Money Buzz! Europa

Tag: workers

  • The pressure on full time working women has significantly increased in 2020

    The pressure on full time working women has significantly increased in 2020

    About 82% say their daily routine has been disrupted by the pandemic, and 70% of them are concerned about the impact these changes could have on their ability to progress in their careers.

    Most participants also feel they always need to be available at work (53% of the women without caregiving responsibilities and 44% of those with such tasks).

    Women remain optimistic about their potential to progress

    However, despite the challenges created by the pandemic, women remain optimistic about their potential to progress over the next year.

    This could be by taking on more responsibilities as a result of promotions (52%) or by obtaining a pay raise (47%).

    On the other hand, 60% of respondents question the opportunity to move up in their organization when considering the effort it takes.

    In this context, 41% mentioned the risk of deteriorating their work/life balance, and 30% cited non-inclusive behaviors, such as micro-aggressions and exclusion from meetings or projects.

    Many women remain loyal to their current employers

    Many women remain loyal to their current employers, a third (32%) planning to stay with them for two to five years, and 30% for more than five years.

    Asked what would be the actions their employer could take to convince them to stay, 55% mentioned a promotion or a pay raise, 48%, more flexible working options, 45%, better benefits, 40%, additional learning opportunities and being engaged in interesting projects.

    There are also notable differences between women with caregiving responsibilities and those without.

    The latter prefer career related opportunities, learning and professional development (49%, vs 33% of those with caregiving responsibilities).

    Working mothers are more interested in better benefits such as medical or parental leave (49% vs. 33%).

  • Just 12% of companies felt that the pandemic will trigger a rethink on mobility

    Just 12% of companies felt that the pandemic will trigger a rethink on mobility

    Just 12% felt that the pandemic will trigger a fundamental rethink on mobility.

    20% believed that the number of international moves will decrease in the future as a result of this crisis, according to PwC Global Mobility Pulse survey ran of more than 350 companies in 37 countries globally.

    So, 44% of respondents said they’ll return to business as usual as soon as possible with the same number of moves.

    Although many relocations have been postponed, 58% of surveyed companies said they were allowing employees to start new roles from their home country.

    Two-thirds of companies who had employees on secondment or transfer at the outset of the pandemic had offered them the option of returning home.

    In this context, 40% of companies told the pandemic has had a moderate or significant impact on the ability of mobile employees to continue with business as usual.

    More than half (53%) of the companies surveyed said that mobile employees worked from home in the lockdown and 33% said that their presence was needed to the work site.

    PwC ran the pulse survey of more than 350 companies in 37 countries, from North America, Middle East, Latin America, UK, Central/Eastern Europe, Asia Pacific,  Western Europe and Africa, to assess the impact of COVID-19 on global mobility.

  • 22% of workers born outside EU, employed on a temporary contract

    22% of workers born outside EU, employed on a temporary contract

    In the European Union (EU), in 2019, more than one fifth (22%) of employees born outside the EU were employed on a temporary contract, latest Eurostat data shows.

    In comparison, the share of people with a temporary contract among employees born in another EU Member State was 15%, while native-born employees with a temporary job had the lowest rate, standing at 13%.

    Highest share of employees born outside the EU on temporary contracts in Poland

    In 2019, across the EU Member States, the highest share of employees born outside the EU employed on temporary contracts was recorded in Poland (53%), followed by Spain (38%), Cyprus (33%), Portugal (29%), Sweden (26%) and the Netherlands (25%).

    By contrast, the lowest share was observed in Estonia (2%), followed by Latvia (4%), Austria (8%) and Ireland (10%).

    For persons born in another EU Member State (other than the Member State of residence), the highest share of temporary employees in the total number of employees was recorded in 2019 in Spain (29%), followed by Portugal (24%), Greece (23%) and Italy (21%).

    At the opposite end of the scale, the lowest share of employees with a temporary job was observed in Hungary and Ireland (both 6%), Austria (7%), Luxembourg, Cyprus and Slovenia (all 9%).

    In 2019, the share of temporary employees in the total number of native-born employees peaked in Spain (24 %), followed by Poland (21%), Portugal (19%) and Croatia (18%).

    By contrast, the lowest shares were observed in Lithuania, Romania (both 1%), Estonia, Latvia (both 3%) and Bulgaria (4%).