mind the gap
ireland employee
october 2010
mind the gap
ireland employee
october 2010
Ireland
employee perspective
employer
Jean McCarthy
introduction
In this paper, we present
information about employees’
perspective to their quality of
employment in Ireland. The data
was collected from: the European
Working Conditions Observatory;
Ireland’s Central Statistics Office;
Economic and Social Research
Institute, and the National Centre
for Partnership and Performance;
as well as from the Irish
Government websites.
Organizations that want to remain employers-of-choice must periodically assess
how shifts in the business environment might affect the effectiveness of their talent
management strategies, policies and programs. Globalization and changes in the
age composition of the workforce - two important 21st century trends that have affect
today’s businesses - make it important for mangers to consider:
ππ How does age affect employees’ preferences for an idealized job and their
assessments of their employment experiences?
ππ Do employees’ perceptions of their employment experiences vary from
country to country?
What does “mind the gap” mean?
Train stations across England play
recorded messages to remind passengers
that they should “Mind the Gap.” These
words of caution urge train travelers to
pay attention to the space between the
door of the train car and the platform in
the station for safe commutes and travels.
agework@bc.edu
For this series of our research
publications, we have adopted the phase,
“Mind the Gap.” The Mind the Gap series
aim to remind employers to pay attention
to any gaps that might exist between
employees’ priorities and need and
employers’ allocation of workplace-based
resources. Our Mind the Gap papers also
aim to help our readers to such gaps in
quality of employment in other country
contexts.
1
Table of Contents
Quality of Employment: Dimensions of a “Good Job” and a “Good Place to Work” 3
Quality of Employment in Ireland
Indicators of Fair, Attractive, and Competitive Compensation & Benefits 4
Indicators of Opportunities for Development, Learning & Advancement 7
Indicators of Wellness, Health & Safety Protections 9
Indicators of Opportunities for Meaningful Work 10
Indicators of Provisions for Employment Security & Predictabilities
11
Indicators of Workplace Flexibility
13
Indicators of Culture of Respect, Inclusion & Equity 15
Indicators of Promotion of Constructive Relationships at the Workplace 16
Summary and Conclusion
18
The Sloan Center on Aging & Work in
Boston, in collaboration with the Middlesex
University Business School in London,
created the Mind the Gap series to provide
employers with basic employment-related
information country-by-country. There are
two types of papers in the Mind the Gap
series.
Employee Series: This series examines
the perspectives that adults of different
ages have about employment and the
assessments that they make about their
employment experiences. These papers
focus on one central question: Does
age affect employees’ preferences for an
idealized job and their assessments of their
employment experiences?
Employer Series: This series examines
the prevalence of human resource policies
and programs at workplaces in a selected
country. Because most talent-management
strategies and programs are age-neutral, we
compare the availability of selected human
resource policies in practices in the targeted
country with the availability of similar policies
and practices in a small number of countries
with approximate economic circumstances.
These papers focus on one core question:
How does the availability of human resource
policies and programs in the targeted country
compare with other countries?
Although papers in both series focus on
a single country, when the information
contained in two or more papers are
considered in tandem, it is possible to
consider whether employees’ perceptions
of their employment experiences vary from
country to country.
2
http://www.bc.edu/agingandwork
mind the gap
ireland employee
october 2010
Opportunities
for Development,
Learning &
Advancement
Fair, Attractive
and Competitive
Compensation &
Benefits
Promotion of
Constructive
Relationships at
the Workplace
Quality of Employment: Dimensions of a “Good Job” and a “Good Place to Work”
Most people would agree that good jobs are a good thing. High-quality jobs offer
benefits to employees and to the organizations where they work.
Wellness,
Health &
Safety
Protections
Opportunities for
Meaningful Work
Quality of
Employment
Provisions for
Employment Security
& Predictabilities
Workplace
Flexibility
Culture of
Respect,
Inclusion
& Equity
ππ Benefits for Employees: The quality of employment affects the health and
well-being of employees. Research confirms that poor quality jobs (such
as jobs requiring extreme work hours, jobs that are very demanding –
particularly those where employees do not have access to the resources
they need to meet those demands) are associated with negative outcomes,
including high stress levels and physiological reactions like cardio-vascular
problems.1
ππ Benefits for Employers: Employers often connect the quality of employment
they offer to employees to their employer-of-choice strategies. There is some
evidence that the adoption of policies and practices that promote the quality
of employment available to employees is related to positive outcomes
for organizations, such as customer satisfaction and organizational
performance.2 Employer-of-choice strategies can result in enhanced
employee engagement which, in turn, can be linked to organizational
outcomes, including financial measures. For example, higher employee
engagement can reduce costs such as those associated with unwanted
turnover. One study found that 59% of highly engaged employees report
that they intend to stay with their employers in comparison to the 24% of
disengaged employees who “intend to stay.”3 A number of studies have
linked employee job satisfaction with positive performance indicators.
Fortune reports positive relationships between being recognized as a “great
place to work” and stock indices.4, 5
In this paper, we focus on seven important dimensions of the quality of employment:
••
Fair, Attractive, and Competitive Compensation & Benefits
••
Opportunities for Development, Learning & Advancement
••
Wellness, Health & Safety Protections
••
Opportunities for Meaningful Work
••
Provisions for Employment Security & Predictabilities
••
Workplace Flexibility
••
Culture of Respect, Inclusion & Equity
••
Promotion of Constructive Relationships at the Workplace*
* (This dimension is omitted due to lack of data availability).
The following sections of this paper use the quality of employment framework as a
structure to discuss the perspectives of employees about their employment situations.
agework@bc.edu
3
quality employment in ireland:
I. Indicators of Fair, Attractive, and Competitive Compensation & Benefits
ΩΩ Compensation and benefits are distributed in a fair and equitable manner,
meeting most of employees’ basic economic needs.
••
••
Irish employees (56.4%) agree that they are “well paid” for the work they do.6
In 2009, the average weekly earnings in Ireland was €716.09 ($943.34), representing
a 0.6% decrease from €720.57 ($949.24) in 2008.7 The greatest decreases in
earnings were recorded in the transportation and storage sector (-8.7%) and the
information and communication sector (-7.1%).7
••
Weekly earnings in the public sector increased by 0.6% between 2008 and 2009, but
figures did not take into account the deduction of the pension levy that was introduced
in March 2010.7 Private sector earnings decreased by 2.1% in the same period.
••
Average annual earnings in Ireland were highest for those aged 40 - 49 years in
2007, with younger workers aged15 - 24 years the lowest earners.8 (See Figure 1).8
••
In general, Irish workers aged 40-59 are the highest average hourly wage earners,
earning approximately €23.00 ($30.29) per hour, compared with an average of
€18.39 ($24.22) per hour for those aged 25-29, and €20.39 ($26.86) per hour for
workers over 60 years of age.8 (See Figure 2)
••
Workers aged 50-59 years earn, on average, more in the private sector than any other
age group; while those aged 40 - 49 earn, on average, the most in the private sector.8
(See Figure 3)
••
Adjusting for longer hours worked by men, women’s income in 2007 was
approximately 87% of men’s income in Ireland.9
••
Irish education sector workers are the highest average hourly wage earners at €33.23
($43.77) per hour. Workers in the hotel and restaurant industry earn €12.93 ($16.33)
on average per hour.8 (See Figure 4)
••
In 2007, the number of Personal Retirement Savings Accounts (PRSA’s) in Ireland
was 130,709, representing an increase of almost 35,000 since 2006.10
••
Pension coverage for workers in Ireland aged 20-69 stood at 54% in 2008. Cover
increased by 5% for female workers, from 45% in 2002 to 50% in 2008, compared to
a 1% decrease in male pension coverage in the same period.11
4
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Opportunities
for Development,
Learning &
Advancement
Fair, Attractive
and Competitive
Compensation &
Benefits
Promotion of
Constructive
Relationships at
the Workplace
Wellness,
Health &
Safety
Protections
Opportunities for
Meaningful Work
Quality of
Employment
Provisions for
Employment Security
& Predictabilities
Workplace
Flexibility
Culture of
Respect,
Inclusion
& Equity
mind the gap
ireland employee
october 2010
Figure 1: Average Annual Earnings in Ireland by Age, 2007
Total
60+ yrs
Irish workers aged 40-49 are the
highest annual earners on average.
Annual bonuses and benefits in
kind are also, on average, higher
for this age group than any other.
However, basic annual earnings
are higher, on average, for those
aged 50-59.
Basic Annual Earnings
Annual Bonuses and
Benefit in Kind
50-59 yrs
40-49 yrs
30-39 yrs
25-29 yrs
15-24 yrs
€0
€10,000
€20,000
€30,000
€40,000
€50,000
Source: CSO (2009a)8
Figure 2: Average Hourly Earnings in Ireland by Age, 2007
€25
Average hourly earnings in Ireland
increase with age to peak at 40-49
years of age. Thereafter, hourly
earnings decrease.
Average Hourly
Earnings by Age
Group
€20
€15
€10
€5
€0
15-24
25-29
30-39
40-49
50-59
60+
Source: CSO (2009a)8
agework@bc.edu
5
Figure 3: Average Hourly Earnings in Ireland by Age and Public/Private Sector, 2007
29.2
€30
26.3
€25
20.4
€20
27.3
26.5
20.1
Private Sector
25.1
Public Sector
21.2
19.8
18.8
16.4
€15
12.5
Public sector workers earn, on
average, substantially more than
private sector workers when
compared by age. The most
notable difference is among those
aged 50 - 59 years.
€10
€5
€0
15-24 yrs
25-29 yrs 30-39 yrs 40-49 yrs 50-59 yrs
60+ yrs
Source: CSO (2009a)8
Figure 4: Average Hourly Earnings in Ireland by Industry, 2007
Other Services
Health
Education
Irish education sector workers are
the highest average hourly wage
earners at €33.23 ($43.77) per
hour, followed by the utility sector
and transportation.
Industry Type
Public Administration & Defence
Business Services
Financial Intermediation
Transport, Storage & Communications
Hotels & Restaurants
Wholesale & Retail Trade
Construction
Electricity, Gas & Water Supply
Manufacturing, Mining & Quarrying
€0
€5
€10
€15
€20
€25
€30
Average Hourly Earnings
Source: CSO (2009a)8
6
http://www.bc.edu/agingandwork
€35
II. Indicators of Opportunities for Development, Learning & Advancement
mind the gap
ireland employee
october 2010
Opportunities
for Development,
Learning &
Advancement
Fair, Attractive
and Competitive
Compensation &
Benefits
Promotion of
Constructive
Relationships at
the Workplace
ΩΩ Opportunities for the development of expanded skills and responsibilities are
available.
Wellness,
Health &
Safety
Protections
Opportunities for
Meaningful Work
Quality of
Employment
••
When asked, 64.2% of Irish workers responded that they feel they have opportunities
to “learn and grow” at work, while 41.9% think that their job “offers good prospects
for career advancement”.6
••
Among Irish employees 45.1% attended training courses over an average of 3.2 days
in 2006. Male and female employee attendance was 45.2% and 45% respectively.12
••
When asked how they acquired the skills necessary for their current job, 48% of
employees responded that they had received on-the-job-training: 41.9% were hired
as experienced workers, while 24.5% responded that they had attended training
courses relating to their job. In addition, 16.1% of employees reported undertaking
self-directed learning.12 (See Figure 5)
••
A greater degree of older workers (11.1%) disagreed/strongly disagreed that their
jobs offered good prospects for career advancement, than those who agreed/
strongly agreed (2.9%). In addition, 14.4% of young workers agreed/strongly
agreed, compared to 13.4% who disagreed/strongly disagreed. Of middle-aged
workers 17.7% agreed/strongly agreed compared to 15.2% who disagreed/strongly
disagreed.6 (Figure 2).
••
Employees in large organizations had acquired a higher proportion of job
related skills through training courses (30.2%), compared with those in smaller
organizations (15.6%).12
••
While participation in learning of any kind among the population in Ireland (49%) is
higher than the EU average (42%), participation among adults aged 55-64 in lifelong
learning is lower than among other age cohorts.13
••
Participation in employer sponsored training in Ireland has been shown to be much
lower for workers aged 55+ when compared with younger workers.14 (See Figure 6)
••
In 2008, over 20,500 people in Ireland completed training programs for job seekers
and the unemployed. Almost 900 employees with literacy and numeracy difficulties
participated in the ‘Workplace Basic Education Programme’, run by the Irish
National Training and Employment Authority, FAS.15
Provisions for
Employment Security
& Predictabilities
Workplace
Flexibility
Culture of
Respect,
Inclusion
& Equity
agework@bc.edu
7
Figure 5: Employee Methods of Acquiring Job Skills in Current Job
48.0
50%
41.9
40%
30%
On-the-job-training is perceived
as the most likely method for
acquiring job specific skills in
Ireland.
24.5
20%
16.1
10%
0%
On the job
training
Hired as an
Training courses
experienced worker
Self-directed
learning
Source: CSO (2009b)12
Figure 6: Participation in Employer Sponsored Training by Age
55+
37.5
40-54
46.9
24-39
50.3
<25
0%
Participation in employer
sponsored training is higher
for younger workers than older
workers.
49.2
10%
20%
30%
40%
50%
60%
Percentage of Employees
Source: NCPP (2004)14
8
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III. Indicators of Wellness, Health & Safety Protections
mind the gap
ireland employee
october 2010
Opportunities
for Development,
Learning &
Advancement
Fair, Attractive
and Competitive
Compensation &
Benefits
Promotion of
Constructive
Relationships at
the Workplace
ΩΩ Well-being is promoted through workplace policies, and social protections are
offered in case of illness.
Wellness,
Health &
Safety
Protections
Opportunities for
Meaningful Work
Quality of
Employment
••
Over a quarter of employees in Ireland feel that work affects their health (25.7%),
while just under a quarter believe that their “health and safety is at risk because of
work” (23.5%).6
••
In 2009, the Health and Safety Authority in Ireland recorded the lowest ever
workplace fatalities since records began (in 1991). There were 43 fatalities in 2009,
compared to 73 in 1991. The agriculture and construction industries were deemed
the most dangerous.16
••
Common types of injury at work in Ireland include: dislocation, strains and sprains;
wounds and superficial injuries; and bone fractures.17 In a study carried out by
the Health and Safety Authority (2005), 37% of respondents who had suffered
an injury lost between 1 and 6 months work as a result, and 12% were out of
work permanently on disability. Of workers injured on the job, 32% received no
compensation, 28% received partial compensation, and 27% total compensation.17
••
According to the Small Firms Association (2008), stress is the most commonly cited
problem on medical certificates presented at work in Ireland.18 Irish males reported
slightly higher levels of stress at work than Irish females.14 (See Figure 7)
••
Workers aged 25 - 39 are more stressed at work than any other age group in Ireland.14
(See Figure 8)
Provisions for
Employment Security
& Predictabilities
Workplace
Flexibility
Culture of
Respect,
Inclusion
& Equity
Figure 7: Stress Levels at Work by Gender
2.0
1.64
1.5
Stress Levels
Stress levels at work were
measured on a scale of 0-4, where
the higher the score, the higher the
level of stress reported.
1.57
1.0
0.5
0.0
Male
Female
Source:NCPP (2004)14
agework@bc.edu
9
Figure 8: Stress Levels at Work by Age
Stress Levels
2.0
1.5
1.69
1.65
1.45
1.44
1.0
0.5
0.0
<25
25-39
40-54
55+
Age
Source:NCPP (2004)14
IV. Indicators of Opportunities for Meaningful Work
ΩΩ Opportunities for meaningful and fulfilling work are available.
Opportunities
for Development,
Learning &
Advancement
••
••
A majority of employees in Ireland (81.5%) feel that they were “doing useful work;”
81.9% reported that their job often gave “a feeling of work well done;” and 78.9%
agreed with the statement: “at work, you have the opportunity to do what you do
best”.6
In a 2004 study carried out by the National Centre for Partnership and Performance
(NCPP) in Ireland, 68% of employees responded that they would want to work even
if there was no financial necessity.14
10
http://www.bc.edu/agingandwork
Fair, Attractive
and Competitive
Compensation &
Benefits
Promotion of
Constructive
Relationships at
the Workplace
Wellness,
Health &
Safety
Protections
Opportunities for
Meaningful Work
Quality of
Employment
Provisions for
Employment Security
& Predictabilities
Workplace
Flexibility
Culture of
Respect,
Inclusion
& Equity
V. Indicators of Provisions for Employment Security & Predictabilities
mind the gap
ireland employee
october 2010
Opportunities
for Development,
Learning &
Advancement
Fair, Attractive
and Competitive
Compensation &
Benefits
Promotion of
Constructive
Relationships at
the Workplace
ΩΩ Terms of employment are communicated clearly, with an emphasis on smooth
transitions through jobs and careers.
Wellness,
Health &
Safety
Protections
Opportunities for
Meaningful Work
Quality of
Employment
••
In 2005, just 9.5% of respondents in Ireland felt that they ‘might lose their job in the
next six months’.6 In light of the 34,028 lay-offs that have taken place in Ireland from
January to June 2010 alone (See Figure 9)19, it could be surmised that this figure
has increased greatly since 2005. Certainly, anecdotal evidence points to mounting
concern over job security in Irish workplaces since the economic crisis began in
2008.
••
Overall labor force participation in Ireland declined from 62% in Q1 2009 to 60.7%
in Q1 2010.20
••
The latest figures suggest that male participation in the work force decreased from
70.8% in 2009 to 68.8% at the beginning of 2010, and that the female rate fell from
53.3% to 52.7% over the same period.20
••
The labor force participation rate among 20-24 year olds decreased more than for
any other age group, falling from 70.8% in 2009 to 65.5% in 2010.20 (See Figure 10)
••
Managers and/or supervisors are perceived as the most useful source of information
concerning the workplace. The importance of formal management as a source of
information decreases slightly, however, with age.14 (See Figure 11)
Provisions for
Employment Security
& Predictabilities
Workplace
Flexibility
Culture of
Respect,
Inclusion
& Equity
Figure 9: Employment Lay-offs in Ireland, January - June 2010
34,028
There were a total of 34,028 lay-offs
in Ireland between January and
June 2010. 21,672 of these were
males, and 12,356 females.
Redundancies (000’s)
35,000
30,000
25,000
21,672
20,000
12,356
15,000
10,000
5,000
0
Male
Female
Total
Source:INOU (2010)19
agework@bc.edu
11
Figure 10: Labor Force Participation of Younger Workers, 2009-2010
80
70.8
65.5
Labor Force Participation
70
15-19 years
20-24 years
60
Between 2009 and 2010, the labor
force participation of younger
workers decreased. Over the same
period, the labor force participation
of workers over the age 25 did not
change by more than 1%.
50
40
30
20
19.6
15.3
10
0
2009
2010
Source:CSO (2010b)20
Figure 11: Most Useful Source of Information Concerning the Workplace by Age
80%
<25 years
% of Workers
70%
25-39 years
60%
40-54 years
50%
55+ years
40%
30%
20%
10%
0%
Management/
14
Supervisors
Source:NCPP (2004)
Union/Staff
Association
The 'Grapevine'
Other
Information Source
12
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The importance of formal
information sources at work
declines slightly with age, as ‘other’
sources of information become
more significant, e.g. the media,
informal contacts outside of the
workplace.
VI. Indicators of Workplace Flexibility
mind the gap
ireland employee
october 2010
Opportunities
for Development,
Learning &
Advancement
Fair, Attractive
and Competitive
Compensation &
Benefits
Promotion of
Constructive
Relationships at
the Workplace
ΩΩ Options, choice, and control over work conditions and hours are available.
Wellness,
Health &
Safety
Protections
••
Irish workers feel that working hours fit well with their family/social commitments
(80.6%), with a majority (71.7%) feeling that they always or often “have enough time
to get the job done.”6
••
The average work week in Ireland was 38.9 hours in 2007.21
••
In 2009, the number of people in full-time employment fell by 193, 200 since 2008.
However the number of people working part-time in Ireland increased by 26,400 over
the same period. Males working part-time increased substantially by 25,300, whereas
females working part-time increased by just over 1,000 in the year.22
••
Approximately 40-45% of workers across all ages in Ireland utilize flexi-time, or
flexible working options. Those aged 25-39 are more likely to work from home,
whereas workers aged 40-54 are more likely to job-share when compared with other
age groups.14 (See Figure 12)
••
Levels of discretion/autonomy for employees in Ireland have been found to increase
with age14 (See Figure 13), and tenure.14 (See Figure 14).
••
Employees in Ireland have input into work options (39%) and almost always decide
how much, or how fast they work, while 61% rarely, or never, decide on new work or
projects.14 (See Figure 15)
Opportunities for
Meaningful Work
Quality of
Employment
Provisions for
Employment Security
& Predictabilities
Workplace
Flexibility
Culture of
Respect,
Inclusion
& Equity
Figure 12: Participation in Work Flexibility by Age
50%
Employees in Ireland have input
into work options and most
participate in some form of work
flexibility.
% of Participation in Flexible
Work Options
<25 years
25-39 years
40%
40-54 years
55+ years
30%
20%
10%
0%
Work from
Home
Flexible Hours/
Flextime
Job Share
Source: NCPP (2004)14
agework@bc.edu
13
Figure 13: Job Autonomy by Age
1.8
55+
1.6
40-54
1.1
<25
0.0
Job autonomy was measured on a
scale of 0-3, where higher scores
indicate higher levels of autonomy.
1.4
25-39
0.5
1.0
1.5
2.0
Job Autonomy Score
Source: NCPP (2004)14
Figure 14: Job Autonomy by Tenure
1.6
Tenure
>5 year
1.3
1-5 years
1.2
<1 years
0.0
0.5
1.0
1.5
2.0
Job Autonomy Score
Source:NCPP (2004)14
Figure 15: Autonomy at Work
120%
100%
Rarely/Almost Never
Sometimes
80%
Often
60%
Almost Always
40%
20%
0%
Decide how Manager decides
much/how
specific tasks
fast you work
I decide
when to
have a break
My manager
monitors work
performance
I decide on
new work/
projects
Source:NCPP (2004)14
14
http://www.bc.edu/agingandwork
VII. Indicators of Culture of Respect, Inclusion & Equity
mind the gap
ireland employee
october 2010
Opportunities
for Development,
Learning &
Advancement
Fair, Attractive
and Competitive
Compensation &
Benefits
Promotion of
Constructive
Relationships at
the Workplace
ΩΩ Diversity, inclusion, and employee personal growth are valued.
Wellness,
Health &
Safety
Protections
Opportunities for
Meaningful Work
Quality of
Employment
Provisions for
Employment Security
& Predictabilities
••
The highest number of cases filed under the Employment Equality Acts 1998-2004
was on the basis of age in 2007, 2008 and 2009.23, 24
••
In 2009, the majority of queries addressed by the Equality Authority in Ireland were
regarding age, disability, and gender disparities.24 (See Figure 16)
••
A small group of workers in Ireland (9%) had been subjected to bullying and/or
harassment at work.6
Workplace
Flexibility
Culture of
Respect,
Inclusion
& Equity
Figure 16: Queries Under the Employment Equality Acts, 2009
Religion
5
Membership of the
Traveling Community
8
11
Queries to the Equality Authority
were highest in 2009 on the basis
of age, and lowest under religion.
Type of Query
Sexual Orientation
18
Martial Status
24
Family Status
167
Race
Gender
188
Disability
190
211
Age
0
50
100
150
200
250
Number of Queries
Source:Equality Authority (2010)
24
agework@bc.edu
15
VIII. Indicators of Promotion of Constructive Relationships at the Workplace
ΩΩ Interactions with supervisors and coworkers are professional and respectful.
••
••
The majority of workers in Ireland (83.1%) feel supported by good friends at work,
with 78.8% feeling “at home” in their organization.6
Employees in Ireland “often” or “almost always” get assistance from colleagues at
work (82.7%) if they asked and 74.7% of workers stated that they got assistance from
their supervisors if requested.6
••
In 2009, 34% of employees in Ireland were union members, an increase of 3% from
2007; 37% of full-time employees were members of unions, compared with 20%
of part-time workers. The industry with the highest rate of union membership was
public administration and defense, at 81%, while the accommodation and food
services industry had the lowest, at 6%.25
••
Oldest and youngest employees are least likely to be members of unions in Ireland.25
(See Figure 17).
••
In 2008, 4,179 days were lost due to industrial disputes. (See Figure 18).26 At 2,051,
the manufacturing industry lost most days due to these disputes.
••
However, there were 12 industrial disputes in 2008, double the number in 2007.26
Opportunities
for Development,
Learning &
Advancement
Fair, Attractive
and Competitive
Compensation &
Benefits
Promotion of
Constructive
Relationships at
the Workplace
Wellness,
Health &
Safety
Protections
Opportunities for
Meaningful Work
Quality of
Employment
Provisions for
Employment Security
& Predictabilities
Workplace
Flexibility
Culture of
Respect,
Inclusion
& Equity
Figure 17: Trade Union Membership by Age, 2009
% Trade Union Membership
50%
40%
Oldest and youngest workers
are least likely to be Trade Union
members in Ireland.
30%
20%
10%
0%
15-24
20-24
25-34
35-44
45-54
55-59
60-64
65+
Age
Source:CSO (2010c)25
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Figure 18: Days Lost due to Industrial Disputes in Ireland
250,000
200,000
150,000
100,000
2008
2007
2006
2005
2004
2003
2002
2001
2000
1999
1998
1997
1996
1995
0
1994
50,000
1993
Annual Days Lost due to Industrial Action
mind the gap
ireland employee
october 2010
Source:LRC (2009)26
agework@bc.edu
17
summary and conclusion
Eight dimensions of the quality of employment were examined among workers in Ireland,
drawing on data primarily from the Central Statistics Office, the Economic and Social
Research Institute, the National Centre for Partnership and Performance, and the European
Working Conditions Observatory.
The main findings indicate that:
ππ Males, older workers, and those in the public sector earn more, on average,
than any other cohorts at work in Ireland.
ππ The majority of Irish workers feel that they are given opportunities to learn
at work, although there is scope to increase workplace learning for older
workers, and those employed in smaller organizations.
ππ Health and safety standards at Irish workplaces are improving, but stress
continues to be a significant issue, particularly for 25-39 year olds.
ππ Concern regarding job security has increased.
ππ The availability of meaningful work is perceived to be high among Irish
employees, and the use of flexible working options, such as part-time work,
is increasing.
ππ Age discrimination is pervasive in the Irish workplace.
ππ Days lost at work due to disputes are decreasing, but industrial disputes at
work are increasing.
It will be interesting to compare the most recently available statistics here with future
publications that will assess the effects of the global financial crisis on employee
perceptions about their quality of employment. As the workplace is currently undergoing
significant restructure and change, it is anticipated that employee perceptions will
change also.
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http://www.bc.edu/agingandwork
mind the gap
ireland employee
october 2010
about the institute
Established in 2007 by the Sloan Center on Aging & Work, the Global Perspectives
Institute is an international collaboration of scholars and employers committed to the
expansion of the quality of employment available to the 21st-century multi-generational
workforce in countries around the world.
The Global Perspectives Institute focuses on innovative and promising practices that
might be adopted by employers and policy-makers.
The Institute’s research, publications, and international forums contribute to:
ΩΩ a deeper understanding of the employment experiences and career aspirations of employees of different ages who work in countries around the world;
ΩΩ informed decision making by employers who want to be employers of choice
in different countries; and
ΩΩ innovative thinking about private-public partnerships that promote sustainable, high quality employment.
In addition to the Mind the Gap series, the Global Perspectives Institute publishes
a Statistical Profile Series that highlights workforce demographic trends in different
countries and a Global Policy Series that focuses on selected workforce policy in certain
country contexts.
For more information on SCAW publications, please visit us online at:
www.bc.edu/agingandwork
The Sloan Center on Aging & Work at Boston College promotes quality of employment
as an imperative for the 21st-century multi-generational workforce. We integrate
evidence from research with insights from workplace experiences to inform innovative
organizational decision making. Collaborating with business leaders and scholars in a
multi-disciplinary dialogue, the Center develops the next generation of knowledge and
talent management.
The Sloan Center on Aging & Work is grateful for the continued support of the Alfred P.
Sloan Foundation.
Jean McCarthy is a doctoral student and part-time lecturer in the Department of Personnel and Employment Relations at the University of Limerick, Limerick, Ireland. Her area of research is focused on understanding organizational decision-making attitudes toward older workers. She also has a strong interest in
analyzing the role of ageist attitudes.
agework@bc.edu
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references
1 For example, see:
Barnett, R. C., & Gareis, K. C. (2002). Full-time and reduced-hours work schedules and marital quality: A study of
female physicians with young children. Work and Occupations, 29(3), 364-379.
Butler, A. B., Grzywacz, J. G., Bass, B. L., & Linney, K. D. (2005). Extending the demands-control model: A daily
diary study of job characteristics, work-family conflict and work-family facilitation. Journal of Occupational and
Organizational Psychology, 78(2), 155-169.
Karasek, R. A., Jr. (1979). Job demands, job decision latitude, and mental strain: Implications for job redesign.
Administrative Science Quarterly, 24(2), 285-308.
Kasl, S. V. (1996). The influence of the work environment on cardiovascular health: A historical, conceptual, and
methodological perspective. Journal of Occupational Health Psychology, 1(1), 42-42.
Johnson, J. V., & Hall, E. M. (1988). Job strain, work place social support, and cardiovascular disease: A crosssectional study of a random sample of the Swedish working population. American Journal of Public Health,
78(10), 1336-1342.
Lewis, S. Brookes, M., Mark, A. & Etherington, D. (2008). Work engagement, work-family enrichment and gender:
A positive approach to quality of working life. Working Paper. London: Middlesex University Business School.
Melchior, M., Niedhammer, I., Berkman, L. F., & Goldberg, M. (2003). Do psychosocial work factors and social
relations exert independent effects on sickness absence? A six year prospective study of the GAZEL cohort.
Journal of Epidemiology & Community Health, 57(4), 285-293. doi:10.1136/jech.57.4.285
Swanberg, J. E., & Simmon, L. A. (2008). Quality jobs in the new millennium: Incorporating flexible work options
as a strategy to assist working families. Social Service Review, 82(1), 119-147.
Wilson, M. G., Dejoy, D. M., Vandenberg, R. J., Richardson, H. A., & McGrath, A. L. (2004). Work characteristics
and employee health and well-being: Test of a model of healthy work organization. Journal of Occupational and
Organizational Psychology, 77(4), 565-588.
2 For example, see:
Allen, T. D., Eby, L. T., Poteet, M. L., Lentz, E., & Lima, L. (2004). Career benefits associated with mentoring for
protégés: A meta-analysis. Journal of Applied Psychology, 89(1), 127-136.
Barnett, R. C., & Hall, D. T. (2001). How to use reduced hours to win the war for talent. Organizational Dynamics,
29(3), 192.
Edmans, A. (2008). Does the stock market fully value intangibles? Employee satisfaction and equity prices.
Philadelphia, PA: University of Pennsylvania- The Wharton School. Retrieved from http://ssrn.com/
abstract=985735
3 Towers Perrin. (2005). Winning strategies for a global workforce: Attracting, retaining and engaging employees
for competitive advantage. Stamford, CT: Towers Perrin. Retrieved from http://www.towersperrin.com/tp/
getwebcachedoc?webc=HRS/USA/2006/200602/GWS.pdf
4 Great Places to Work Institute. What makes a great place to work: Financial results. Retrieved from http://www.
greatplacetowork.com/great/graphs.php
5 Unfortunately, most of the research linking employer-of-choice strategies with business outcomes tends to focus
on correlational relationships. Such studies do not definitively establish that being a “best place to work”
causes positive organizational performance; indeed, it also might be true that high profits and strong financial
growth cause higher employee engagement and foster perceptions that a particular workplace is an employer
of choice.
6 European Working Conditions Survey has been monitoring the working conditions of European workers on a
periodic basis. The survey has been carried out four times by the Eurofound(the European Foundation for the
Improvement of Living and Working Conditions): in 1990/91, 1995/96, 2000 (extended to cover the 10 new
member states, Bulgaria, Romania and Turkey in 2001/02) and 2005 (31 countries).
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mind the gap
ireland employee
october 2010
7 Central Statistics Office (CSO). (2010a). Earnings and labour costs. Retrieved July 20, 2010, from http://www.cso.
ie/releasespublications/documents/earnings/current/earnlabcosts.pdf
8 Central Statistics Office (CSO). (2009a). National employment survey 2007. Retrieved June 18, 2010, from http://
www.cso.ie/releasespublications/documents/earnings/2007/nes_2007.pdf
9 Central Statistics Office (CSO). (2007). Women and men in Ireland 2007. Retrieved June 18, 2010, from http://
www.cso.ie/releasespublications/documents/other_releases/2007/womenandmenireland2007.pdf
10 Eurofound. (2008). Trends in occupational pension schemes. Retrieved June 19, 2010, from http://www.eurofound.
europa.eu/ewco/2008/09/IE0809039I.htm
11 Central Statistics Office (CSO). (2008). Quarterly national household survey: Pensions update. Retrieved
June 19, 2010, from http://www.cso.ie/releasespublications/documents/labour_market/2008/qnhs_
pensionsupdateq12007&q12008.pdf
12 Central Statistics Office (CSO). (2009b). Employee skills, training and job vacancies survey, 2006. Retrieved June
18, 2010, from http://www.cso.ie/releasespublications/documents/earnings/current/empskills.pdf
13 Adult Education Officers’ Association. (2010). The context for adult education. Retrieved July 11, 2010, from
http://www.aeoa.ie/the-context-for-adult-education
14 O’Connell, P.J., Russell, H., Williams, J., & Blackwell, S. (2004). The Changing Workplace: A Survey of Employees’
Views and Experiences. Dublin: National Centre for Partnership and Performance. Retrieved June 20, 2010,
from http://www.esri.ie/publications/search_for_a_publication/search_results/view/index.xml?id=1800
15 FAS. (2009). Annual report 2008. Retrieved July, 12, 2010, from http://www.fas.ie/en/PubDocs/AnnualReports/
ANNUAL_REPORT08/summary.htm
16 Eurofound. (2010). Health and Safety Authority records lowest ever workplace fatalities. Retrieved July 20, 2010,
from http://www.eurofound.europa.eu/ewco/2010/02/IE1002019I.htm
17 Health and Safety Authority. (2005). Cost of workplace accidents report. Retrieved July 8, 2010, from http://
www.hsa.ie/eng/Publications_and_Forms/Publications/Research_Publications/Cost_of_Workplace_Accidents_-_2005_Report.html
18 Small Firms Association. (2008). Absenteeism report. Retrieved June 20, 2010, from http://www.sfa.ie/Sectors/
SFA/SFA.nsf/vPages/Press_Centre~sfa-absenteeism-report-2008-26-08-2008?OpenDocument
19 Irish National Organisation of the Unemployed (INOU). (2010). Redundancy statistics. Retrieved July 17, 2010,
from http://www.redundancy.ie/statistics/redundancy.html
20 Central Statistics Office (CSO). (2010b) Quarterly national household survey: Quarter 1 2010. Retrieved July 20,
2010, from http://www.cso.ie/releasespublications/documents/labour_market/current/qnhs.pdf
21 European Commission. (2008). Family life and the needs of an ageing population. Retrieved May 28, 2010 from
http://ec.europa.eu/public_opinion/flash/fl_247_en.pdf
22 Central Statistics Office (CSO). (2009c). Quarterly national household survey: Quarter 4 2009. Retrieved July 6,
2010, from http://www.cso.ie/releasespublications/documents/labour_market/2009/qnhs_q42009.pdf
23 Equality Authority. (2009). Annual report 2008. Retrieved June 18, 2010, from http://www.equality.ie/index.
asp?locID=135&docID=825
24 Equality Authority. (2010). Annual report 2009. Retrieved July 27, 2010, from http://www.equality.ie/index.
asp?locID=136&docID=885
25 Central Statistics Office (CSO).(2010c). Quarterly national household survey 2009: Union membership. Retrieved
July 20, 2010, from http://www.cso.ie/releasespublications/documents/labour_market/2009/qnhsunionmembership_q22009.pdf
26 Labour Relations Commission (LRC). (2009). Annual report 2008. Retrieved July 21, 2010, from http://www.lrc.
ie/documents/annualreports/2008/LRC_AR08.pdf
agework@bc.edu
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Mind the Gap Series:
mtg01:
mtg01: mtg02: mtg02: mtg03: mtg03: mtg04: mtg04: mtg05: mtg06: mtg07: mtg07: mtg08: mtg08: mtg09: mtg09: mtg10: mtg11: mtg12: mtg12: mtg13: mtg14: mtg15: mtg15: United States, Employee
United States, Employer
Japan, Employee
Japan, Employer
South Korea, Employee
South Korea, Employer
United Kingdom, Employee
United Kingdom, Employer
China, Employee
Singapore, Employer
Australia, Employer
Australia, Employee
Denmark, Employee
Denmark, Employer
Italy, Employer
Italy, Employee
Spain, Employee
France, Employee
Brazil, Employee
Brazil, Employer
Mexico, Employee
Greece, Employee
Ireland, Employee
Ireland, Employer
For all of the Center’s publications, visit our website at www.bc.edu/agingandwork
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