancierde opleiding. Oudere werknemers nemen minder deel aan opleiding en er is een groeiende kloof in de beschikbaarheid van opleiding tussen werknemers met verschillende contractuele statussen (voltijd tegenover deeltijd en onbepaalde tegenover bepaalde termijn).
De aanhoudende gendersegregatie op de arbeidsmarkt komt tot uiting in verschillen in baankwaliteit tussen mannen en vrouwen. Over het geheel is er echter niemand die wint. Genderverschillen kunnen ook ten nadele van mannen uitpakken, bijvoorbeeld ten aanzien van de fysieke omgeving.
De loopbaanperspectieven zijn over het algemeen voor mannen en vrouwen verbeterd, maar mannen hebben hun voordeel in deze dimensie van baankwaliteit behouden. Dit wordt waarschijnlijk veroorzaakt door de ongelijke verdeling van zorgtaken, die tot uiting komt in langere loopbaanonderbrekingen en andere regelingen voor werktijden voor vrouwen.
Based on the European Working Conditions Survey (EWCS) 2015 analysis, the data below accompany Eurofound's flagship report on working conditions and sustainable work and focus on job quality for different occupational profiles.
- Data: Job quality in the EU
The flagship report also has the following list of tables and figures.
List of tables
- Table 1: Change in the composition of the workforce, EU27 and the UK, 2002–2019
- Table 2: Elements of the job demands–resources model based on the EWCS
List of figures
- Figure 1: The seven dimensions of job quality and the indicators composing each dimension
- Figure 2: Indexed change in job quality indices, EU27 and the UK, 2000–2015
- Figure 3: Physical environment index: mean and standard deviation, by occupational category, EU27 and the UK, 2000–2015
- Figure 4: Work intensity index: mean and standard deviation, by sector, EU27 and the UK, 2000–2015
- Figure 5: Work intensity index: mean and standard deviation, by country cluster, EU27 and the UK, 2000–2015
- Figure 6: Skills and discretion index: mean and standard deviation, by occupational category, EU27 and the UK, 2000–2015
- Figure 7: Skills and discretion index: mean and standard deviation, by country cluster, EU27 and the UK, 2000–2015
- Figure 8: Participation in paid training (%), by employment and contractual status, EU27 and the UK, 2005–2015
- Figure 9: Associations between working time quality and occupational category, by country cluster
- Figure 10: Working time quality index: mean and standard deviation, by country cluster, EU27 and the UK, 2000–2015
- Figure 11: Long working hours (%), by employment status, EU27 and the UK, 2000–2015
- Figure 12: Prospects index: mean and standard deviation, by occupational category, EU27 and the UK, 2005–2015
- Figure 13: Prospects index: mean and standard deviation, by country cluster, EU27 and the UK, 2005–2015
- Figure 14: Scores on Prospects index, by employment and sociodemographic characteristics, EU27 and the UK, 2005 and 2015
- Figure 15: Receipt of support from colleagues and managers (%), EU27 and the UK, 2005–2015
- Figure 16: Receipt of support from colleagues and managers (%), by age group, EU27 and the UK, 2005 and 2015
- Figure 17: Exposure to adverse social behaviour (%), by gender, EU27 and the UK, 2010 and 2015
- Figure 18: Perception of fair pay (%), by Member State and the UK, 2005–2015
- Figure 19: Perceived appropriateness of pay, by country cluster, EU27 and the UK, 2005–2015
- Figure 20: Job quality profiles: Scores on seven job quality indices, EU27 and the UK, 2015
- Figure 21: Distribution of workers according to job quality profiles, EU27 and the UK, 2015
- Figure 22: Job quality profiles of men, by job quality indices, EU27 and the UK, 2015
- Figure 23: Job quality profiles of women, by job quality indices, EU27 and the UK, 2015
- Figure 24: Distribution of employees according to predominant gender in occupation (%), by gender, EU27 and the UK, 2010 and 2015
- Figure 25: Gender of immediate manager (%), by worker’s gender, EU27 and the UK, 2005–2015
- Figure 26: Female employees reporting good prospects for career advancement and gender gap (%), EU27 and the UK, 2005–2015
- Figure 27: Good prospects for career advancement (%), by age and gender, EU27 and the UK, 2005–2015
- Figure 28: Job insecurity according to predominant gender in occupation (%), by gender, EU27 and the UK, 2010 and 2015
- Figure 29: Employability according to predominant gender in occupation (%), by gender, EU27 and the UK, 2010 and 2015
- Figure 30: Employees reporting difficulty making ends meet according to occupation type (%), by gender, EU27 and the UK, 2015
- Figure 31: Employees reporting difficulty making ends meet according to household type (%), by gender, EU27 and the UK, 2015
- Figure 32: Employee experience of selected emotional demands (%), by gender, EU27 and the UK, 2010 and 2015
- Figure 33: Average weekly working hours of employees across the life course, by gender, EU27 and the UK, 2015
- Figure 34: Flexibility to take time off according to predominant gender in occupation (%), by gender, EU27 and the UK, 2010 and 2015
- Figure 35: Additional components of earnings from main job (%), by gender, EU27 and the UK, 2005–2015
- Figure 36: Employees’ perception of their work–life balance (%), by age, EU27 and the UK, 2015
- Figure 37: Employees’ participation in training (%), by age and training classification, EU27 and the UK, 2015
- Figure 38: Associations between demands and resources and workers’ health and well-being
- Figure 39: Proportion of workers with flexitime schedules and engaged in TICTM (%), EU27 and the UK, 2015
- Figure 40: Workers reporting work–life balance problems (%), by work arrangement and presence or absence of children, EU27 and the UK, 2015
- Figure 41: Multiple-job holders as a proportion of total employment (%), by gender and country, EU27 and the UK, 2018
- Figure 42: Job quality profiles of multiple-job holders’ main jobs, by gender, EU27 and the UK, 2015
- Figure 43: Job quality of selected critical occupations in relation to the workforce average
- Figure 44: Emotional demands on ISWs and extent of those demands (%), EU27 and the UK, 2015
- Number of pages
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80
- Reference nº
-
EF20021
- ISBN
-
978-92-897-2150-9
- Catalogue nº
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TJ-03-21-030-EN-N
- DOI
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10.2806/938302
- Permalink
Members of Eurofound’s Management Board provide their reactions to and insights into Eurofound’s 2021 flagship report on Working conditions and sustainable work: An analysis using the job quality framework.
- Impact of the Covid-19 pandemic
Interview with Juha Antila, Head of Research and Development SAK, Central Organisation of Finnish Trade Unions.
- Digitalisation
Interview with Mario van Mierlo, Deputy Director, Social Affairs, The Dutch Confederation of Industry and Employers (VNO-NCW).
- Making work sustainable
Interview with Alain Piette, Ergonomist at the Belgian Federal Public Service Employment, Labour and Social Dialogue.
- Role of different actors in improving job quality
Interview with Rebekah Smith, Deputy Director for Social Affairs, BusinessEurope.
- Persisting challenges
Interview with Nelson Ferreira, Deputy General Inspector ACT, Portugal Labour Conditions Authority.
- Remote working
Interview with Esther Lynch, Deputy General Secretary of the European Trade Union Confederation (ETUC).
Cite this publication
Eurofound (2021), Working conditions and sustainable work: An analysis using the job quality framework, Challenges and prospects in the EU series, Publications Office of the European Union, Luxembourg.
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