Labour Day 2020 finds Anguilla in the grip of an unprecedented global pandemic that has negatively impacted its labour force and thrown traditional working models into chaos.
It is a time of uncertainty and financial hardship, as there are no guarantees regarding the dates for work resumption for many employees.
Labour Commissioner Mrs. Jo-Anne Hodge
Even amidst all this uncertainty, the COVID-19 pandemic may be viewed as a learning experience for Anguilla and the Anguillian labour populace.
Most significantly, the loss of job security for many Anguillians has made us all realise the necessity of prioritizing the implementation of permanent social protection measures. It has highlighted the need for a contributory social insurance mechanism that caters mainly to unemployment situations, not only within the formal labour market, but also for informal workers, who are usually the most negatively impacted in times of revenue contraction. It has also emphasized the need for persons to invest in savings vehicles targeted at employees, such as credit unions and employer operated investment programmes where these are offered.
Social protection also includes non-contributory social assistance measures which are commonly financed through general taxation. These are for the specific purpose of providing immediate financial relief and to assist in poverty reduction. In most cases these target specific segments of the population. Assistance may take various forms such as cash, food vouchers, fee waivers for certain services, subsidies, social pensions, or in-kind donations. The Government already supports several forms of non-contributory social assistance such as pension payouts and school-feeding programmes. Yet it is always possible to do more, once funding is available.
Labour market policies and interventions provide other avenues of unemployment support. These include measures such as the Labour Department’s unemployment registry and ensuring the advertisement of vacancies for local job seekers. It can also include job creation incentives by Government and the provision of opportunities for skill development in new areas. For these to be successful, they must be utilized in the manner intended.
Support may also be provided through legislation and policies that protect the rights of the worker. The Labour Relations Act 2018 already addresses several worker benefits such as maternity and sickness benefit among others, and has set out the mechanism for the establishment of a minimum wage. The topics of safe working conditions, employee welfare and trade unionism are to be addressed in upcoming instalments of labour legislation.
The pandemic has also exposed the Government and many businesses to the emerging world of virtual work. The need to exercise social distancing has forced many organisations to restructure their operations to accommodate their staff working from home, or to utilise flexible working arrangements. This is in conformity with the projections of the International Labour Organisation for the future of work. These projections examine the changing work environment and advocate the benefits of transitioning employees from physical office structures to working from home.
It has been proven that working remotely increases productivity and profitability, raises staff morale, allows for talent mobility, and reduces complacency. Work is sometimes assigned to project teams based on staff competencies. Working from home reduces overheads, and allows for flexibility in hours. Employers must be prepared to adapt to shifting norms and give employees the tools and autonomy that they need to be innovative and productive. Employees must in turn submit to having their productivity measured as there is an implicit duty of trust granted to working from home. The world of work is rapidly changing and Anguilla must be prepared to embrace this change or risk being left behind.
Finally, the COVID-19 pandemic has underscored the importance of business continuity planning and preparing for every eventuality, no matter how remote the probability. This plan must be embraced by every member of the organisation, as each employee has a specific role in the planning and recovery process. Without having planned operational procedures for times of crisis, an organisation faces the threat of business closure.
So while understandably, much of Anguilla’s workforce is struggling to comprehend how it will manage scarce financial resources during this stressful period, we should all endeavor to learn from our current circumstances. Let us use this experience as an opportunity to build a more viable and resilient labour force on Anguilla.
