Transcript MEASURING DECENT WORK USING STATISTICAL INDICATORS

MEASURING DECENT WORK USING
STATISTICAL INDICATORS
Richard Anker
ILO Senior Advisor
Strategy on Labour Statistics
OUTLINE SLIDE
Background on Advisory Group on Statistics (AGS)
• Why statistical indicators to measure decent work
• What is decent work and possible organising
frameworks for decent work statistical indicators
• Specific indicators of decent work: Some possibilities
• Some technical issues needing discussion and
thought for identifying decent work indicators
• Integrating Office work on measuring decent work:
How to go about it
BACKGROUND ON ADVISORY GROUP ON
STATISTICS (AGS)
• AGS report: Office-wide strategy and recommendations on
statistics (available for dissemination)
• Publication: ILO multi-country databases (available for
dissemination)
• Follow up
– Need for integration across Office and Office working together (HQ
& Field; STAT and Sectors)
– Need for further development of statistics in Office (quality,
coverage, dissemination, usability etc.)
– Some specific newer needs (e.g. acceptable world estimates;
comparable data series; state-of-world reports; improved data
collection; measuring decent work)
WHY STATISTICAL INDICATORS TO MEASURE
DECENT WORK
•
•
•
•
•
To measure decent work objectively
To monitor and evaluate situation progress on decent work
To communicate with constituents and public
To provide framework for organising and focussing ILO work
To provide framework for technical advice
NEED FOR STATISTICAL INDICATORS OF
DECENT WORK
“ One important area in which we clearly need to invest is our
information systems. In order to effectively promote the goal of
decent work for all, the Office must be able to measure and
monitor progress and deficits, and to respond to the demands of
constituents and the general public for information about these
issues. We have to have up-to-date and readily usable
information on all aspects of decent work which can support
diagnosis, evaluation and policy design.
We need to make a major investment in the design and
implementation of our data and statistical base. We have
defined our four strategic objectives and we now need to
measure our progress. “ (Director General, ILC, 2001)
WHAT IS DECENT WORK AND POSSIBLE
ORGANISING FRAMEWORKS FOR DECENT WORK
STATISTICAL INDICATORS
•
•
•
•
Many possible frameworks and examples
Four ILO pillars are best for ILO
AGS list
Other ILO lists (e.g. AGS; DW/PP; KILM; SES/IFP; LABORSTA;
Multi-country databases)
• Other non-ILO lists (e.g. EU)
• Considerable further work and thought required to establish
Decent Work indicator lists
NOTE: SERIES OF LISTS ARE INCLUDED AT THE END OF
THESE NOTES
“There are four main dimensions [of decent work]: (i) work and
employment itself; (ii) rights at work; (iii) security; and (v)
representation and dialogue.
There are questions of both quanitity and quality [for employment].
It is not enough to have work; we also have to take into account the
content of this work… The employment goal is best expressed as
adequate opportunities for productive and meaningful work in
decent conditions….
Basic rights at work have been expressed in the ILO’s core labour
standards… Security is a powerful need. Work [can be insecure]
because it is irregular or temporary, or income varies, or it is
physically risky…
Representation and dialogue is the way in which people’s voices
can be heard [at work]. It is through social dialogue that
widespread support fro the other three dimensions of decent work
may be built” (Gerry Rodgers, 2001)
SOME TECHNICAL ISSUES NEEDING DISCUSSION
AND THOUGHT FOR IDENTIFYING DECENT WORK
INDICATORS
Discussion less necessary (more like statements)
• Need for international comparable data series (at present, much
more data available for Employment issues among four Sectors)
• Need for restricted core list of DW indicators for international
comparability
• Need for longer lists of DW indicators for national exercises
• Data availability vs. desirability/relevance (different choices for
internationally comparable data series and national excercises)
• Need for absolute measures and relative measures (e.g. “low “
pay; “poverty “; working poor)
Discussion important
• Need for qualitative indicators (e.g. rights; perceptions; laws)
and quantitative indicators for labour market outcomes (e.g.
employment; wages)
• Need to measure at macro (international/national/regional),
meso (enterprise), and micro (individual/household) levels
– Conceptual relevance differences by level
– Limitations and advantages of data sources from each aggregation
level
– Possibility of collecting new data vs. only using available data
Some examples of national level and individual level
indicators for similar phenomenon
SECURITY AND SOCIAL PROTECTION
National
Individual
Physical security
Crime statistics
Experiences of violence
Terrorist acts
Experience of terrorism
Perceived fear of terrorism
Job and income stability
Job stability
Number of times changed job in past year
(% LF< 1 year with present main
Length of time in current work/job
work/job; average duration of present Perception of ability to keep current job for next 12
main work/job)
months
Income stability
Societal minimum wage
Statutory minimum wage rate
(real level)
(level relative to average wage)
Ability to get work regularly
Regularity of income from work
_
REPRESENTATION AND DIALOGUE
Group representation
Union density rate (% LF)
Presence of union at work site
Whether union member
Collective bargaining coverage rate
(% LF)
Dialogue and being heard
Strikes and lockouts
Perception of union independence from
management/employer
Whether grievances and problems
heard/considered by management/employer
Opportunity to vote regularly in union
Circumstances when willing to strike
Examples of results from perception questions from
People’s Security Surveys of IFP/SES
EXPRESSED CONFIDENCE IN KEEPING PRESENT MAIN JOB/WORK FOR NEXT 12 MONTHS IF WANT TO
Very confident/confident/think so
Not sure/uncertain/don't know/can't say
Not confident/probably wil lose/expect ot lose
Ukraine
Indonesia
Argentina
Brazil
Chile
44.9
48.6
5.7
47.9
41.7
10.7
51.1
17.4
30.7
55.5
19.3
25.1
56.8
27.2
14.4
EXPRESSED SATISFACTION WITH MAIN JOB/WORK
Ukraine
Argentina
Brazil
Promotion opportunities
Very satisfied/satisfied
23.0
31.3
34.2
Neither
42.4
31.5
20.5
Dissatisfied
34.6
37.2
45.4
Net score
-11.6
-5.9
-11.2
Wage or income
Very satisfied/satisfied
21.7
31.9
35.1
Neither
13.6
22.2
21.9
Dissatisfied
64.7
45.9
43.0
Net score
-43.0
-14.0
-7.9
Chile
40.3
29.6
30.0
10.3
36.1
24.6
39.4
-3.3
• Discussion necessary
• Aggregation into one number vs. reporting separate aspects
only
– National Decent Work Index (DWI) vs. only aspects of decent work
– Type of job/work vs. only elements of job/work
• Universality vs. vary by development level or region (e.g.
allowing relative importance/weights to differ by
region/development level)
Example from EU of aggregating aspects of jobs into an
aggregate composite job type
JOB TYPE CLASSIFICATION IN EUROPEa
Type of job
(% employed)
Low pay/low
productivityb
1. Dead end
-8%
Yesd
2. Low pay/productivity
-17%
Yes
Fixed term or
short term or
no contractc
Employer
training
provided
Yes
No
Yes
(If yes, in either of these two columns)
Yes
3. Reasonable quality
-37%
No
(If yes, in either of these two columns)
4. Good quality
-38%
No
Notes:
a.
b.
c.
d.
1996
Pay below 75 percent of country median wage rate
Jobs must be in non-supervisory function
Could also be above low pay into reasonable pay (of 8%, 3% had low pay)
No
Yes
INTEGRATING OFFICE WORK ON MEASURING
DECENT WORK: HOW TO GO ABOUT IT?
• Need for Office-wide effort and co-operation
–
–
–
–
Data users and producers working together
Field and HQ working together for collection
Sectors and field discussions to identify specific indicators
DCOMM and improving communications and headline world
estimates
• Need for senior management to monitor activities and ensure
Office-wide integration
• Need for national DW exercises
• Need for international comparable data series
• Philippe Egger and Werner Sengenberger, Decent Work Issues
and Policies, January 2001
– Access to employment (voluntarily)
– Fair and equal treatment in employment (no discrimination or
harassment)
– Decent remuneration of work (and living wage)
– Fair conditions of work (intensity and overwork and hours)
– Safe work environment (and conditions)
– Protection in case of unemployment
– Social protection and employment (work-related problems and old
age)
– Employment and training opportunities (to develop skills)
– Participation (in decisions affecting one directly) and motivation
– Voice and collective participation
• Possibility to voice complaints and grievances
• Workers groups
AGS LIST OF TOPIC AREAS
–
–
–
–
–
–
–
–
–
Labour utilisation and employment
Labour under-utilisation and labour stock
Social dialogue and worker representation
Quality and security of work
Core labour standards and fundamental rights at work
Worker protection and vulnerability
Wages and income
Labour costs and labour productivity
Poverty and inequality
SPECIFIC INDICATORS OF DECENT WORK:
SOME POSSIBILITIES (AGS REPORT)
work sector
Could be available soon with
sufficient effort (Table 1)
Available after further considerable time
and effort (Table 2)
Fundamental rights at work
Child labour*
Hazardous (and worst) child labour
Freedom of association and collective bargaining
Discrimination
Employment and labour utilisation
LF and employment
Unemployment
Employment structure
Hours of work
Wages
Informal sector
Labour productivity
LF by family responsibility
Part-time employment
Skill of LF
Employment by size of establishment
Annual work hours
Working poor based on LM definition
Social protection
Occupational injuries
% GDP on social protection
Statutory minimum wage*
Poverty based on HH income
definition
Social protection coverage and benefit levels
Contract type
Job/work stability
Place of work
Socio-economic security
Social protection
Occupational injuries
% GDP on social protection
Statutory minimum wage*
Poverty based on HH income
definition
Social protection coverage and benefit levels
Contract type
Job/work stability
Place of work
Socio-economic security
Social dialogue
Union membership*
Strikes and lockouts
Collective bargaining coverage
QUALITY OF EMPLOYMENT
(EUROPEAN COMMISSION)
•
•
•
•
•
•
•
•
•
•
Intrinsic job quality
Skills and life-long earning
Gender equality
Health and safety at work
Flexibility and security
Inclusion and access to the labour market
Work organisation and work-life balance
Social dialogue and worker participation
Diversity and non discrimination
Overall work performance
KILM VARIABLES
LABOUR FORCE ACTIVITY AND INACTIVITY
• Labour force participation rate
• Inactivity rate for persons 25-54
EMPLOYMENT
• Employment to population ratio
• Employment status
• Employment by sector
• Part-time employment
• Hours of work
• Urban information sector employment
UNEMPLOYMENT
• Unemployment, total
• Youth unemployment rate
• Long-term unemployment rate
• Unemployment by educational attainment
• Underemployment (time-related)
EDUCATIONAL ATTAINMENT AND ILLITERACY
WAGE AND LABOUR COSTS AND PRODUCTIVITY
• Real manufacturing wage indices
• Hourly compensation costs
• Labour productivity
• Unit labour costs
POVERTY AND INCOME DISTRIBUTION
MULTI-COUNTRY STATISTICAL DATABASES
IN STAT
Employment and unemployment
• ILO Umbrella database on labour statistics (LABORSTA)
• ILO Comparable employment and unemployment estimates
• Informal sector employment
• Employment and unemployment
– (monthly, quarterly, half-yearly)
• Economically active population
• Employment and unemployment
• Sex segregation of occupations
• Public sector employment
• Economically active population 1950-2010
Wages
• Wages
• Minimum wages
• Hours of work and wages
– (monthly, quarterly, half-yearly)
• Wages and hours of work
Prices
• Food prices (October Inquiry)
• Consumer prices (annual)
• Consumer prices (monthly)
Other
• Trade union membership
• Occupational injuries
• Strikes and lockouts
• Hours of work
• Labour cost in manufacturing
• Household income and expenditure statistics