Date: Thu, 28 May 1998 14:01:55 +0200 From: Vittorio Di Martino <[EMAIL PROTECTED]> Reply-To: [EMAIL PROTECTED] To: [EMAIL PROTECTED] Subject: (ICT-JOBS): ICT-JOBS: Second Theme FOCUS ON TELEWORK/ TELECOMMUTING This is one of the major areas of change. It is directly generated and closely linked to the development ICTs. It incorporates most of the issues suggested for discussion under theme 2. It involves dramatic changes not only at work but in life and in society.... And is eventually taking off. Despite the enthusiastic prediction of the past, telework has not for long taken off as a large-scale phenomenon. This apparent failure has favoured scepticism and the argument that telework will perhaps remain forever a marginal or minor aspect of our working life. In reality, telework has been going through a preliminary phase during which the necessary preconditions for its full development were being set up and seems now on the point of reaching its critical mass. According to a major 1994 survey, the penetration of telework in European organisations is around 5%, with a total of 1.25 million teleworkers. The survey also indicated that from one third to half of workers and organisations are now ready for telework in Europe. A 1996 survey of telework population in Japan sets at 680.000, around 4%, the number of white collar regular employees teleworking at least once a week. The number is expected to rise to 2.480.000 in 2001 with 63.5% of employees not currently teleworking intending to do so in the future. Statistics from Canada report 1 million homeworkers/teleworkers - not clearly distinguished - and indicate that telework is not only growing, but its rate of growth is increasing. It predicts a further growth of 50% to 1.5 million by the year 2001. In US the total number of telecommuters - defined as employees or contractors who work at home one or more days per month during normal business hours - was reported at 11 million in 1997. Just released data from Australia indicate that 3 million persons access internet and that 700000 conduct via internet activities relating to their work "away from work". Telework is also taking new forms. Originally experienced exclusively as telehomeworking, telework is progressively expanding into a great variety of flexible working arrangements including satellite offices, telecottages and neighbourhood centres. Increasingly work is performed at any location where electronic networking is possible in the new forms of mobile or nomadic work. This is an area in continuous development where an effort of clarification and definition is highly needed. Telework offers unique opportunities. It can be used to retain or tap a skilled workforce which would be otherwise unavailable. It can foster the development of new work in isolated, remote areas. It can help in attracting and developing work in rural areas. It has proved to be effective in providing job for the disabled. As offshore telework it is offering new work opportunities in developing countries. However, telework may increase isolation, marginalisation and social dispersion; unprotected jobs; gender disparity; and fragmentation among the workforce. Drawing the line on how far telework flexibly can go and identifying the best tradeoffs for employment and quality of work is the challenge at stake. This problematic is increasingly at the attention of policy makers at national and international level and the ILO is progressively seen as a focal point for the development of international action in this area. At his recent meeting of April 998, the ILO PTT Technical Committee ha adopted a resolution on telework calling the Director-General to : (a) intensify research in this field, including gender perspective, with specific reference to obtaining a clearer definition of telework; (b) convene a meeting of experts to examine the implications of telework including the possibility of adopting ILO labour standards on the subject. It seems now time to seriously address the following questions: How to achieve an operational definition of telework internationally acceptable? What the real dimension of telework now? What the rationales and the driving forces behind the evolution of telework? What the attitudes of the parties concerned? What the likely development of telework in future? What the role of telework in terms of increased productivity and enterprise competitiveness? What its potential in terms of job creation? What the conditions to better exploit this potential? What the opportunities offered by telework in remote areas and for people with disabilities? How offshore telework can contribute to the development of developing countries? What the risks associated with telework in terms of increased isolation, marginalisation and social dispersion; unprotected jobs; gender disparity; and fragmentation among the workforce? Which solutions can be envisaged to minimise these negative effects and achieve the best possible tradeoffs for employment and quality of work? What the most appropriate legal instruments to regulate telework? Which policies can more efficiently support a balanced development of telework? Is any member of the panel particularly interested in this topic and would like to further contribute or liaise with other members of the panel for a more in depth analysis of telework? Vittorio Di Martino ILO Cross-Departmental Analysis and Reports Team 4 Route des morillions 1211 Geneva 22 Switzerland tel. + 4122 7996962 fax + 4122 7998579 e mail. [EMAIL PROTECTED]
