WEBVTT

1
00:00:00.001 --> 00:00:09.000
Okay. All right, so. Start controlling their time. First of all, Many thanks for asking 30 for ISA for this.

2
00:00:09.000 --> 00:00:17.000
Possibility of this session. And I think we're going to have a very interesting session with people from different parts of the world.

3
00:00:17.000 --> 00:00:25.000
So thank you very much for you. And, we, will start, we have a 6.

4
00:00:25.000 --> 00:00:34.000
Presentation will start with the a paper called How Decence. Is working the automotive automotive production network.

5
00:00:34.000 --> 00:00:55.000
An operational topology of quality of work in Brazilian region. By Rodrigo Santos and the So, Rodrigo will have the words.

6
00:00:55.000 --> 00:01:01.000
Perfect. You can put it in presentation mode.

7
00:01:01.000 --> 00:01:12.000
Please. And the microphone would be.

8
00:01:12.000 --> 00:01:13.000
Yes.

9
00:01:13.000 --> 00:01:40.000
Yes, no. Can you hear me? Yes, so many thanks for the opportunity to present these. These are some results of, broader investigation we have been doing in the automotive in an automotive region in, I have been doing this research with a collective team and my partner in the this paper is

10
00:01:40.000 --> 00:01:43.000
an

11
00:01:43.000 --> 00:01:53.000
Just to start. I'd like to put give you some context and the automotive industry in Brazil nowadays.

12
00:01:53.000 --> 00:02:04.000
Is producing about 2.4 million vehicles. It has more than 100,000 workers. It's comprised by 26 automakers and there are nowadays 57 factories in 9 different states.

13
00:02:04.000 --> 00:02:20.000
A few years ago, the number of factors was even even higher. The, there were 60,000 factories before the Bolsonaro government starts.

14
00:02:20.000 --> 00:02:38.000
So in the last few years the automotive industry decreased in shrunk a lot. The region I'm talking about, is the south of the state of Rio de Janeiro and it's the sixth most important poll of automotive production in Brazil.

15
00:02:38.000 --> 00:02:53.000
We have 5 different companies. There and it's like, it's some kind of, a lab of different types of industrial relations because the companies are so, so different, different in terms of their models of production.

16
00:02:53.000 --> 00:03:14.000
Their institutional origins. We have a company like Folks Fine and for example which has which no for good industrial relations and we have companies like st which have been

17
00:03:14.000 --> 00:03:26.000
Using, different. Different approaches to control workers and so it's a good It's some kind of a lab to investigate in industrial relations.

18
00:03:26.000 --> 00:03:45.000
We've done a. A survey on the profile of these workers during the pandemic times and we collected answers by 400 age workers and the survey, we had to do it.

19
00:03:45.000 --> 00:03:55.000
You know, online format because of, of the the conditions of the pandemic.

20
00:03:55.000 --> 00:04:16.000
And We now have a. Very clear profile of the workers of this in the stream, in in. It's a very, traditional industrial workforce Most of the workers are male and white.

21
00:04:16.000 --> 00:04:35.000
The majority of them is married and has no children. They have a good infrastructure in the streets where they leave that and they have a very, high form of education with most of them, with undergraduate or graduate degrees.

22
00:04:35.000 --> 00:04:42.000
But even. Being, very qualified. The wages structure is very segmented.

23
00:04:42.000 --> 00:05:00.000
So one third of them. Make a very low salaries while, and most of these workers which make, less money.

24
00:05:00.000 --> 00:05:06.000
Predominantly non-white and female workers.

25
00:05:06.000 --> 00:05:24.000
Well, this is just to give you some context. Theoretically we have been working with The approaches of presidential transnational production systems, specifically with global production networks.

26
00:05:24.000 --> 00:05:33.000
And, when these these, theoretical frames, try to, deal with work and labor.

27
00:05:33.000 --> 00:05:40.000
They are very flawed in some, in some ways.

28
00:05:40.000 --> 00:06:07.000
Specifically because these models from, center it, and they. Tend to assume development happens straight from capabilities from firms transferred to territories and and so usually they They treat workers in other local forces as having to adapt.

29
00:06:07.000 --> 00:06:27.000
To entering in. Networks and chains which are needed by by transnational companies. These words have been criticized on basis of this treatment of labor and workers specifically.

30
00:06:27.000 --> 00:06:42.000
Major criticism is the way these both, global value chains and global production networks have been, treating labor as a factor of production.

31
00:06:42.000 --> 00:07:02.000
And, A good number up, authors nowadays have pretty sizing, these, approaches in terms of the look capacity to understand that diverse incorporation and forms of economic outraging.

32
00:07:02.000 --> 00:07:10.000
And, more recently the discussion of social upgrading and doubt rating became, a very important feature of the improvements in these type of approaches.

33
00:07:10.000 --> 00:07:36.000
The agenda on decent works specifically and the development of indicators of decent work. Have been. Pushing for a few years, but specifically when we are talking about transactional production season.

34
00:07:36.000 --> 00:07:42.000
It looks like, these indicators are not very explored to talk about quality of work. So we try to develop.

35
00:07:42.000 --> 00:07:57.000
Award quality index based on the data we have been collecting. In this investigation. So we try to translate the theoretical framework in.

36
00:07:57.000 --> 00:08:07.000
A collection of variables and for the creation of a general indicator of quality of work.

37
00:08:07.000 --> 00:08:14.000
This is the mainframe we use it. This is a theoretical frame. It's not operational.

38
00:08:14.000 --> 00:08:26.000
It's based on the work of Barrientos Derefian and Rossi for the different types or the different qualities of work, any value chain, embraces.

39
00:08:26.000 --> 00:08:35.000
So we, we translated that in in indicator based on our data. These are the reference we, utilize it.

40
00:08:35.000 --> 00:08:55.000
So the indicators are represented in relative values, we do the normalization of some kind of procedure to score the positive and negative contribution per indicators and we calculate it and index value for each dimension or each type or quality of work.

41
00:08:55.000 --> 00:09:06.000
So I'm gonna give just. An example. In the model, Giraffei, BARRY, and.

42
00:09:06.000 --> 00:09:21.000
Work they different age 5 dimensions this is just one small scale and household. Based kind of work.

43
00:09:21.000 --> 00:09:22.000
Oh

44
00:09:22.000 --> 00:09:31.000
I'm gonna move. To look at the top dimension which would be the knowledge intensive kind of work.

45
00:09:31.000 --> 00:09:35.000
So in this case

46
00:09:35.000 --> 00:09:36.000
We

47
00:09:36.000 --> 00:09:39.000
Hey, Rodrigo, we can see our slides. I don't know what's happening.

48
00:09:39.000 --> 00:09:40.000
No.

49
00:09:40.000 --> 00:09:41.000
We couldn't, we couldn't see any of our slides.

50
00:09:41.000 --> 00:09:44.000
Yeah. Yeah.

51
00:09:44.000 --> 00:09:47.000
Well, none of them.

52
00:09:47.000 --> 00:09:50.000
No, none of them and the and you have only 2 min to go.

53
00:09:50.000 --> 00:09:51.000
That's very good. So, sorry.

54
00:09:51.000 --> 00:09:52.000
One Well.

55
00:09:52.000 --> 00:10:02.000
I can see the I could see your initial slide, but it was in. It was in edit view and nothing changed.

56
00:10:02.000 --> 00:10:05.000
Yes.

57
00:10:05.000 --> 00:10:06.000
What about now?

58
00:10:06.000 --> 00:10:07.000
The slides didn't change. So that's an edit edit view. Thousands and then rather than in show

59
00:10:07.000 --> 00:10:12.000
Maybe you can put it in In presentation mode

60
00:10:12.000 --> 00:10:15.000
Yeah, it's in presentation mode. And if it's not working.

61
00:10:15.000 --> 00:10:31.000
Oh, we are see we are seeing the mode with notes. But Maybe you can. Normally you can just pass the life.

62
00:10:31.000 --> 00:10:32.000
That is.

63
00:10:32.000 --> 00:10:39.000
I think you have to just show the slides now, Rhoda, to do it in,

64
00:10:39.000 --> 00:10:40.000
How can I show it?

65
00:10:40.000 --> 00:10:46.000
You want? I can't do it. I can continue. Put it here and you can save me please next.

66
00:10:46.000 --> 00:10:47.000
Yes, yes, please. Please.

67
00:10:47.000 --> 00:10:53.000
Not a problem. Okay, I will do it. The pleasure.

68
00:10:53.000 --> 00:10:59.000
You can go to the finer's lights one before the concluding remarks, please.

69
00:10:59.000 --> 00:11:03.000
Oh, I'm so sorry because I'm not

70
00:11:03.000 --> 00:11:07.000
Yeah.

71
00:11:07.000 --> 00:11:12.000
And for those 2. Right.

72
00:11:12.000 --> 00:11:13.000
Yeah, this one.

73
00:11:13.000 --> 00:11:16.000
Oh, this one?

74
00:11:16.000 --> 00:11:26.000
Yeah, so, this is okay. That's perfect. So, we, calculated based on the data we had.

75
00:11:26.000 --> 00:11:33.000
The amount of quality of work which the automotive poll in Rio, Nero comprised.

76
00:11:33.000 --> 00:11:44.000
So, the prescription, the theoretical prescription of Jarafi Bahantos and Ross is very accurate when we We, calculated our data.

77
00:11:44.000 --> 00:12:00.000
In fact, the automobile industry in Rio, comprises, I think a lot of, small scale households based, low skilled and labor intensive and media skill kind of jobs.

78
00:12:00.000 --> 00:12:03.000
You can go forward please.

79
00:12:03.000 --> 00:12:14.000
We, there we compare a little bit the, number of of the makers, suppliers and, surprisingly when we look to specific lead firms, we discover a few interesting things.

80
00:12:14.000 --> 00:12:24.000
So I'm gonna go for the concluding remarks now. Can you go forward, please?

81
00:12:24.000 --> 00:12:37.000
Yeah, so these are the what we discovered. So as any GPN, the automotive one combines labor intensive, low skilled and different types of jobs.

82
00:12:37.000 --> 00:12:44.000
She creates a localized supply base. 4 seasons and outer parts. We respect that knowledge and technology in terms of the activities become bigger in the region.

83
00:12:44.000 --> 00:12:54.000
This is not what what is happening.

84
00:12:54.000 --> 00:13:24.000
Because of the models these companies are creating in review are very different. So, in our case, low tech, labor intensity, small scale jobs are, of make up a bigger part of this this industry high skilled technology and then knowledge intensive intensive types of work are less demanded in Brazil.

85
00:13:24.000 --> 00:13:30.000
I can go forward one please.

86
00:13:30.000 --> 00:13:48.000
The, no, no. Sorry. So although the types of work is offered by automakers and supplier are very similar, difference emerge when lead firms are considered.

87
00:13:48.000 --> 00:14:00.000
One case is specifically relevant for us. Jaguar Lens Bver uses a very simple production model the completely knocked down so they import,

88
00:14:00.000 --> 00:14:03.000
Oh

89
00:14:03.000 --> 00:14:17.000
Systems just to to put them together in Rio but that's exactly the company which demands the more levels of high skilled and knowledge intensive jobs.

90
00:14:17.000 --> 00:14:31.000
Anyway, the the index show with some conducive uses to test the radical prescriptions and we discovered the model giraffe by Entos and Rossi proposed our very approximate to reality in our case.

91
00:14:31.000 --> 00:14:51.000
So From now on, we're gonna try to advance this model and develop the index in terms of comparative research taxes, tests between firms and types of firms and maybe we could use it to compare the quality of work among different economic sectors.

92
00:14:51.000 --> 00:14:58.000
So I hope II was. I didn't take longer than I imagine. Many thanks for the opportunity.

93
00:14:58.000 --> 00:15:02.000
From which Thank you.

94
00:15:02.000 --> 00:15:06.000
If you do.

95
00:15:06.000 --> 00:15:19.000
Yeah, thanks. The next, presentation is, Jim. Terms, collective bargaining of of just working in France and Germany.

96
00:15:19.000 --> 00:15:21.000
Jen.

97
00:15:21.000 --> 00:15:35.000
Oh. Wait, Damien? That was rich. Is no Okay.

98
00:15:35.000 --> 00:15:55.000
Okay. Okay, thank you very much. First of all, I would like to thank the session organizers to give me the opportunity to talk about the session organizers to give me the opportunity to talk about an ongoing and it would be, perhaps a possibility to continue our discussions.

99
00:15:55.000 --> 00:16:20.000
We had in prior sessions of RC 30 about remote work. What may be a little bit special in my in my research is that we are going to look on the link between collective bargaining on the one hand and individual use of home office on the other hand.

100
00:16:20.000 --> 00:16:40.000
So there is the idea of having some kind of company-based research on home office. These research have been financed by a French national research organization for the French part and by the German Union Foundation for the German part.

101
00:16:40.000 --> 00:16:53.000
And so we also had 2 different collectives in France and in Germany who are partition in fieldwork.

102
00:16:53.000 --> 00:17:23.000
Perhaps about the social political context of remote work, it might be interesting to notice that not every country has collective bargaining agreements on remote work so the compiler comparison is quite interesting because we have in France and Germany a little bit the same set up of The idea that the company should define the rules of what may be remote work and

103
00:17:32.000 --> 00:17:33.000
Good.

104
00:17:33.000 --> 00:17:57.000
this. This definition is resulting in exchanges between unions and employers and 2 agreements. And also what we have in both countries is we have a legal context so we have some sort of minimum standards for for teleworking but also as you can see on the slide only for example one third of regulations are formal regulations of company agreements in Germany so there

105
00:17:57.000 --> 00:18:17.000
are still let's say 2 thirds of companies who are functioning with other types of agreements mainly between employers directly and employees so on a face to face basis more.

106
00:18:17.000 --> 00:18:32.000
So our approach is, based on the idea that teleworking as other organizational forms of work are based on a set of rules.

107
00:18:32.000 --> 00:18:41.000
For example, teleworking, everybody can understand that it is different to have a regular teleworking or irregular.

108
00:18:41.000 --> 00:19:10.000
You must define a number of days you may tell a worker in a week and so the costs for example so we have a lot of different things to to define in this kind of agreements and in our research we of course had the idea that there may be a diversity of effects linked to gender, to positions, to also the international context between France and

109
00:19:10.000 --> 00:19:26.000
Germany. And that there are Problems emerging we all experience the teleworking during the pandemic so we have seen that there is quite a big change of living conditions.

110
00:19:26.000 --> 00:19:55.000
When you unite in your home private life and professional life. So it's a little bit. Like coming back, what has industrialization has, forced to this kind of discontinuity of a workplace and the home place and now things are a little bit more complex as we have seen also in the high face of the pandemic the family

111
00:19:55.000 --> 00:20:06.000
members who see each other all day whom schooling replaces usual school day transitional periods are eliminated.

112
00:20:06.000 --> 00:20:35.000
And also social contacts may be reduced to the effect of very important share of teleworking during the pandemic. In this presentation I only want to say that it's a very large study as we had 7 case studies in France which is completed and so what I'm going to do today is only present some first results on the French case.

113
00:20:35.000 --> 00:20:49.000
The German case with a guest studies is currently underway and we finished with a quantitative comparison between 100 agreements in France and one under agreements in Germany.

114
00:20:49.000 --> 00:20:55.000
Adjust about the French cases, the different sectors, different companies, insurance. Metal working, social work.

115
00:20:55.000 --> 00:21:07.000
So we had we had 7 different sectors.

116
00:21:07.000 --> 00:21:27.000
One thing which emerged which is quite hard to say Quite has been shown by other and more quantitative studies is when we ask when we have multiple choice questions to the employees, we can see a clear preference for our hybrid model.

117
00:21:27.000 --> 00:21:48.000
What does it mean? How it means being on site for a part of a week and being online for a part of a week so it's more round let's say a half time work is considered as optimal by most of the employees.

118
00:21:48.000 --> 00:22:14.000
But if you are asked them to have more polarized comments about a home office versus working on site. What we can see is that there is a clear preference for home office is that there is a clear preference for home office, for example autonomy at work, a clear preference for home office. For example, autonomy at work.

119
00:22:14.000 --> 00:22:20.000
Most of a very large number of people prefer a home office. For example, autonomy at work.

120
00:22:20.000 --> 00:22:30.000
Most of a very large number of people prefer a home office for autonomy at work. Most of a very large number of people prefer a home office for autonomy at work, for having better working time management, for having a higher quality of

121
00:22:30.000 --> 00:22:43.000
So of course when we are doing the interviews we have seen the positive points and they're matching quite well what has been already showed by the literature even before the pandemic.

122
00:22:43.000 --> 00:22:53.000
So home office real time saver for all persons. What we have also seen is that there is some new arrangement between housework and and professional work.

123
00:22:53.000 --> 00:23:23.000
So for example around midday you can do your dishwashing you can do your things in in in little breaks that you have in your professional life so in general work is perceived as less stressful by the employees and people gain new times for them, for example to do some sport or to have meets with their family.

124
00:23:24.000 --> 00:23:33.000
For lunch for example some autonomous also they have increased sleeping time and may manage better professional and private activities.

125
00:23:33.000 --> 00:23:44.000
But on the other hand, what's quite astonishing that there is a lot of problems has shown up also in the telework.

126
00:23:44.000 --> 00:24:01.000
Interviews for for example first of linked to housing and family situations so it's very different of course everybody can understand if you're in Paris I have a small flat it's very different that when you are on the countryside in southwest France with your own house.

127
00:24:01.000 --> 00:24:15.000
So it's very different. But the thing which was the most important, not so it's very different.

128
00:24:15.000 --> 00:24:31.000
But the thing which was the most important, not in. But the thing which was the most important, not in numbers but in, but the thing which was the most important not in numbers but in let's say some kind of minority critic which was very important and where we had a lot of data in our interviews, say some kind of minority critic which was very important and where we had a lot of data in our interviews is about loss of social context

129
00:24:31.000 --> 00:24:34.000
and where we had a lot of data in our interviews is about loss of social context and social isolation.

130
00:24:34.000 --> 00:24:40.000
So a lot of people told us I don't see anybody any more of the day and social isolation.

131
00:24:40.000 --> 00:24:58.000
Have been isolated was a very big share in the critics of home office. So and also of course some people say I have in fact more housework to do because I have to do my lunch on my own.

132
00:24:58.000 --> 00:25:12.000
Type of housework has been outsourced. Before before going back to home office within the pandemic a word on collective bargaining.

133
00:25:12.000 --> 00:25:25.000
What's what's quite interesting is when you look to quantitative research Almost 8, between 80 and 95% of people who experienced home office would like to continue.

134
00:25:25.000 --> 00:25:41.000
So it's a very large number. It's a very large approval of home office but the same people sometimes or very often let's say one between 50 and 60% also have significant critiques of home motors.

135
00:25:41.000 --> 00:26:09.000
So it's a little bit difficult to put these kind of 2 realities together. You would state it is some kind of office paradox or teleworking paradox or teleworking per paradox and the agreements in the companies try to deal with this kind of situation and to find local solutions with the agreements to do the paradox.

136
00:26:09.000 --> 00:26:23.000
There are critiques but also there is a lot of approval of home office. So during the pandemic the roots were very unstable for example the insurance company we had 2 agreements and 12 local adaptations of the agreements within only one year.

137
00:26:23.000 --> 00:26:42.000
So the definition of teleworking by collective bargaining was quite unstable so sometimes difficult for the for the for the employees to count on a stable framework of teleworking.

138
00:26:42.000 --> 00:26:52.000
And what we also can say is there may be some kind of trend and that's also confirmed by statistics.

139
00:26:52.000 --> 00:27:22.000
That is nowadays of course the idea of home office is no longer very interesting. For example, in 4 out of 7 companies in France, we have come back to a very minimal home office with one day per week.

140
00:27:22.000 --> 00:27:23.000
A very minimal home office with one day per week and one day per week and a lot of nearly all of the entropy of these companies had 5 days a week home office during the pandemic.

141
00:27:23.000 --> 00:27:37.000
The companies had 5 days a week home office during the pandemic. So we see this kind of return to work on site, some kind of social push to work on site pushed by true criticism of the idea of a paradoxical autonomy.

142
00:27:37.000 --> 00:27:56.000
Yes, you are you are autonomous on your own but the collective autonomy and the work in the workplace is some is somewhere handicapped by telework and the other one I already said it is about social isolation.

143
00:27:56.000 --> 00:28:26.000
And so what is quite interesting is that the union delegates favour the return on site policy and they sometimes were very much very much criticized by people as I said they would like to have a bigger share of homework or more than one day a week or 2 or 3 days a week and so the union delegates which are supposed to defend the home office

144
00:28:28.000 --> 00:28:48.000
workers and their right to get a bigger share of home office. They are quite reluctant to go this way but they are also feeling the pressure and so they are in between the critiques of home office who said, OK, we cannot, we need to come back to have a real company and to work.

145
00:28:48.000 --> 00:29:04.000
And also the people who are exploded, excluded from home of this when you look to the majority of workers even in countries like France and Germany where it was.

146
00:29:04.000 --> 00:29:34.000
Very, very big problem. Even in this kind of countries, you had this kind of countries you had this idea of countries you had this idea of coming back to work on site.

147
00:29:39.000 --> 00:29:42.000
Okay.

148
00:29:42.000 --> 00:29:43.000
Okay.

149
00:29:43.000 --> 00:29:59.000
Thank you. Thank you very much. We now pass to. The third, paper, by Maria, called digital.

150
00:29:59.000 --> 00:30:07.000
And platform work in Brazil in the midst of a pandemic. Resistance, trends and challenges for unionism.

151
00:30:07.000 --> 00:30:12.000
I suppose it is, Aleishandre who is going to speak. Yeah.

152
00:30:12.000 --> 00:30:18.000
Yeah, it's me. Thanks, Professor. Thanks everyone and thank you all for coming.

153
00:30:18.000 --> 00:30:30.000
We ended up preparing a quite long presentation and since we just have 5 min I'm going to skip some of the slides but we'll keep to the essential, in this communication.

154
00:30:30.000 --> 00:30:34.000
Alright, so, so let's start. So. Basically the COVID-19 pandemic drastically changed.

155
00:30:34.000 --> 00:30:51.000
Brazilian society and leading to remote work and uncertainty labor conditions. And this presentation aims to provide an overview of remote and digital work in Brazil during the pandemic.

156
00:30:51.000 --> 00:31:04.000
Analyze working conditions. Particularly for women and during and after the pandemic and analyze resistance experiences in digital and platform work.

157
00:31:04.000 --> 00:31:15.000
Despite challenges despite challenges current unionism in the information technology industry and work workers mobilizations in delivery platforms.

158
00:31:15.000 --> 00:31:25.000
They'll demonstrate emerging spaces of resistance. We'll explore whether these signs of resistance in the digital economy can unleash.

159
00:31:25.000 --> 00:31:33.000
A new face for unionism. So the content of this presentation is based on over 4 years of research.

160
00:31:33.000 --> 00:31:43.000
Conducted by Professor Maria Bridge who is also here. Myself and our research groups at federal university of Okay.

161
00:31:43.000 --> 00:31:48.000
Yep.

162
00:31:48.000 --> 00:31:49.000
Oh, I'm Yeah, I'm

163
00:31:49.000 --> 00:31:55.000
I, sorry, we are not seeing to move a flight. I don't know. It's Oh, there is the same problem for illegal, so Please test.

164
00:31:55.000 --> 00:31:56.000
Just to.

165
00:31:56.000 --> 00:32:00.000
Okay, okay, sorry, sorry. Sorry to interrupt. Yeah, I'm just about to.

166
00:32:00.000 --> 00:32:01.000
Perfect. We see that. Thank you.

167
00:32:01.000 --> 00:32:02.000
Good week. Sorry. Yeah, sorry. Yeah, okay.

168
00:32:02.000 --> 00:32:14.000
So I'm going person one's lights I'm just going to skip through okay because of the time so first let's provide an overview of digital work in Brazil during the COVID.

169
00:32:14.000 --> 00:32:27.000
19 pandemic. Okay, so, the rise of the digital economy has brought about an increasing digital work platforms that utilize advanced technology like AI, big data.

170
00:32:27.000 --> 00:32:38.000
And control algorithms and these platforms operate by extracting and analyzing. The and are part of a larger ecosystem of digital work.

171
00:32:38.000 --> 00:32:51.000
Is landscape is characterized by flexible and precarious work. Shaped by new liberal policies and the 2017 labor reform in Brazil.

172
00:32:51.000 --> 00:33:05.000
The COVID-19 pandemic will, their rapid growth of digital platforms. Increasing their economic significance and leveraging a decentralized and networked workforce.

173
00:33:05.000 --> 00:33:18.000
This ship has significant implications for employment. Organization always structures and legal regulations leading to a decline in secure and regulated work.

174
00:33:18.000 --> 00:33:27.000
Okay, but the firmization of work in Brazil is not just a supplementary source of income or an alternative to unemployment.

175
00:33:27.000 --> 00:33:36.000
It is interconnected with an informal in formal labor market leading to a blend of autonomous work and precarious conditions.

176
00:33:36.000 --> 00:33:49.000
This process, referred to as Uberization. How long with the impact of the COVID-19 pandemic exacerbated the decline in working conditions particularly in terms of wage.

177
00:33:49.000 --> 00:33:55.000
And long working hours.

178
00:33:55.000 --> 00:34:06.000
Digital platforms and compass a wide range of workers with diverse profiles characterized by different work arrangements and the rights.

179
00:34:06.000 --> 00:34:16.000
In spite of that, we still hold, the view that is to a studies should adopt 8 working class perspective, to inform actions.

180
00:34:16.000 --> 00:34:26.000
By unions and a state institutions. Oh, I'm going to. This one. Yeah, and this one too also.

181
00:34:26.000 --> 00:34:38.000
So now Let's down into the impact of the pandemic and the post pandemic context on working conditions before.

182
00:34:38.000 --> 00:34:54.000
Discussing the future of Unionism. So. Let me go here to the next slide. So the COVID-19 pandemic brought significant changes emphasizing social distancing to curb the virus, the virus is spread.

183
00:34:54.000 --> 00:35:04.000
So this led to a sudden shift to remote work for many workers. Lacking proper resources and clear, guidelines.

184
00:35:04.000 --> 00:35:18.000
Additionally, disruptions in current institutions such as schools and day care centers. Post, challenges for working parents and caregivers.

185
00:35:18.000 --> 00:35:31.000
And the COVID-19 pandemic in Brazil also prompt. A widespread adoption of remote work. Impacting around 8 million workers.

186
00:35:31.000 --> 00:35:41.000
Gender inequalities persist in remote work with women facing disproportionate domestic and caregiving responsibilities.

187
00:35:41.000 --> 00:35:52.000
And the overlapping of these responsibilities created additional burdens for women. All this based, in our space.

188
00:35:52.000 --> 00:36:05.000
Right. So in one of our studies, we applied a survey to 900 workers. We start working from home doing, and because of the pandemic.

189
00:36:05.000 --> 00:36:18.000
And more than half of the respondents considered their home work conditions only as reasonable. And liking a specific space in notable person reported 4 conditions.

190
00:36:18.000 --> 00:36:23.000
Without proper furniture or workspace.

191
00:36:23.000 --> 00:36:33.000
Also according to the survey, a higher percentage of women than men experienced and accelerated work base in remote work.

192
00:36:33.000 --> 00:36:39.000
This intensification was particularly not noticeable among women with children. Who worked longer hours and more days per week.

193
00:36:39.000 --> 00:36:50.000
Compared to women without children or men with children.

194
00:36:50.000 --> 00:37:03.000
There was a decrease in the percentage of both men and women working 5 days a week with an increase in those working 6 or 7 days.

195
00:37:03.000 --> 00:37:13.000
And also, a textile analysis of open ended questions from the survey, revealed gender differences in the responses.

196
00:37:13.000 --> 00:37:31.000
Then emphasized words such as time, contact, pandemic and home. While a woman and folks don't child care house and the expressed challenges with concentration and interruptions during a remote work.

197
00:37:31.000 --> 00:37:45.000
Man, associated difficulty with lack of contact with colleagues while or women difficulties were related to overlapping care given and domestic responsibilities.

198
00:37:45.000 --> 00:37:55.000
Our, our research, surfaces, the, an equal, division of domestic and carry giving work.

199
00:37:55.000 --> 00:38:09.000
Leading to excessive work hours for women. Emergency us to address the root causes of this inequality and explore alternative ways to reorganize society work.

200
00:38:09.000 --> 00:38:25.000
And the economy in a post pandemic world where remote work is still a reality. Overall, the pandemic has Is that surveyed social inequalities, a prevalent prevalent characteristic of the Brazilian labour market?

201
00:38:25.000 --> 00:38:38.000
And society as a. Okay, I still have time. Also works, workers with employment contracts were more protected during the pandemic.

202
00:38:38.000 --> 00:38:45.000
Why are they, the prices expose the preparedness of those informal and irregular work.

203
00:38:45.000 --> 00:39:05.000
Essential workers, informal workers and those without union reunion representation. Or particularly affected. Okay, finally, let's analyze some relevant experiences of resistance in this context and discuss the future of unionism.

204
00:39:05.000 --> 00:39:19.000
Okay. So the impact of the COVID-19 pandemic in Brazil has raised doubt about the role of unions in the digital era but claims of their irrelevance are unfounded.

205
00:39:19.000 --> 00:39:37.000
While union membership rates have declined empirical evidence shows their working class. That their working class has demonstrated resilience, reinvention and political resistance challenging the narrative of union demise.

206
00:39:37.000 --> 00:39:50.000
Oh yeah, so. We go to this next one and if we consider the concept of digital work in a broad sense by including both platform workers and IT professionals.

207
00:39:50.000 --> 00:40:10.000
Then we can have as an example that the Contrary to common belief. Tech workers in Brazil have a long history of union organization dating back to the 19 seventies And today with approximately 30, unions representing a I have 3 min.

208
00:40:10.000 --> 00:40:22.000
Okay, thanks. Sorry. Hi, Ki, IT workers, are represented by approximately Very you.

209
00:40:22.000 --> 00:40:35.000
Which represents a diverse range, of your populations and these unions. Show that they can adapt to technology technology called change.

210
00:40:35.000 --> 00:40:45.000
And negotiate collectively with companies of different sizes and configurations. So, IT.

211
00:40:45.000 --> 00:40:56.000
Our technology unions in Brazil challenge the belief that digital workers resist unionization, emphasizing the need to consider local contexts and industries.

212
00:40:56.000 --> 00:41:06.000
So this president case proves that unions can adapt to digital transformation. And refuting claims of their installations.

213
00:41:06.000 --> 00:41:18.000
And. We go to the next one. And so platformization challenges unionism, but collective actions are emerging as a response.

214
00:41:18.000 --> 00:41:36.000
So there is a global coordination among app based workers and in Brazil associations. In various regions. Highlight the potential for collective mobilization in the platform economy.

215
00:41:36.000 --> 00:41:48.000
And so the pandemic worsen labor market inequality is particularly for informal workers highlighting the need for collective action.

216
00:41:48.000 --> 00:42:02.000
So in Brazil we have this Break, those apps or apps break. He strikes, in in 2020, in, this reflected the intensified challenges faced by workers.

217
00:42:02.000 --> 00:42:18.000
So they protest against reduced earnings, longer hours, help is risks and increased costs to work. So here we have the compilation of delivery workers strikes in Brazil in the past years.

218
00:42:18.000 --> 00:42:26.000
And these strikes represent a collective response by delivery workers. To address various labor issues intensified by the COVID.

219
00:42:26.000 --> 00:42:43.000
19 pandemic. So in general they demand fair working conditions including increased fees provision of personal protective equipment transparent rate calculations and an end to unjust blocking and banning.

220
00:42:43.000 --> 00:43:04.000
Phone platforms. They just to just sum up and finish. So what's next? So platforms, platform workers in Brazil gain momentum in their efforts to regulate platform performance but for my work following the election of with Nachi.

221
00:43:04.000 --> 00:43:14.000
So the formation of the National Alliance of application delivers represented a collective response by platform workers. From different states.

222
00:43:14.000 --> 00:43:32.000
Aming to participate in the regulation discussions and advocate for their desire. Farm off regulation. So just to finish, we hold the view that the current Brazilian labor legislation is applicable to platform work.

223
00:43:32.000 --> 00:43:39.000
And, all these organizing efforts demonstrate the potential for collective action. Hi liking platforms as a testing ground.

224
00:43:39.000 --> 00:43:49.000
For our class is travel. Okay. Alright, I'm going to finish now because of time.

225
00:43:49.000 --> 00:43:56.000
Into our patients and all these are all the references. Okay, thank you. Thank you so much.

226
00:43:56.000 --> 00:44:01.000
Thank you.

227
00:44:01.000 --> 00:44:11.000
Thank you. Alec, Aleishandri and the Yeah, my everybody see them. Thank you very much and We move, now to.

228
00:44:11.000 --> 00:44:29.000
A study on the identification of factors to promote employees participation in network groups. In Japan. With the We have the word.

229
00:44:29.000 --> 00:44:32.000
Thank you very much.

230
00:44:32.000 --> 00:44:40.000
Let me start.

231
00:44:40.000 --> 00:44:48.000
No, no, she's presenting directly. But just I will be sure that you can.

232
00:44:48.000 --> 00:44:55.000
Use your power line so we want to put it in presentation mode

233
00:44:55.000 --> 00:45:02.000
Yeah.

234
00:45:02.000 --> 00:45:03.000
This is okay.

235
00:45:03.000 --> 00:45:04.000
Yeah, okay.

236
00:45:04.000 --> 00:45:13.000
Yes? Can you change it just to your test to check because

237
00:45:13.000 --> 00:45:16.000
Okay.

238
00:45:16.000 --> 00:45:17.000
Please.

239
00:45:17.000 --> 00:45:20.000
Is that okay? Let me start. Thank you very much. That's your person.

240
00:45:20.000 --> 00:45:37.000
I'm really glad to have the opportunity to present my paper. Thank you so much. I'll study on the identification or topic for promoting employee participation in networking looks independent.

241
00:45:37.000 --> 00:45:46.000
I add the sub-people. What induces

242
00:45:46.000 --> 00:45:49.000
This is the agenda.

243
00:45:49.000 --> 00:45:58.000
Nobucco please can you speak closer to the microphone please because It's very, it's very far of our voice.

244
00:45:58.000 --> 00:46:02.000
Yes, that's okay. Much detail? Yes.

245
00:46:02.000 --> 00:46:03.000
Thank you.

246
00:46:03.000 --> 00:46:04.000
Better, yeah.

247
00:46:04.000 --> 00:46:13.000
Thank you. And then start with the introduction. This is the background of our research interest.

248
00:46:13.000 --> 00:46:14.000
Spin.

249
00:46:14.000 --> 00:46:22.000
And I'd make you know. No, the working conditions found, in Japan.

250
00:46:22.000 --> 00:46:26.000
The

251
00:46:26.000 --> 00:46:36.000
Be kind of precious. For the companies. And they put the management. And also for the employees.

252
00:46:36.000 --> 00:46:45.000
The I will research on the in changing the environment, how we employees. Be involved in reserving tolerance.

253
00:46:45.000 --> 00:46:59.000
And improving the environment. Rocket base. Today's research cox is, Boys, as an opportunity to have a say.

254
00:46:59.000 --> 00:47:05.000
How embraced they've concerned express and advance the intellect. No problem. I'm going to the guest today.

255
00:47:05.000 --> 00:47:17.000
Participate in. And both have the former and informal economies. This focus is mainly on informal.

256
00:47:17.000 --> 00:47:31.000
In our main ID or concern, directory and outside the structure. To do other hooks and or no problem the interaction between management and

257
00:47:31.000 --> 00:47:41.000
Of course, Storma and the Former Mechanics. But we focus on informal this time.

258
00:47:41.000 --> 00:47:56.000
Before I start to research we check that video research is about work relationships and communication in Japan. We find out and pretty walking, talking and relationships.

259
00:47:56.000 --> 00:48:08.000
Is mainly researched. Sue dead. To, in relation to the innovation.

260
00:48:08.000 --> 00:48:22.000
Hi, however, recently the effects of relationships in World Trade have been focused. Relationships one, one, or Lisa to find out is relationship clean.

261
00:48:22.000 --> 00:48:31.000
Sense of community and also sense of the exploration this name. For new posterity and.

262
00:48:31.000 --> 00:48:40.000
And please. The research also find out that employees could have both had relationships inside and outside the rock first.

263
00:48:40.000 --> 00:48:49.000
I'm Any more likely to be self disciplined the employees to take

264
00:48:49.000 --> 00:49:06.000
And also, recently, the import business groups issues in Japan. Had been focused. This is, is the

265
00:49:06.000 --> 00:49:22.000
Hi, this has been started recently. And also is poker name in focusing. D agenda issue and the and the, yeah, this ERG.

266
00:49:22.000 --> 00:49:34.000
Do the development and diffuse in Japan. Union involvement and stable recruitment. And probably leaders are important they said.

267
00:49:34.000 --> 00:49:53.000
How can be the to be a Linda for that kind of activities. So, to examine the effect of the counseling which appears on how employees deal with their personal problems.

268
00:49:53.000 --> 00:50:00.000
And consider their voice intention for relatively wide

269
00:50:00.000 --> 00:50:13.000
So that seen and research question you want is some live registration of each group by And number 2, verification of the group stage and the effect of company support.

270
00:50:13.000 --> 00:50:19.000
On the intention to voice management.

271
00:50:19.000 --> 00:50:32.000
We conducted the survey. On via online. Screening get to have screening with the screening question.

272
00:50:32.000 --> 00:50:39.000
Do you color didn't have connection with kids at work? This room you will serve and discuss your own issue.

273
00:50:39.000 --> 00:50:59.000
Not really to work. In also limited to full time, working for all And, Oh, for the screening.

274
00:50:59.000 --> 00:51:15.000
We correct it. 1,851 cases. And, about 500. This means About one set of employees.

275
00:51:15.000 --> 00:51:25.000
Only one set of employee have such a connection. In the workplace.

276
00:51:25.000 --> 00:51:33.000
That this is the demographics of the content. I believe age, 48.

277
00:51:33.000 --> 00:51:47.000
And gender composition was main is 84%. And they graduated from University and

278
00:51:47.000 --> 00:51:53.000
As for the 70%. This is very high.

279
00:51:53.000 --> 00:52:05.000
And the Right. RMB and engineering. This is also high. In the company size.

280
00:52:05.000 --> 00:52:15.000
See and 505, 5,000 and over 8.

281
00:52:15.000 --> 00:52:28.000
Conference. Yeah, about 40%. Like this and also lastly the union membership for people. 42.9%.

282
00:52:28.000 --> 00:52:36.000
This is amazingly high. So. We, look at this.

283
00:52:36.000 --> 00:52:51.000
Tiger? And the study became relatively different we plan but that's what he does.

284
00:52:51.000 --> 00:53:05.000
Then the I'll show you the result of. Of these resources. Yeah, first one, the number one is the same or the

285
00:53:05.000 --> 00:53:14.000
And the we find out it's probably an indication. About 50%. Let me tell you a development.

286
00:53:14.000 --> 00:53:34.000
Thank you. The childcare. 50 15% and probably, 9.5. So we focus, we created, farming and

287
00:53:34.000 --> 00:53:45.000
And then. We first, she. So the difference in and for us. Then that composition.

288
00:53:45.000 --> 00:53:52.000
So, you know, Other age age and

289
00:53:52.000 --> 00:54:06.000
Do I know? Longer for that. To this means the whole being is older and the longer I've known the relationship.

290
00:54:06.000 --> 00:54:23.000
And this is a characteristic. Where there and the membership where the membership comes from about half, 50% of the correspondence.

291
00:54:23.000 --> 00:54:32.000
Create that you don't do that. Peer group within own department.

292
00:54:32.000 --> 00:55:02.000
And for the family, You see the significant is different. Hi. And the however that for the The similar level overlap or senior job to the This means that, and find it to.

293
00:55:02.000 --> 00:55:07.000
Hi.

294
00:55:07.000 --> 00:55:17.000
The next item be the personal discontent. And the, the time. Consuming and for the time and skip something.

295
00:55:17.000 --> 00:55:24.000
Some, slide. And also they are the

296
00:55:24.000 --> 00:55:34.000
The next one is at at. We created the 2 factors for the

297
00:55:34.000 --> 00:55:44.000
I can Well, I'll talk to Isaac. And what the second factor is self management.

298
00:55:44.000 --> 00:55:54.000
Not to read the family of death. A different The scenes of the blue. Comedies, charity and ofobees.

299
00:55:54.000 --> 00:56:03.000
Demographics. We'll be good option, all that and have. Then content of this content.

300
00:56:03.000 --> 00:56:17.000
His content or family Kelly. Higher than 4 participation. The power of fellowship and tactics management was confirmed.

301
00:56:17.000 --> 00:56:22.000
Hi.

302
00:56:22.000 --> 00:56:26.000
Then the

303
00:56:26.000 --> 00:56:27.000
And then.

304
00:56:27.000 --> 00:56:29.000
1 min now we go, please. Thank you.

305
00:56:29.000 --> 00:56:42.000
Yes. Before the. Checking the. Intention to voice.

306
00:56:42.000 --> 00:56:43.000
Okay.

307
00:56:43.000 --> 00:56:48.000
We make that model. And the conducted. Amelia. On the

308
00:56:48.000 --> 00:57:04.000
You prediction of the intention to voice meeting. To 5. The dependent valuable is the 2 intention

309
00:57:04.000 --> 00:57:05.000
Okay.

310
00:57:05.000 --> 00:57:15.000
And the Included, and involvement. In the issue and the company support for it working union membership.

311
00:57:15.000 --> 00:57:25.000
And leader never exchange this means. Relationship in this area has a strong impact.

312
00:57:25.000 --> 00:57:31.000
Impact on the intention to voice.

313
00:57:31.000 --> 00:57:35.000
There's the finance.

314
00:57:35.000 --> 00:57:56.000
And the discussion. Let's see the discussion that the result of this is that shows a monthly employees to join here with under contact or partner There's a How'll be Google to be present.

315
00:57:56.000 --> 00:58:18.000
I thought the intention boys How do you speak to your present and free time? For. To the company for you for active communication among the Okay.

316
00:58:18.000 --> 00:58:29.000
And the communications, we need, defined as a model. And the part analysis should be the.

317
00:58:29.000 --> 00:58:35.000
Attention to That's all. Thank you very much.

318
00:58:35.000 --> 00:58:38.000
Thank you.

319
00:58:38.000 --> 00:58:55.000
Thank you. We are immediately passed to Why telecommunications? Was not here to stay the case of social services at the municipal level in Spain during the COVID.

320
00:58:55.000 --> 00:58:58.000
19. Joanna, please.

321
00:58:58.000 --> 00:58:59.000
Yes, I'm here.

322
00:58:59.000 --> 00:59:03.000
Yes, please Nabucco if you can stop sharing

323
00:59:03.000 --> 00:59:04.000
Yeah.

324
00:59:04.000 --> 00:59:05.000
Thank you.

325
00:59:05.000 --> 00:59:15.000
Yes. Sorry for that.

326
00:59:15.000 --> 00:59:18.000
Can you see my screen?

327
00:59:18.000 --> 00:59:20.000
Yep.

328
00:59:20.000 --> 00:59:21.000
Yes.

329
00:59:21.000 --> 00:59:25.000
Okay, make a quick check whether it works

330
00:59:25.000 --> 00:59:27.000
Is it changing?

331
00:59:27.000 --> 00:59:28.000
Yes, thank you.

332
00:59:28.000 --> 00:59:29.000
Yes.

333
00:59:29.000 --> 00:59:54.000
Oh, so I can start. And hello everyone from Spain. My name is John and I'm a PC candidate at the University of But I'm going to present this qualitative study related to social services and telecommunications.

334
00:59:54.000 --> 01:00:07.000
So in the context of. Of the global pandemic that, and that we have all experienced and many new challenges have horizon for for frontline professionals.

335
01:00:07.000 --> 01:00:23.000
And Covid-nineteen pandemic and the crisis that it that it caused rearrange completely the spaces within which social services and also other public organization work and serve individuals.

336
01:00:23.000 --> 01:00:35.000
And the situation of crisis caused by the pandemic, it's characterized by an anticipated change uncertainty associated with a constant change of rules and protocols in a recent situation.

337
01:00:35.000 --> 01:00:47.000
And also increase demand for services for social services during that time the meeting delivery but by a lot of help and delivery but by a lot of health health restrictions and protocols.

338
01:00:47.000 --> 01:00:57.000
Had put public servants in extremely difficult position and face them with with a lot of challenges such as increased telework without previous experience and also without any preparation regarding this kind of service, remote service.

339
01:00:57.000 --> 01:01:18.000
And so the pandemic and especially the initial lockdown accelerated the adoption of digital solutions, technologies and areas where it was slowly progressing like like the case of public services in Spain.

340
01:01:18.000 --> 01:01:30.000
But we should also keep in mind that it helped a lot to maintain the continuity of services but also it brought a lot of risks such as digital risks and threats.

341
01:01:30.000 --> 01:01:43.000
And have have a place new demands on policy makers and a lot of challenges for for social workers. So.

342
01:01:43.000 --> 01:01:54.000
Before the pandemic in in Spain, teleworking was rather seen as a model of the future. You know, in harshest months of the pandemic.

343
01:01:54.000 --> 01:02:14.000
And a homes private homes became new workplace for everybody in all the sectors, private and public. And in both public and private sector in Spain, the commuting was rather marginal practice before March, 2,020 and it suddenly became became generalized more work model during the pandemic.

344
01:02:14.000 --> 01:02:28.000
So according to the data collected by the Vodafone Company in the study of the state of digitalization of Spanish companies and administrations.

345
01:02:28.000 --> 01:02:37.000
Public institutions were along with micro enterprises, the organizations that had the least telework implementation in Spain before the COVID.

346
01:02:37.000 --> 01:02:51.000
19 pandemic. But what's curious is the phenomenon that became to be observable at the end of 2,021 over a year and a half after the plane implementation of telecommuting and public services.

347
01:02:51.000 --> 01:03:00.000
And in general, was that once a labor market has regained center certain normality of work and many workers, companies, institutions, return to face-to-face work and services.

348
01:03:00.000 --> 01:03:21.000
And there are a lot of reasons. And that those reasons vary depending on each case, whether it's smaller big company, public or private institutions type of services, interaction with with users, with clients, etc.

349
01:03:21.000 --> 01:03:33.000
And according to the data, collected by National Observatory of Telecommunications. And the information society which is a public entity attached to the Ministry of Economic Affairs and Digital Transformation in Spain in the second half of 2,021.

350
01:03:33.000 --> 01:03:44.000
The number of employees working habitually from home decreased significantly comparing to the same period of 2,020 and also previous quarters of 2,021.

351
01:03:44.000 --> 01:03:59.000
So despite this initial popularity and enthusiasm for telecommuting. The also the telecommunian law does not provide the regulation for public work.

352
01:03:59.000 --> 01:04:12.000
In in October, 2,021 the government of Spain issued a decision to return public administration to offices but allowed officials to work 20% remotely.

353
01:04:12.000 --> 01:04:23.000
So even though the Spanish government has allowed the continuation of teleworking, And after the COVID restrictions were lifted.

354
01:04:23.000 --> 01:04:32.000
However, as we have noticed, most of the local social services centers have returned to 100%. Face to face work and attendance.

355
01:04:32.000 --> 01:04:46.000
And apart from the official regulations and education resulting from from from from all the official guidelines. There are other factors that turn out to condition the popularity of telecom meeting among social services.

356
01:04:46.000 --> 01:05:06.000
Therefore, there are several issues with issues which which arouse interest and race questions. The general objective of this research is the identification of how social service professionals adapted their way of working to the

357
01:05:06.000 --> 01:05:17.000
To the during the pandemic and what are the factors that condition the continuation or what are the factors that condition the continuation or with travel of telecommuting the continuation or withdrawal of telecommuting in social services.

358
01:05:17.000 --> 01:05:36.000
And, also, detection of the factors that condition the experience of the professionals, their perception of quality of work as well as quality of providers, provided services depending on whether our via telephone, internet remotely or face to face.

359
01:05:36.000 --> 01:05:45.000
And also the perception of the effects of telework on workload, feeling of isolation and work stressed by Spanish social services workers.

360
01:05:45.000 --> 01:05:56.000
And we've adapted the comparative perspective that includes professionals from various social services, to vulnerable groups, victims of gender-based violence, elderly, unemployed in grants, youth at risk, etc.

361
01:05:56.000 --> 01:06:19.000
And to detect how the type of users and the characteristic of the target group complexity of the support the citizens level of responsibility of and type of communication with with recipients condition and affect the ability to work and to provide services condition and affect the ability to work and to provide services in the teleworking mode.

362
01:06:19.000 --> 01:06:33.000
While at the same time maintaining the required quality of services. And the research adapts a qualitative methodology which involves in that interviews with professionals working in in local level social services in Spain.

363
01:06:33.000 --> 01:06:44.000
And from 5 different autonomous communities from 5 different regions of Spain. And from also from varied, professional backgrounds and career stages.

364
01:06:44.000 --> 01:06:53.000
And also different settings from frontline workers to managers. And then due to the pandemic or also the topic of the study.

365
01:06:53.000 --> 01:07:13.000
All of the most of the interviews were conducted were conducted online. And so, during the data analysis, our attention was drawn to the following issues that you can see in that slide.

366
01:07:13.000 --> 01:07:28.000
This issues that turn out to affect the continuation of telework or its with arrival after. After the one year and a half of the pandemic is what we the study was conducted.

367
01:07:28.000 --> 01:07:42.000
And the positive for negative opinions and perception of professionals regarding telecommunications. And I'm going to, and comment each of each of that each of the topic.

368
01:07:42.000 --> 01:07:55.000
So, regarding, preparation of the offices for the, for the transition to teleworking mode. And factors that related to the sudden change of that work model.

369
01:07:55.000 --> 01:08:12.000
And which have made the transition more difficult and have contributed to an accelerated return to face-to-face work according to professionals that we have interviewed this lack of prior preparation regarding teleworking, also lack of clear guidelines and protocols to work remotely.

370
01:08:12.000 --> 01:08:33.000
Lack of sufficient technical support during the pandemic that was a big issue to most of them. Lack of resources and work too suitable for teleworking as we as we've noticed most of the participants reported neither material nor technological help from the from the employers.

371
01:08:33.000 --> 01:08:46.000
And even after one year and a half of after the pandemic started it's when we interviewed them. Many workers have had to finance and hover in part the resources or they are required technological infrastructure.

372
01:08:46.000 --> 01:09:03.000
So it made them want come back to face to face or work even more. Differences in perspective have also emerged between workers from different levels, professions and services.

373
01:09:03.000 --> 01:09:14.000
And we also observed a lot of things but the most most interesting is that previous experience in teleworking, previous provision of services via telephone online, etc.

374
01:09:14.000 --> 01:09:24.000
Had a positive impact on the experiences of the professionals and as well as different target groups and users, for example young people.

375
01:09:24.000 --> 01:09:38.000
Older people, victims of violence, etc. It also influenced the satisfaction of teleworking due to the different type of work with the user and the possibilities of remote assistance to each of that group of users.

376
01:09:38.000 --> 01:10:00.000
And regarding gender issues, many participants Well, I have to say that, in Spain, I think in general, but in Spain, most in this group that we have interviewed were practically all women and mostly in these kind of services that the employees that the number of women it's high.

377
01:10:00.000 --> 01:10:14.000
So that's why the gender issues in this case it's also important and many participants pence pointed out that working from home has lead to conflicts between work and family life, especially especially for women that were most of the participants.

378
01:10:14.000 --> 01:10:37.000
And differences have been observed between men and women in the conciliation of work and family life. So those few participants and then participant have different perceptions of that of that issues than than women and then even gender division of housework was indicated by female participants as a significant factor hindering working from home.

379
01:10:37.000 --> 01:10:51.000
And the issue of digital literacy and digital among both professionals and users, users have also had an impact on teleworking experiences.

380
01:10:51.000 --> 01:11:04.000
The participants reported lack of previous training provided by the administration and also in sufficient technical support during the pandemic which was constantly causing technical issues and making work difficult.

381
01:11:04.000 --> 01:11:14.000
And one of the problems was related to the digital exclusion of users due to lack of internet access or a very low level of digital literacy.

382
01:11:14.000 --> 01:11:24.000
And users such as the elderly, homeless people, people with disabilities, among others, have had a lot of difficulties accessing services via telephone.

383
01:11:24.000 --> 01:11:40.000
In assisting users every step of the process. To manage their online accounts and solar being tech problems extended workload and working time of the professionals that was also problematic during that time.

384
01:11:40.000 --> 01:12:00.000
And, regarding feeling of isolation and stress and the fact of working from home and not having an exclusive space for work activity has caused difficulties in disconnecting from from work after the work they has finished and many participants reported that on the long run it increased the level of work stress.

385
01:12:00.000 --> 01:12:17.000
In the participants also indicated that during the teleworking period they they were often accompanied by a more frequent feeling of social and professional isolation and they they were talking about the importance of emotional support.

386
01:12:17.000 --> 01:12:32.000
And from fellow workers to cope with difficult situation and it has been indicated by by all by all the participants and also lack of organization support to handle the situation also has been reported as stress inducing factor.

387
01:12:32.000 --> 01:12:45.000
So to sum up, there are differences in between various professionals depending on several criteria such as years of work experience.

388
01:12:45.000 --> 01:12:55.000
Job for position level, age, gender, etc. And the issue of digital gap in the context of the computerization of social services in times of kovat.

389
01:12:55.000 --> 01:13:03.000
19 is very important and according to professionals this issue will be one or already one of the biggest challenges.

390
01:13:03.000 --> 01:13:11.000
For social services in the post-pandemic world. And in order to carry out teleworking and definitely greater investment is needed in the professional infrastructure.

391
01:13:11.000 --> 01:13:38.000
Such as homework space and in tools equipment to in order to improve the comfort and efficiency. And if the use of digital media tailwork will be implemented on a larger scale in the future, it must be insured that both users and professionals have access resources and and a proper support to to carry it out.

392
01:13:38.000 --> 01:13:49.000
And also concerns such as user security, the digital data privacy, confidentiality issues must be also considered by policy makers in order to improve services in the future.

393
01:13:49.000 --> 01:14:05.000
And we consider that the detection of factors that condition the experience of professionals and their perception of the quality of work when working remotely as well as the quality of services.

394
01:14:05.000 --> 01:14:14.000
Provided depending on whether they attend to the public remotely or face to face. Are very important in the situation we have all experienced during the COVID.

395
01:14:14.000 --> 01:14:28.000
19 pandemic and also may contribute to better preparation of appropriate prevention plans in in the even of future crisis that it was also mentioned many times by by the participants.

396
01:14:28.000 --> 01:14:29.000
Thank you, Shanna.

397
01:14:29.000 --> 01:14:30.000
Okay, and that's it here. Thank you.

398
01:14:30.000 --> 01:14:37.000
Thank you. Thank you.

399
01:14:37.000 --> 01:14:56.000
Thank you, Joanna. We know pass to the last paper code Communication workers facing the needs of.

400
01:14:56.000 --> 01:14:57.000
Okay.

401
01:14:57.000 --> 01:15:00.000
Seniors in the contests of health crisis our workers perspective. Please.

402
01:15:00.000 --> 01:15:05.000
He's here. I'm here. Can you see the screen?

403
01:15:05.000 --> 01:15:07.000
Yeah.

404
01:15:07.000 --> 01:15:32.000
Okay, thank you very much to the organizers for having me here to present today. So the title has been said and just a general introduction to the research project that has been financed by the founder of Chi Quebec and the Ministry of Healthcare and Social and Africa of Quebec.

405
01:15:32.000 --> 01:15:33.000
The general objective of

406
01:15:33.000 --> 01:15:40.000
Sorry, sorry, we are not seeing you. You have to. To sit down a little bit I think.

407
01:15:40.000 --> 01:15:43.000
You don't see your face. Yeah.

408
01:15:43.000 --> 01:15:44.000
Yeah, okay, nice, fine. Okay.

409
01:15:44.000 --> 01:15:51.000
You talk about Like that? Okay, thank you. Sorry, I don't see the screen so I don't know what you see.

410
01:15:51.000 --> 01:16:15.000
And I'm told. So the general objective of this study as I said was to identify an animal of this study as I said was to identify and analyze the dynamics of marginalization and social, as I said, was to identify and analyze the dynamics of marginalization and social intrusions experienced by seniors in rural Quebec

411
01:16:15.000 --> 01:16:35.000
with the dynamics of marginalisation and analyze the dynamics of marginalization and social extrusions experienced by seniors in rural Quebec with a diverse profile situation to see how they And we also, as I will say, we also interviewed social workers and people that work in health care to see how they face the situations.

412
01:16:35.000 --> 01:16:49.000
We study 3 rural regions of Quebec that are very far away from the centres. For example, Shudiya Balashu, which is 4 h from Montreal.

413
01:16:49.000 --> 01:17:01.000
The gas busy region. And the northern shore which are all around 1012 h from Quebec driving.

414
01:17:01.000 --> 01:17:30.000
So the methodology, it's a mixed method, approach, quantitative and qualitative analysis as far as the quantitative quantitative we did an evaluation of the degree of social isolation, psychological distress and global stress with a sample of around 600 people age over 70 and the qualitative approach that I will present more today was to account the

415
01:17:30.000 --> 01:17:49.000
life experiences not only of seniors of course we interviewed 63 seniors 21 caregivers family caregivers but that's a bit the focus today 36 health care social and community workers The focus is on social.

416
01:17:49.000 --> 01:18:05.000
And community workers but it is important to to see also from the perspective of the elderly to see their problems and how these problems can be solved and what bring what challenges bring to the professionals.

417
01:18:05.000 --> 01:18:19.000
So the aim of the presentation today is to question the social territorial effects of Covid-nineteen on the work and experiences of these professionals in rural areas.

418
01:18:19.000 --> 01:18:36.000
On the one end to see the importance of local dynamics when we address the social material and the half needs of the elderly during the pandemic and on the other end the challenges that this raises in terms of intervention in rural areas.

419
01:18:36.000 --> 01:18:58.000
And so we have always have to have a time perspective which is complex before during the pandemic and after and this also because the situation was maybe sometimes endangered by the pandemic but was also a situation that started before like the absence of professionals and in rural areas and so on.

420
01:18:58.000 --> 01:19:15.000
So the presentation has 3 points. The specific needs of the elderly very quickly then the heart of the presentation which is on the impact of the pandemic on the organization and work of social services.

421
01:19:15.000 --> 01:19:24.000
Rural areas of Quebec which is a very big country as most of you know and it's also sometimes difficult to connect.

422
01:19:24.000 --> 01:19:37.000
And the conclusions. So very quickly the specific needs of the elderly So there has been a reinforcement of the challenges related to the access to health and social services.

423
01:19:37.000 --> 01:19:45.000
I see reinforcement because as I said there were already some structural problems of accessing social and health care systems.

424
01:19:45.000 --> 01:20:11.000
Areas of Quebec, in particular the most remote areas. So there's a problem that has been very major during the pandemic which is the reduction in the transportation services that were usually provided at least in rural Quebec areas by volunteers from community organisations and most of these volunteer were people age 70 and more and so they were touched by the restrictions

425
01:20:11.000 --> 01:20:28.000
and were forced also by the staying home and so the professionals who could count on these people suddenly lost and so there was a problem of access of the people to services.

426
01:20:28.000 --> 01:20:54.000
And of course there's another element of reinforcement of the challenges related to access to health and social services is the delayed care due to the priorisation of other activities, of course those related with with with with with with COVID and so there was at least in the first 6 months there has been a limited home care services.

427
01:20:54.000 --> 01:21:23.000
Then there were also from the perspective of the Adolo of course the emergence of new problems for example a problem that the professional didn't deal too much of or although sometimes in Quebec we are, years we talk about for rural areas we talk about dessert honeymoon there fruit desert in some rural areas but with the

428
01:21:23.000 --> 01:21:40.000
pandemic it was even more clear that the access to food services at least in the early stages of the pandemic was a big issue for rural areas and the other in these areas and was a big disparity between the urban and rural areas.

429
01:21:40.000 --> 01:21:53.000
And as I said, this was less an issue for social workers before the pandemic but became central during social workers before the pandemic but became central during COVID and brought a spot on on this problem.

430
01:21:53.000 --> 01:22:01.000
I don't know if it's because the problem exists less or because the attention was Focus less on this point.

431
01:22:01.000 --> 01:22:24.000
Another element is, of course the impact of the pandemic on the mental health of the most isolated elderly and the worsening of mental health problems for the elderly impacted even more the professional works but also their mental health as a consequence.

432
01:22:24.000 --> 01:22:38.000
Going to the impact because I surveying time going to the impact of the pandemic and the organization. Of course, the main issue was the continued provision of services.

433
01:22:38.000 --> 01:22:51.000
First of all, the consequences of the F measures. There were constant evolution and frequent changes to F measures given the feeling to the professional that things were never done properly.

434
01:22:51.000 --> 01:23:04.000
Rules change from one day to another and they didn't have the time to adapt and this grows a lot of stress to the people.

435
01:23:04.000 --> 01:23:12.000
I don't have time so I cannot go in depth of the interviews but I left some of them some citations so you can.

436
01:23:12.000 --> 01:23:25.000
You can read them if you you want and all the situation the daily changes in the situation had an impact on the well-being and burnout of workers and those on the maintenance in employment.

437
01:23:25.000 --> 01:23:47.000
Maintenance in employment has already already a problem for the health and social care in Quebec because of different reforms that have been done in the recent year, in particular the restructuring of the governance of social health care services.

438
01:23:47.000 --> 01:23:59.000
In 2,014 and 15. But the pandemic brought even more the problem.

439
01:23:59.000 --> 01:24:14.000
Another concept, other consequence of the F measure but we have to be careful because this concept of the F measure but we have to be careful because we have to be careful because these consequences were at the time of the pandemic but stayed even after the pandemic but stayed even after the time of the pandemic but stayed even after the pandemic and are still visible

440
01:24:14.000 --> 01:24:27.000
today. So let them.

441
01:24:27.000 --> 01:24:37.000
That they didn't have the strength and the opportunity to intervene as it was necessary and to respond.

442
01:24:37.000 --> 01:24:56.000
Concretely to the needs of the people. And this application still say today because we did other interviews in the post-pandemic phase and it's something that has structural consequences on the workers.

443
01:24:56.000 --> 01:25:23.000
High free minutes I think so Another element is the missing of personnel and the use of remote working disrupted operations with as it was stated before by the present before people they were not used to do this of course we talk about telemedicines or tele social work since a few years, but the people were not experienced and so they improvised and this

444
01:25:23.000 --> 01:25:49.000
at first brought disruption in the operations and and on the structure of social services. I try to go bit quicker and these I already underlined the massive loss of volunteers that have a big impact on social workers in particularly those of the community sectors.

445
01:25:49.000 --> 01:26:08.000
That counted a lot on this. Source. Of course there is not just problems, there have been also innovations so to say to overcome problems that have been implemented during the pandemic and are still there and will be still there in the future.

446
01:26:08.000 --> 01:26:38.000
So for example the working The fact of working in networks at various scales This the fact of working in network has always been I think that has been discussed, but most of the people we met at different levels, they reported the creation of crisis cells permitted to allow to work concretely with different levels of interventions and to create a network of

447
01:26:38.000 --> 01:26:48.000
services and support your company seniors putting together some people that didn't talk to each other before. And those who had a

448
01:26:48.000 --> 01:26:58.000
And in fact, I'm democratizing a little bit of power. So it's not just the big organisations of hospitals.

449
01:26:58.000 --> 01:27:12.000
That ruled, but there were more. And in an involvement of a for so community workers and grassroots workers.

450
01:27:12.000 --> 01:27:39.000
And of course also the fact of creating information and communication between different stakeholders is something that has implemented even more during the pandemic and is still there as a result so the implication of the elderly but as I said also the decision makers and the society like the local society more in general.

451
01:27:39.000 --> 01:27:55.000
Of course, during the pandemic it was done more by phone, by virtually, but now this communication with the population stays also in real life, let's say, not just Vietnam.

452
01:27:55.000 --> 01:28:04.000
So going to the conclusion because I have 1 min. No. So maybe I will skip the conclusion because it's most of the things that I have said.

453
01:28:04.000 --> 01:28:21.000
Just To say that, Despite the difficulties experienced, territory and community resilience helped the people to facilitate the living conditions of the seniors in rural areas.

454
01:28:21.000 --> 01:28:38.000
But of course there are some limitations that emerge and one is for sure the difficult to standardize the solutions provided and this is the limit that we still have today and the feeling of a lack of consideration for territorial specificities.

455
01:28:38.000 --> 01:28:49.000
So people, the professionals, felt they had the impression that they were imposed measures that were fought for the capitals for Quebec and Montreal and were not adapted to their reality.

456
01:28:49.000 --> 01:28:55.000
So I stop here so we will have time for discussion.

457
01:28:55.000 --> 01:29:00.000
Thank you.

458
01:29:00.000 --> 01:29:08.000
Well, thank you very much. Marco and, all the presenters.

459
01:29:08.000 --> 01:29:09.000
Oh

460
01:29:09.000 --> 01:29:23.000
I think this was a very good, session. We still have about 20 min to make comments I don't know if you who have time enough for the people to answer the eventual questions but at least some comments I think we can, can have.

461
01:29:23.000 --> 01:29:49.000
I will say just a few words and then I passed to Helen. Just to say that, I thought this presentation the presentations were very interesting very diverse And, but, some points, I think, I would say that, kind of challenge us to.

462
01:29:49.000 --> 01:30:01.000
To build up a new agenda. On, work. Yeah, because, we've seen, questions many find in many common finds is in relation to work during the pandemic in different researchers in different research.

463
01:30:01.000 --> 01:30:24.000
Another thing important thing to say is that was very impressed. With the amount of research that people have been doing on these subjects with this is really excellent but also when you talk we talk about the findings especially when we talk about.

464
01:30:24.000 --> 01:30:34.000
Oh office and this new kind of a characteristic that we saw from the pandemics.

465
01:30:34.000 --> 01:30:44.000
I think it, puts a question for for us to think about again about forms of control of work.

466
01:30:44.000 --> 01:30:58.000
How this is going to develop. From these new experiences at the same time to think about how the workers can be represented by trade unions in this new context.

467
01:30:58.000 --> 01:31:13.000
And so there's a lot of interesting questions and also, I can, I could say that, the researchers have, have exposed er, problems.

468
01:31:13.000 --> 01:31:27.000
With the political Politico policies special health And, and do care that is was not so clear as it became.

469
01:31:27.000 --> 01:31:40.000
During the pandemic so it is very very interesting i would say things that should be developed in the next next next meeting.

470
01:31:40.000 --> 01:31:51.000
In Korea. Yeah. Just, one or 2 doubts about the discussion about.

471
01:31:51.000 --> 01:32:03.000
So, the, that happened in in in in Germany for example that gyms exposed to us I was very curious to know.

472
01:32:03.000 --> 01:32:14.000
Some, findings about, if people have resisted. You know, way to this kind of.

473
01:32:14.000 --> 01:32:33.000
Of a new forms of, controlling labor, for example. At the same time for Nobucco, I was very Very, interested in knowing, which companies she was talking about, cause she, spoke about many.

474
01:32:33.000 --> 01:32:59.000
Situations that i couldn't see and that would like to know a little bit about which kind of companies that she's talking about and well and the Joanna and And Marco, very, very interesting because, definitely exposes problems that, I suppose it's more related to.

475
01:32:59.000 --> 01:33:13.000
Developed countries but anyway it it is very important to discuss Yeah, okay. So. Thanks and I passed to Helen for some comments.

476
01:33:13.000 --> 01:33:20.000
Oh, OK, thank you. Thank you very much everybody for, really interesting papers. They have to be interesting.

477
01:33:20.000 --> 01:33:32.000
For me tonight because it's so late and I'm still here so that shows you how interesting they were I didn't fall asleep yet.

478
01:33:32.000 --> 01:33:33.000
Yeah.

479
01:33:33.000 --> 01:33:39.000
Although normally I'm in bed about 3 h ago. So. Okay, I'm going to not speak generally but to just raise a few questions for one of 2 of you.

480
01:33:39.000 --> 01:33:46.000
I hope that we'll manage to give you a chance to. But if not, maybe it's just something to think about anyway.

481
01:33:46.000 --> 01:33:54.000
And some observations that, relate to my own work as I start with Rodriguez.

482
01:33:54.000 --> 01:34:01.000
One very easy question, Rodrigo. You'll be pleased to know and then wonder, I suppose it's probably also easy, but it wasn't so.

483
01:34:01.000 --> 01:34:10.000
Clear to me what the possible answers. Could be. So the first and easy question is you did a survey with 408.

484
01:34:10.000 --> 01:34:32.000
Workers in the pandemic. And I was interested in how you. You know what format that took how you actually delivered the survey in those conditions and did you know did you do it because with seafarers here, for example, we stopped having access with them face to face altogether in this period and I suppose maybe that wasn't

485
01:34:32.000 --> 01:34:52.000
the case for you but anyway I was kind of interested in that. And then the slightly more Curious point for me was You, you talked about this very interesting finding about Land Rover, operating a very simple process, the most simple process, a completely knocked down assembly.

486
01:34:52.000 --> 01:35:08.000
And yet requiring high skill workers. Or employing high I wasn't quite sure whether it was requiring and employing or just employing you know maybe for some other reason that they would be attracted there I wasn't sure.

487
01:35:08.000 --> 01:35:27.000
But, But when you talked about what you're going to do in the future You didn't, you didn't talk about that for example and wanting to drill down more narrowly into that and find out why or how or you talked instead about broadening in a way your work and looking to other sectors and that made me

488
01:35:27.000 --> 01:35:36.000
think that I hadn't properly understood what it was that you actually wanted to do with this research. So I thought that was kind of, but they really interested to know.

489
01:35:36.000 --> 01:35:45.000
And then, again, I, saw. I've been completing this book on, seafarers and time.

490
01:35:45.000 --> 01:35:53.000
And I thought it was really, curious. And interesting that in a way.

491
01:35:53.000 --> 01:36:06.000
What you said about people working from home. Was that they were one of the things he said was that they were able to, insert.

492
01:36:06.000 --> 01:36:07.000
Maybe.

493
01:36:07.000 --> 01:36:18.000
I don't know if he answers actually here is he. Anyway, you were able to insert. Use time into, the the day which would normally be taken up with exchange time so time that they could use for their families and domestic work and so on.

494
01:36:18.000 --> 01:36:23.000
Hobbies or anything really that that isn't about the time that they're selling to the employer.

495
01:36:23.000 --> 01:36:42.000
And that idea of being able to sort of insert little snippets of your time into your day. It's kind of the exact opposite of what we see as a seafarers and seafarers really resent.

496
01:36:42.000 --> 01:36:48.000
The fact that once they're at C, even in the time that they're not actually physically working.

497
01:36:48.000 --> 01:37:02.000
They have no opportunity to make use. Of the free time if you like at all. To do anything for their community, their family, because of course they are living in a completely institutionalized workplace.

498
01:37:02.000 --> 01:37:09.000
So, and that's actually a really, really important reason why Just like working at C.

499
01:37:09.000 --> 01:37:18.000
So it's interesting that the opposite. The ability to insert more of your kind of use more of your day for your own activities and makes working from home.

500
01:37:18.000 --> 01:37:25.000
I'm kind of, better. I thought was really interesting. And then the exact opposite also applied when you talked about isolation.

501
01:37:25.000 --> 01:37:43.000
So you talked about people at home feeling isolated, whereas in fact, because they are not going to work and whereas who are at work, all the time during that contract, feel isolated because they're not a home. So that was kind of an interesting thing as well.

502
01:37:43.000 --> 01:37:52.000
I did wonder how much you think that the isolation related to the circumstance of the pandemic. There wasn't a normal time socially for us in our homes either.

503
01:37:52.000 --> 01:37:59.000
So we were isolating our homes. I wonder if that was. a big factor.

504
01:37:59.000 --> 01:38:05.000
And the because I saw, oh, you'll, talk was really interesting and I did one.

505
01:38:05.000 --> 01:38:19.000
Whether. You thought it was an optimistic thing. That the employee characteristics didn't really impact on employee design to voice concerns or voice problems.

506
01:38:19.000 --> 01:38:34.000
But the, company's strategy did impact a lot. So whether the company was encouraging workers to use voice they they that was really critical I suppose it could be optimistic for the companies that are introducing policies.

507
01:38:34.000 --> 01:38:56.000
To encourage more employee participation but not so optimistic in relation to the companies that that aren't I thought that was kind of intriguing and then And then finally, I suppose, another observation in terms of comparisons.

508
01:38:56.000 --> 01:39:10.000
Joanna for, between the seafares that I study and your work and I thought it was interesting that you commented on how in your context, most of the workforce is female.

509
01:39:10.000 --> 01:39:24.000
In the workplace context that I'm studying most of the workforces male. And you commented on how the women missed the kind of support emotional support and so forth that they get from.

510
01:39:24.000 --> 01:39:36.000
Other work colleagues when they're working from home. And in the context of the seafarers in this very male masculine kind of hard, tough remote environment.

511
01:39:36.000 --> 01:39:44.000
They don't draw emotional support from each other at all so the emotional support that they're drawing on is from home.

512
01:39:44.000 --> 01:39:49.000
So again, it's this kind of reversal. I suppose it's just a reminder to us a little too.

513
01:39:49.000 --> 01:40:10.000
Just sort of think about how, the limitations of our own work in terms of understanding other sectors and so forth and the value of always going beyond our own work to kind of understand what else is going on in other places.

514
01:40:10.000 --> 01:40:11.000
Laugh

515
01:40:11.000 --> 01:40:14.000
I'll go like I was be exhausted by the time we came to your presentation. So I apologize for my very shallow observation here, but.

516
01:40:14.000 --> 01:40:15.000
Cool.

517
01:40:15.000 --> 01:40:25.000
But the, it did strike me that one of the things that some very intractable in the context that you were talking about is the geographical remoteness.

518
01:40:25.000 --> 01:40:37.000
And that idea of a lack of services, local services and so on. I don't know what the solutions are in terms of sort of overcoming those things but Yeah.

519
01:40:37.000 --> 01:40:45.000
Yeah, not very deep observation, I'm afraid, but it did strike me as something that maybe there isn't a, you know, ready solution.

520
01:40:45.000 --> 01:40:49.000
2. So, II don't know if we give people a chance to respond to things we've raised to say.

521
01:40:49.000 --> 01:40:59.000
Or, or ask for a few other questions first and then see if people can respond. What would you like to do?

522
01:40:59.000 --> 01:41:08.000
I think we can start answering maybe with the first presenter in order to presentation. What do you think?

523
01:41:08.000 --> 01:41:10.000
For you maybe

524
01:41:10.000 --> 01:41:19.000
Oh, Helen, Jisek, many thanks for your observations and, I'm gonna try to answer really quick.

525
01:41:19.000 --> 01:41:29.000
About the format, What happened is that, we plan all the research, in a very traditional way.

526
01:41:29.000 --> 01:41:48.000
And when we had a. All the preparations done COVID-19 just bursts and so we had to Change completely our strategy and we decided to do an online survey and we had to learn how to do it in a very.

527
01:41:48.000 --> 01:42:04.000
Fast way. What happened is that, it was by, trial and error and at some point we decided to use the premium features of linkaging with help it a lot.

528
01:42:04.000 --> 01:42:16.000
Of course this produces, some specific bias. So for example, our sample is much more qualified than educated than, the average, metal worker.

529
01:42:16.000 --> 01:42:29.000
But, he's producing, their first results and we were able to, to to get the our sample.

530
01:42:29.000 --> 01:42:40.000
Very quickly at this point. So we, We've already produced some papers.

531
01:42:40.000 --> 01:42:57.000
Discussing that and the strategy in Portuguese. About the second question. Definitely, the results, pointing to Jaguarlin Rover being the company which requires and hires.

532
01:42:57.000 --> 01:43:05.000
The most qualified workers in, the, automotive networking is. Are very counterintuitive.

533
01:43:05.000 --> 01:43:21.000
And definitely we are going to narrow the comparisons. But as we have, a big research in in a way, we are decided how, how to move forward then to apply the index.

534
01:43:21.000 --> 01:43:27.000
To different topics for my personal work. Definitely I'm gonna try to compare the lead companies first and then to look more to the suppliers.

535
01:43:27.000 --> 01:43:42.000
But other people in the in the team are going to use it to discuss other sectors. But many things.

536
01:43:42.000 --> 01:43:48.000
Hey. Jims.

537
01:43:48.000 --> 01:44:01.000
You see, Maybe not just the, it's great because they're very big. It's great because they're very big.

538
01:44:01.000 --> 01:44:02.000
Thank you for your questions. So I noted 3 questions. The first one from Jose is about resistance. The first one from Jose is about resistance.

539
01:44:02.000 --> 01:44:09.000
The first one from Jose is about resistance. It is quite interesting. The first one from Jose is about resistance.

540
01:44:09.000 --> 01:44:12.000
It is quite interesting to think about it because I noted 3 questions. The first one from Jose is about resistance.

541
01:44:12.000 --> 01:44:39.000
It is quite interesting to think about it because it is a little bit different than should have thought before our study because the employees are not so much resisting controls from the outside of the remote worker as I said to they are very much favoring a remote work and most of them feel better at home working at not with less control there did not explicitly state that they had

542
01:44:39.000 --> 01:44:47.000
less control but they had more more autonomy and more possibility to deal with things. I see resistance on 2 levels.

543
01:44:47.000 --> 01:44:59.000
The first level would be individual resistance by health issues. That had been created by remote workers. So I talked about social isolation and some people were really sick, depressed and could not work as usual.

544
01:44:59.000 --> 01:45:22.000
So with the unions and the employers, They put them again on site even during the pandemic so that I would say the first type of resistance, a second time of resistance is a more collective resistance.

545
01:45:22.000 --> 01:45:51.000
It is from people who want to do more to the work. So there is resistance against unions. Understand because we are talking about agreements between units and employers and this kind of employees are resisting against union so that's quite different and of course you have this kind of resistance also from people who are excluded from working and so they ask what they are doing for

546
01:45:51.000 --> 01:46:00.000
us. We don't have any possibility to do remote work. What are you doing for us? So that's that's for resistance for heaven.

547
01:46:00.000 --> 01:46:23.000
Just briefly the 2 questions one about the sea forest and I think the example is very interesting because so we see today that after a remote work has We distributed the cards of lines of division we had before perhaps like gender and all this stuff and now we are more looking to questions like.

548
01:46:23.000 --> 01:46:34.000
Who can control time? Who can control time? Who is able to control time? Who is doing something interesting with time we can use.

549
01:46:34.000 --> 01:46:46.000
So there is a quite new idea of also looking to private life. What are the conditions in private life for industrial production for example.

550
01:46:46.000 --> 01:47:00.000
So I think a quite different way to think about it and for social isolation what I was thinking about it and for social isolation what I was thinking about is for social isolation what I was thinking about is it's not only to be isolated not to have any contacts.

551
01:47:00.000 --> 01:47:14.000
It's not only to be isolated not to have any contacts anymore, it's also sometimes you have to stay with your family, and not to have any contacts anymore.

552
01:47:14.000 --> 01:47:15.000
It's also sometimes you have to stay with your family. It's also sometimes you have to stay with your family.

553
01:47:15.000 --> 01:47:22.000
It's also sometimes you have to stay with your family. You have too much contact. You are too close to your family.

554
01:47:22.000 --> 01:47:24.000
A lot of

555
01:47:24.000 --> 01:47:31.000
Thank you. Aleishandre, please. You sorry, but you have to be quick, very quick.

556
01:47:31.000 --> 01:47:40.000
I don't think I have any questions to transfer so I'll hand it over to

557
01:47:40.000 --> 01:47:42.000
Okay.

558
01:47:42.000 --> 01:47:52.000
Yes. Let me share the You go.

559
01:47:52.000 --> 01:48:07.000
And the question is about what the. Type of but the type of industry they are so this is the layout.

560
01:48:07.000 --> 01:48:28.000
I'm sorry to skip that information but the that this about 30% of theseondents were working for the Manchester and the 10% was working for a bank on in the insurance.

561
01:48:28.000 --> 01:48:44.000
So this is a combination of the You see, and we didn't conf any, industry to get this. So the Then the second question there.

562
01:48:44.000 --> 01:48:55.000
Employee voice is 2 all the money just It's not.

563
01:48:55.000 --> 01:49:05.000
Is it good for the future? Yeah, I think that's a true. The program of ELG.

564
01:49:05.000 --> 01:49:27.000
Would be the company. To the Preparable, But the in the reality the this is the Japanese

565
01:49:27.000 --> 01:49:38.000
This is definitely union or label that this is the comparison of the voice union, intention to voice the union and voice management.

566
01:49:38.000 --> 01:49:48.000
This, light blue part is indicate they don't want to. Voice to union.

567
01:49:48.000 --> 01:50:06.000
And they don't want to voice management. So almost the same. So. Weather how to put pick up that employees voice The union is data or management is better.

568
01:50:06.000 --> 01:50:11.000
It's a big problem. I think. Thank you very much.

569
01:50:11.000 --> 01:50:17.000
Okay, Yes, be quick.

570
01:50:17.000 --> 01:50:31.000
Yes, thank you. I think it was more of a common than a question, but the thing that Helen said that was curious about the differences between men and women and how they.

571
01:50:31.000 --> 01:50:43.000
And how they perceive it and I just wanted to give a quick comment that it was very, mmm, it was seen very clearly in that study since then.

572
01:50:43.000 --> 01:51:02.000
It was seen very clearly in that study since the as I said it's very feminized work and it was seen very clearly in that study since the as I said it's very feminized work collective and a lot of a lot of times during the study since the as I said it's very feminized work collective and a lot of a lot of times during the interviews the

573
01:51:02.000 --> 01:51:30.000
topic of the pandemic is to work collective and a lot of a lot of times during the interviews the topic of the pandemic has highlighted gender inequalities at work at That's one of the social problems that that pandemic has highlighted and and professionally women at least in Spain and social services have have felt very very affected by that fact so

574
01:51:30.000 --> 01:51:36.000
I didn't get the question so I just wanted to get to that comment. Thank you.

575
01:51:36.000 --> 01:51:37.000
Thank you, Joanne. Yeah, you have to finish a macro.

576
01:51:37.000 --> 01:52:07.000
Okay, just just transfer. Yeah, yeah I know I have 1 min maybe but the issue of access to services of course it doesn't mean that services are not there.

577
01:52:12.000 --> 01:52:21.000
It means it lacks the workforce in particular in the healthcare system and so there's a problem also.

578
01:52:21.000 --> 01:52:36.000
Often doctors, social workers. So you have to take the territorial element but also the macro national element which is the situation of and then the pandemic these things were already there and the pandemic brought even more focus on these problems.

579
01:52:36.000 --> 01:52:43.000
I stopped here otherwise.

580
01:52:43.000 --> 01:52:44.000
Okay, thank you very much. Thank you. Yeah, please.

581
01:52:44.000 --> 01:52:52.000
And We, we can play some minutes more because, We look and normally it's not here the next session.

582
01:52:52.000 --> 01:53:18.000
So we have to go to the next session to the So is there another question? Maybe in the in the online room or in the Mine is just a short was going to.

583
01:53:18.000 --> 01:53:21.000
You have to speak closer to the microphone.

584
01:53:21.000 --> 01:53:35.000
But maybe come here on the sheet because you will receive for others. I think May is just a quick short question to Nobuu, curiosity.

585
01:53:35.000 --> 01:53:43.000
I think your respondents, the in terms of agenda you had 84% male and 15% female.

586
01:53:43.000 --> 01:53:54.000
Is there a reason for that? And do you think that maybe that has also somehow affected your result, especially in terms of significance differences in some of your results.

587
01:53:54.000 --> 01:53:59.000
Yeah, that's just So now.

588
01:53:59.000 --> 01:54:00.000
Yes.

589
01:54:00.000 --> 01:54:01.000
The welcome.

590
01:54:01.000 --> 01:54:05.000
And I have a question from Zali or Or. They may make it.

591
01:54:05.000 --> 01:54:07.000
Any other questions? No, okay.

592
01:54:07.000 --> 01:54:31.000
Because because, in the, I mean my research in Quebec about the effect of COVID in work in different sectors, workers from nurseries, high-tech technology, very exposed, also delivery also supermarket cashier.

593
01:54:31.000 --> 01:54:45.000
We notify with surprise, a very key role of employers. About this link about autonomy and control you mentioned, Cosar Ricardo.

594
01:54:45.000 --> 01:55:03.000
And it was the termin that the terminates really the way they live not only home office but also when they go to work when inability goes as nurseries or supermarket cashier where all was closed during the pandemic.

595
01:55:03.000 --> 01:55:33.000
The role played by the employers was determinant to leave these changes to apply measure when employer accepts you are that and no respect measures maybe or give flexibility are in the opposite culture more workers it was determinant of the way they live and and it was After the pandemic it will dress because Gerald Dage labor in Quebec.

596
01:55:40.000 --> 01:56:05.000
So employer want to preserve their workers but it was determinant so I have the question which role play employers in your studies, which was the effect of their actions in autonomy control, home office living of this experience or even transformation.

597
01:56:05.000 --> 01:56:15.000
So it's a transversal question if you want to answer or have comments?

598
01:56:15.000 --> 01:56:19.000
Well. The book who can start, please.

599
01:56:19.000 --> 01:56:37.000
Yes. my answer is because we didn't control the layout of this one, did it because it was a online So.

600
01:56:37.000 --> 01:56:46.000
We should We think we should have control. L of the, this phone room.

601
01:56:46.000 --> 01:56:58.000
I think the this moment. Female aged relatively with free time. Is willingly answered it, online service.

602
01:56:58.000 --> 01:57:05.000
Just a bit out. Thank you so much.

603
01:57:05.000 --> 01:57:11.000
Okay. Does anyone want to?

604
01:57:11.000 --> 01:57:12.000
Yes.

605
01:57:12.000 --> 01:57:16.000
To answer.

606
01:57:16.000 --> 01:57:33.000
Yes, the question of control and what is the effect of the employer. It is a little bit difficult to to say because when you have agreements you know you have a you have a both sides are agreeing on something.

607
01:57:33.000 --> 01:57:43.000
So that's already different but what you can say is for example to different sectors because we were in for example agriculture retail.

608
01:57:43.000 --> 01:57:55.000
When you look to agricultural retail they were very far from implementing home office. So there is resistance more resistance from the employer to to accept home office, for example.

609
01:57:55.000 --> 01:58:16.000
Or we are in an insurance. In Germany and they also was very resisting home office but they had big conquer big other companies where salaries can also go so people went to go to another company because they were offered 2 days.

610
01:58:16.000 --> 01:58:33.000
Or home office instead of one of this. So I think there's a sectoral variability and different traditions of employers related to

611
01:58:33.000 --> 01:58:55.000
Just one question for Aleishandri and, And, my, about, during the your survey How, how was the reaction of people in relation to the unions because you spoke about the unions yeah and the what the units have been doing.

612
01:58:55.000 --> 01:59:03.000
But, during the your survey. People were in favor of the unions were the thoughts units didn't help.

613
01:59:03.000 --> 01:59:11.000
What's that gonna say? For us this month.

614
01:59:11.000 --> 01:59:23.000
Great question. Or this is a specific survey we didn't address. That matter.

615
01:59:23.000 --> 01:59:35.000
Yes, but yeah, but what I can I can save from the open ended responses and I can say that none of them.

616
01:59:35.000 --> 01:59:52.000
Mention unions or their role in this transition to or from home. So Yeah, I don't have any data on that from this specific survey, but from other service that we apply to specific survey but from other service that we apply to specific specifically to platform workers.

617
01:59:52.000 --> 02:00:07.000
We see a resistance from workers to Not from all workers, but from my phone from like that's almost half of the workers to.

618
02:00:07.000 --> 02:00:19.000
To join unions or to have any kind of regulation up there. Work so but this is not a totality of the Believer workers or drivers.

619
02:00:19.000 --> 02:00:24.000
That we were able to survey.

620
02:00:24.000 --> 02:00:37.000
We have here a question. Maybe a quick question that I said we want to come. No. It's, yeah, it's not a question.

621
02:00:37.000 --> 02:00:38.000
Please, please come to the microphone.

622
02:00:38.000 --> 02:00:45.000
It's a short answer to your question. Yes. Come here is better. Yes, that's on the bottom.

623
02:00:45.000 --> 02:00:58.000
Thank you. It's a show to the question of Maria. We saw in Europe in the last survey of the AERLAND.

624
02:00:58.000 --> 02:01:07.000
We saw in Europe in the last survey of the oral fund on working conditions that social dialogue increased during the.

625
02:01:07.000 --> 02:01:12.000
And so it was more active during the pandemic.

626
02:01:12.000 --> 02:01:23.000
Yeah. And

627
02:01:23.000 --> 02:01:31.000
So, Helen, Riccardo and presenter, I think we have to finish. If you want to say less work

628
02:01:31.000 --> 02:01:44.000
Okay. Thank you. Thank you. For this For us, it is a late, late in, but I suppose it is.

629
02:01:44.000 --> 02:01:45.000
Okay. Let's see.

630
02:01:45.000 --> 02:01:55.000
It's just a it's the morning in, is it? So. We are going to bed and you are going to have a breakfast anyway.