Collective bargaining must improve gender equality in remote work

At a two-day workshop, over 20 trade unionists from across Europe outlined potential benefits and risks of remote work to gender equality, diversity, equity and inclusion – and trade union strategies to address these. The participants from the ICTS and finance sectors met in Dublin on 29-30 May 2024 for the second workshop of the UNI Europa Finance & ICTS EU-funded project ARCO (“Addressing Remote work through Collective bargaining and Organising”).

Based on group work, research, UNI affiliates’ good practices and findings by Eurofound (the EU Agency for the improvement of living and working conditions), the participants developed a shared understanding of how the broader societal shift towards remote working can both benefit and harm workers. The participants were clear that only through collective bargaining can trade unions negotiate supportive frameworks on remote work that support workers’ mental health, safety, work-life balance and privacy.

The benefits of remote work – for women in particular – include higher participation rates in the workforce, a better work-life balance and improved health outcomes. On the other hand, social isolation – especially among more vulnerable groups and young workers –, slower career progression, the invisibility of workers, threats of domestic violence, and a lack of enforcement of the right to disconnect can all harm remote workers.

Collective bargaining to support good remote work

Trade unions should address these issues when negotiating collective agreements on remote work. To improve the mental health of remote workers, for instance, both staff and managers should be trained on mental health risks and the right to disconnect. Likewise, collective bargaining agreements need to include clear and transparent rules regarding the surveillance of workers. Female workers often carry the burden of unpaid care work and therefore are likely to use remote work to balance private care obligations and work. It is important to break these traditional and stereotypical division of roles. Trade unions should encourage such a cultural shift at all levels (company, sectoral, national), for example by negotiating increased parental leave for men or partners.

The increase of domestic violence during the Covid-19 pandemic poses a real threat for remote workers. We need to address this as a work-related issue, and trade unions should negotiate prevention and support measures to break the taboo and offer real support for victims of domestic violence.  

Likewise, third-party violence is a challenge for remote workers that are confronted with cyber-bullying or attacks even at their homes. Improving safety procedures, training to pick up signals and zero-tolerance policies should be put in place to protect them. On the positive side, remote work is also an inclusive tool providing people that otherwise would not work in a traditional environment with new opportunities – for instance people with disabilities or women re-integrated the labour market after a career break.

The workshop allowed UNI affiliates to hear perspectives and practices from across the continent – and discuss joint solutions to the opportunities and challenges posed by remote work. The project will be concluded with a final conference in Antwerp on 14 November 2024.

Reach out Birte Dedden (ICTS) and Maureen Hick (Finance) for more information.