Since the COVID-19 crisis we witness a steep increase in the interest to working from home or from remote places. Originally during the pandemic spread of the virus, remote work was the only way to stay in contact with employers and fellow employees for all those not considered as essential workers. Many employees and employers, for the first, experienced that working remotely can have multiple positive effects. First of all, saving time and stress as well as CO2 reduction due to less commuting is beneficial not only for individual employees, but also for society at large. These benefits are substantial.
In my opinion the most substantial consequence is the rethinking of several fundamentals related to work that have gone unquestioned for decades or even centuries, which is: Work happened predominantly at the work place. Digitalisation had changed this partially already, but the willingness to implement far reaching reforms related to work for millions of employees remained rather limited before the Covid-19 pandemic. Nobody had to go on strike to force employers to accept remote work. Suddenly employers, in some instances, were begging employees to please do your work from home or anywhere else. Now we are in the historically rather unique situation that both employers as well as employees try to reap the benefits of the unexpected revolution of remote work potentials including new digital tools to organise remote work (example “scoopforwork”). Employers found out they can do with much less office space than they previously thought they would need to accommodate all employees. Employees found out that saving on commuting time saves energy and frees time resources for other, potentially more healthy ways of life. A new balance of work and private life could be arranged at home. So much for the theoretical expectations.
In practice many women realised that they suddenly found themselves thrown back into working at home and in the home all the time again, with men still less willing to share household work equally. Unsuitable work spaces at home, arranged rather ad hoc, became a health and safety issue usually considered to be part of the employers’ responsibilities.
The results of the real-life experiment of forced remote work are still under scrutiny. To turn them into beneficial arrangements of voluntary remote work which is empowering, emancipating, increasing degrees of freedom for employees would be a huge step ahead. The full spectrum of negotiations is involved. Legislation, collective agreements and 1-on-1 solutions are needed to reap the benefits on all levels. Comparable to the industrial revolution during the 19th century, drawing millions of workers into factories and coal mines, we are at the beginning of a new era of digital and remote work that governs solar and wind farms for energy provision as well as 3D printing of industrial components.
It seems that we shift from the blue collar to the white collar to the no collar world of work. Working remotely in my t-shirt under the cherry tree is not the worst of a revolution (guard against cherry picking by employers and new layers of inequality). It might take a generation or two to accomplish this. With threatening, pervasive climate change we probably have to make it happen sooner rather than later.
Research Teaching Consulting