(The views expressed in this article are the author’s own and do not necessarily reflect the editorial stance of this publication.)
Workers within the public and private sectors are today experiencing a transition within the workplace. This has come about primarily because of global dynamics which feature globalisation, technological change, the changing nature of work and the introduction of artificial intelligence.
These developments have brought various implications for workers.
The transition has seen a shift in the workplace from stable, physically based and human-managed jobs to flexible, digital and algorithm-driven work. While these changes are apparent, workers now have concerns about job security. The notion of a job for life is quickly disappearing as employers are moving towards contract employment.
With this comes an erosion of job security, where an employee no longer enjoys tenure and the benefits traditionally associated with long-term employment, including gratuities and pensions at retirement.
In the Caribbean region, the introduction of the free movement of labour means that there is growing competition for jobs.
With this being the case, workers are required to be fit for purpose, having the required level of knowledge, skills and competencies. With the move to embrace artificial intelligence (AI), the use of this and other forms of technology can result in the displacement of jobs and workers.
The reality is that many are left to ponder their future as employees. Being unemployed becomes an immediate and major concern, as many are likely to face having to be dependent on unemployment benefits, which are paid only if the employee qualifies. Irrespective of this, the reality is that the payment is for a specific period. There are instances where workers are disadvantaged because an employer has failed to pay National Insurance contributions deducted from their wages.
The recently passed Protection of Wages Bill in Barbados contains provisions intended to strengthen protections relating to such deductions.
Whereas this legislation is meant to bring comfort to employees, this will only come about if the law is enforced. The whole purpose of the legislation would be defeated if employers are given a slap on the wrist or somehow get around the system. Workers are left to have faith in the system and trust that it will work as intended.
To add to the pressures on workers, there are the inordinate demands and expectations of the workplace. Workers have growing concerns regarding how they are being treated as human beings. The pushback on this is reflected in the questionable attitudes being displayed by both employers and employees. The negative impact is seen in the burnout and stress suffered by employees. This can result in mental health issues, increased absenteeism, low workplace morale, a decline in productivity and poor customer service.
There is the view that employee stress and work-life balance are two major issues employers face today. Research findings have suggested that many workers experience high stress levels, fatigue and feelings of losing control at work. This underscores the need for workers to cope with the present challenges. It is proposed that workers undertake to show resilience in the workplace. This means that they develop the ability to overcome workplace trauma and stressful experiences. Where they find that they are forced to move from secure employment to working in the gig economy or as entrepreneurs, they must be prepared to develop a new mindset.
Dennis De Peiza is a labour and employment relations consultant at Regional Management Services Inc. (BT)
