Oxfam: Almost two-thirds of women’s working hours excluded from GDP

A staggering sixty-five per cent of women’s working hours are unpaid every week and excluded from official measures of economic activity, according to a new Oxfam report.  

Radical Pathways Beyond GDP highlights how unpaid care – which accounts for forty-five per cent of all adults’ working hours each week globally – is excluded from gross domestic product (GDP) calculations.

The discussion paper looks at how the over-reliance on GDP warps governments’ priorities. Women carry out the majority of unpaid care – nearly 90 billion hours a week.

There is a growing consensus among policymakers and institutions that GDP is no longer fit for purpose as the primary indicator of economic and social progress. 

By excluding many factors that contribute to the overall health of the economy and wider society, the metric steers policymakers towards priorities that are fuelling inequality, gender and racial injustice and climate breakdown. 

The report argues that transformative alternatives to GDP are urgently required and that narrowly defined growth should never be a primary objective or end goal.

The report cites a handful of countries which have made efforts to incorporate alternative approaches into the highest levels of national law and policy, including Scotland. 

But while the Scottish Government describes the transition towards a wellbeing economy as a “top priority”, Scotland’s journey beyond-GDP remains far from complete.  

Anam Parvez, Oxfam head of research and author of the report, said: “Women are being short-changed the world over, pushed deeper into time and income poverty. 

“To add insult to injury, the majority of their work is ignored by official statistics. 

“Unpaid care is a hidden subsidy to the global economy; without it the system would collapse.

“In an age of climate crisis, growing inequality and economic turmoil, there is a strong case that this outdated metric should no longer be the dominant compass guiding policy making. 

“It fails to distinguish whether economic activity is harming or benefitting people and the planet. 

“Government policies and budgets should be guided by a set of metrics that look at the whole picture, including closing the divide between the richest and the rest, instead of relentlessly pursuing growth for its own sake.”  

Scotland’s drive towards becoming a wellbeing economy is underpinned by its National Performance Framework and the eleven National Outcomes which sit within it, as well as by the linked Wellbeing Economy Monitor.  

However, care work is currently invisible within these, despite the Scottish Government saying the National Outcomes describe “the kind of Scotland it aims to create”. 

Encouragingly, Scottish Ministers are in the process of reviewing and refreshing the National Outcomes for the first time in five years.  

Campaigners, including Oxfam Scotland, are calling for the glaring omission on care to be addressed through the creation of a dedicated new National Outcome on Care. 

The A Scotland That Cares campaign is backed by over 60 organisations, including frontline care and health organisations, those representing unpaid carers and parents, and prominent anti-poverty charities and think tanks.  

Jamie Livingstone, head of Oxfam Scotland, said: “The Scottish Government accepts that traditional economic metrics like GDP are inadequate and that women’s contribution to the economy is persistently undervalued. 

“But while it talks a good game when it comes to measuring the things that really matter, now is the time for that rhetoric to be realised. 

“Without carers, Scotland’s communities and economy would grind to a halt yet they are virtually invisible in the Scottish Government’s vision for the country. Now is the time to right that wrong by ending the invisibility of care in Scotland’s wellbeing framework.  

“Ministers must capitalise on the opportunities presented by the refresh of its National Performance Framework and through the upcoming Wellbeing and Sustainable Development Bill to commit to, and then build, a truly caring wellbeing economy that puts people and planet above a blinkered pursuit of profit.”

New law gives tens of millions more say over their working hours

  • UK government backs law that gives all workers the legal right to request a predictable working pattern
  • Law will combat ‘one-sided flexibility’, where workers are often on standby for work that never comes

TODAY (Friday 3 February), the government supported Blackpool South MP Scott Benton’s Workers (Predictable Terms and Conditions) Bill, which will bring forward huge changes for tens of millions of workers across the UK.

The move, which would apply to all workers and employees including agency workers, comes after a review found many workers on zero hours contracts experience ‘one-sided flexibility’.

This means people across the country are currently left waiting, unable to get on with their lives in case of being called up at the last minute for a shift. With a more predictable working pattern, workers will have a guarantee of when they are required to work, with hours that work for them.

If a worker’s existing working pattern lacks certainty in terms of the hours they work, the times they work or if it is a fixed term contract for less than 12 months, they will be able to make a formal application to change their working pattern to make it more predictable.

Labour Markets Minister Kevin Hollinrake said: “Hard working staff on zero hours contracts across the country put their lives on hold to make themselves readily available for shifts that may never actually come.

“Employers having one-sided flexibility over their staff is unfair and unreasonable. This Bill will ensure workers can request more predictable working patterns where they want them, so they can get on with their daily lives.”

Blackpool South MP Scott Benton said: “A significant number of my constituents experience unpredictable work. Being able to ask their employers to consider requests for a more predictable working pattern such as working on set days, or for a permanent contract, will help them to work more predictable hours and provide more reliably for their families in some cases, and help with their work-life balance in other situations.

“This Bill gives people a right to ask their employers to consider requests and will be welcomed by thousands of people.”

The move comes as part of a package of policies this government is supporting to further workers’ rights across the country, such as:

  • supporting parents of babies who need neonatal additional care with paid neonatal care leave
  • requiring employers to ensure that all tips, gratuities, and service charges received must be paid to workers in full
  • offering pregnant women and new parents greater protection against redundancy
  • entitling unpaid carers to a period of unpaid leave to support those most in need
  • providing millions of employees with a day one right to request flexible working, and a greater say over when, where, and how they work

These policies will increase workforce participation, protect vulnerable workers, and level the playing field, ensuring unscrupulous businesses don’t have a competitive advantage.

This package builds on the strengths of our flexible and dynamic labour market and gives businesses the confidence to create jobs and invest in their workforce, allowing them to generate long-term prosperity and economic growth.

HMRC: Working Tax Credit customers must report changes to working hours

HM Revenue and Customs (HMRC) is urging Working Tax Credit (WTC) customers to check if they need to update their working hours if these have reduced as a result of coronavirus.

During the pandemic, WTC customers have not needed to tell HMRC about temporary short-term reductions in their working hours as a result of coronavirus – for example if they were working fewer hours or were furloughed. It is one of several measures HMRC introduced to help those facing uncertainty around their hours.

If a WTC customer’s hours temporarily fell because of coronavirus, they have been treated as if they were working their normal hours.

Customers do not need to tell HMRC if they re-establish their normal working hours before 25 November 2021, but from then, they must do within the usual one-month window if they are not back to working their normal hours shown in their WTC claim.

Myrtle Lloyd, HMRC’s Director General for Customer Services, said: “We introduced this measure last year to help support working families. It is vital that Working Tax Credit claimants who have benefitted from it update HMRC with their working hours if they have reduced, and they won’t return to their normal level before 25 November.

“Anyone who is no longer eligible for Working Tax Credit due to a change in their circumstances may be able to apply for other UK Government support, including Universal Credit.”

Customers should continue to tell HMRC about any permanent changes to their circumstances within one month – for example if they are made redundant, lose their job or their hours change permanently during this time.

This will ensure only those who are entitled to tax credits receive them, otherwise those ineligible or due a lower rate of payment will have to pay them back later.

Any changes can be easily reported online on GOV.UK, where customers can also check their current WTC claim details.

If customers receive tax credits they are not entitled to as a result of a change they will need to repay this money and may also have to pay a penalty if they do not let us know within one month. 

HMRC is also reminding claimants that Post Office card accounts are closing. From 30 November 2021 HMRC will stop making payments of Child Benefit, Guardians Allowance and tax credits into Post Office card accounts.

Child Benefit and tax credits customers who use Post Office card accounts to receive their payments will need to notify HMRC of their new bank, building society or credit union account details. HMRC is encouraging customers to act now so they do not miss any payments once their Post Office account closes. They can contact HMRC’s helplines (0345 300 3900 for tax credits or 0300 200 3100 for Child Benefit) or use their Personal Tax Account.

BURNOUT BRITAIN: The top industries at risk of burnout revealed in new study

  • Construction named top industry for burnout potential 
  • The tech industry crowned the best industry for avoiding burnout
  • London named the hardest working region 
  • East Anglia has the best work-life balance
  • Agricultural workers most affected by COVID with an 8.1% increase in working hours
  • The hospitality industry sees a -25.8% reduction in working hours during COVID
  • The Burnout Britain study can be found here: https://delamere.com/blog/burnout-britain-the-effects-of-the-glorification-of-grind-culture 

In an age where grind culture is the norm, every industry is working the hardest they ever have, increasing chances of burnout. Delamere reveals the industries and regions most at risk of burnout. 

Burnout is when an individual physically cannot do their job anymore, this could be due to heavy work pressures, long hours or workloads. When you have long exposure to these stressful factors, burnout can be the result. Stress is also a major cause of anxiety and depression.

The Burnout Britain study takes 15 booming industries and regions and scored them on a range of criteria to reveal who is working the hardest. 

Table: Top 15 Industries for Burnout Potential

IndustryIndex Ranking /4
Construction1.21
Manufacturing1.27
Wholesale, retail & auto repair1.37
Administration & support services1.62
Transport & storage1.67
Mining, energy & water supply2.04
Education2.09
Scientific & Technical Activities2.27
Agriculture, fishing & forestry2.30
Arts, entertainment & recreation2.36
Public admin & defence2.48
Health & social care2.59
Financial, Insurance & real estate2.60
Information & communication2.87

Source delamere.com

Construction took the top spot for the industry analysis with 1.21 out of 4, this is due to its long working hours and high mortality rate. The tech industry is the least likely to experience burnout due to its shorter working hours, low mortality rates and good work-life balance. 

Who is responsible for preventing Burnout, Employers or Employees?

Professor Sir Cary Cooper, Advisory Board Member at Delamere Health says: “Stress generally is down to the individual recognising that they are working too hard or long, but it’s a two-way street.

“The individual needs to manage their priorities and manage their health and wellbeing. It’s also down to the employer to set manageable workloads, the boss should be contacting you as an individual if they notice overworking”. 

How Can You Spot and Prevent Burnout

The key component to preventing burnout is spotting the symptoms that lead to burnout. Having someone that will help you recognise and these symptoms are very beneficial. 

Spotting that you have a problem is the first step to resolving it, once you recognise that you are being negatively affected you can start to find the root of the problem and devise a plan to stop it. 

Speaking to someone is incredibly important, whether it is your partner, a friend or a professional, talking about the problem will help significantly. 

Letters: No time to lose

letter1

Dear Editor

For decades Unions and Associations of working people have struggled to reduce working hours: the employers have always resisted.

It has taken many generations to get the working week reduced from seven days to five days and from having to work unlimited hours reduced to a forty hours week.

As time went on, new technology produced a greater output: this, coupled with worker pressure, helped to gain justice. Again, it was not a change of heart by the employer.

Today’s technology has vastly raised output needing a highly regulated distribution service. Also, employers in increasing numbers are operating different forms of employment: zero hours contracts, split duties spread over seven days and sometimes ‘flexible’ hours – all these schemes are designed to have a workforce available to suit the employer. It costs them less, saving on pension schemes, sick pay benefit and no security of employment.

Unions and Workers Associations have to urgently rethink their ideas on working hours and conditions. As new technology is and will be developed, we must ensure the value created by them is used to benefit all people in whatever way they want it, not simply tomake the very wealthy even more so.

A. Delahoy, Silverknowes Gardens