Centre for Internet and Society

Zothan Mawii - COVID-19 and Relief Measures for Gig Workers in India

Zothan Mawii (Tandem Research) — 2020-05-19T05:41:57Z

CIS is cohosted a webinar with Tandem Research on the impact of the COVID-19 response on the gig economy on 9 April 2020. It was a closed door discussion between representatives of workers' unions, labour activists, and researchers working on gig economy and workers' rights to highlight the demands of workers' groups in the transport, food delivery and care work sectors. We saw this as an urgent intervention in light of the disruption to the gig economy caused by the nationwide lockdown to limit proliferation of COVID-19. This is a summary of the discussions that took place in the webinar authored by Zothan Mawii, a Research Fellow at Tandem Research.

Re-posted from Tandem Research (April 14, 2020)

List of Participants

Aayush Rathi, Ambika Tandon and Tasneem Mewa, The Centre for Internet and Society, India (Co-organisers)
Zothan Mawii, Iona Eckstein and Urvashi Aneja, Tandem Research (Co-organisers)
Aditi Surie, Indian Institute for Human Settlements
Astha Kapoor, Aapti Institute
Dharmendra Vaishnav, Indian Delivery Lions (IDL)
Janaki Srinivasan, International Institute of Information Technology, Bangalore
Kaveri Kaliyanda, The University of Sussex
Pradyumna Taduri, Fairwork Foundation
Rakhi Sehgal, Independent researcher
Shaik Salauddin, Indian Federation of App-based Transport Workers (IFAT)
Simiran Lalvani, Independent researcher
Tanveer Pasha, Ola, Taxi 4 Sure and Uber Drivers and Owners’ Association (OTU)
Vinay Sarathy, United Food Delivery Partners’ Union (UFDPU)

What relief measures do gig workers need during this pandemic?

The coronavirus pandemic has the world in its grips, and exposed the fragility of our economic systems and societal structures. The ensuing lockdown and physical distancing measures put in place by states to control the spread of the virus has impacted citizens differently and largely along class lines. While white collar workers remain relatively insulated as they work from home and have their essentials delivered, it has laid bare the vulnerabilities faced by India’s largely informal workforce. Since announcing the lockdown and the exodus of migrant workers from cities, the central and state governments in India have announced a number of relief measures for workers. However, those working on on-demand platforms have been excluded, while relief measures announced by a few platforms are inadequate to provide meaningful protection, leaving workers to fall at the cracks. Tandem Research and the Centre for Internet and Society (CIS) hosted a webinar on 9th April with a group of union leaders and researchers to draft a charter of demands for platforms and government to ensure better protection for gig workers.

We heard from 4 union leaders about the situation facing workers on the ground and the shortcomings of the measures platforms claim to be taking to ensure their workers' safety and protection. This piece recaps some of the issues that were uncovered during the meeting.

Tanveer Pasha, President of Ola, Taxi 4 Sure and Uber Drivers and Owners’ Association (OTU) and Shaik Salauddin, President of the Indian Federation of App-based Transport Workers (IFAT) pointed out that while Ola Cabs and Uber claim to have instructed drivers on safety and hygiene measures and provided personal protective equipment (PPE), in reality their efforts have been wanting. The unions themselves have been conducting these awareness drives while IFAT purchased masks for drivers in Telangana. On-demand food delivery services have also not provided workers with any PPE, although they have been deemed essential workers and must continue to interact with customers and restaurants as they go about their tasks.

High on the list of concerns facing gig workers was income security and the security of their jobs once the lockdown is lifted. Transportation companies Uber and Ola cab have suspended services although some drivers in Bengaluru, working with OTU have pivoted to delivering essential goods or transporting healthcare workers. The number of orders on on-demand food delivery services has dropped drastically too. Gig workers are earning little to no money during this time and have little recourse to savings or other safety nets.

Unions are demanding that workers are paid a sum of money to tide them over during this time, which can be paid back to the platforms without interest. Unions argue that the commissions charged by platform companies can be used to cover these costs and even call for a reduction in the commission after the lockdown is lifted so that workers can recover financially.

Ola Cabs and Zomato have started funds to support their workers, taking donations from the public and from management, but workers are yet to see the benefits of the funds. With little transparency or clarity as to how these funds will operate, unions and workers are left wondering if this is solely a publicity move on the part of platforms. No announcements have been made regarding these funds - who is eligible for the fund? What are the criteria workers will have to meet to receive funds? Will workers have to pay the amount back to the platforms? If yes, will it carry interest? Will workers’ ratings or the hours they’ve logged on the app be used to determine their eligibility?

The government announced a moratorium on EMI and loan repayments, and has directed the RBI to set guidelines. Some state governments have also announced waivers on house rent payments. While these measures should have eased the pressure on gig workers, that hasn’t been the case - informal lenders and non banking financial companies (NBFC) have continued to ask workers for payments, flouting the RBI guidelines. In the absence of enforcement from the government, gig workers are unable to reap the benefits of directives designed to relieve the financial pressure they are currently under.

Delivery workers find themselves in a double bind - they have been deemed essential workers by the government and on-demand services remain up and running. However, with few restaurants remaining open and few orders coming in, they are forced to work long hours for little money, and in risky conditions as roads remain deserted because of the lockdown. Dharmender Vaishnav (Indian Delivery Lions) and Kaveri Kaliyanda (PhD scholar, University of Sussex) raised pertinent questions over the classification of delivery workers as essential workers - Who are the workers essential for? At what personal cost to their health and safety must delivery workers continue to serve the interests of platforms and their middle class customer base? This categorisation also allows on-demand food delivery companies to absolve themselves of the responsibility for ensuring workers receive wages - they can claim services continued to operate and shift the blame onto workers for not logging in. Many of the workers who have gone back to their native towns and villages are anxious that their accounts will be deactivated for not logging in.

These issues facing gig workers will be drafted into a set of demands for platforms and government to provide relief. However, many questions remain unanswered. While these measures may address the hardships gig workers face in the short term, it doesn’t address long standing issues that characterise this line of work. The precarity of gig workers stems from the marginal space they occupy in the labour market. As ‘partners’ or ‘independent contractors’, they are not entitled to social protection measures from the government nor are platforms obliged to provide them. Unlike construction workers or domestic workers-who are also informal workers but enjoy recognition of an organised body and some legislative protections-they remain largely invisible to policymakers and government. Getting gig workers this type of recognition will be crucial to ensure their wellbeing. In Karnataka, there are efforts underway to introduce regulations similar to California’s AB5 bill that recognises gig workers as employers eligible for state and employer sponsored benefits. Gig workers have been included in the draft Code on Social Security. However, regulating platforms to make them more accountable and safeguarding worker welfare is long overdue. It is especially urgent at this time - the economic repression that will follow is likely to push more young jobseekers to the platform economy as a stop gap solution in the absence of suitable employment. The conditions of work platforms engender are far from ideal and should not become the model for jobs in the future.

For more details visit https://cis-india.org/raw/zothan-mawii-covid-19-and-relief-measures-for-gig-workers-in-india

Roundtable on India’s Gig-work Economy

Noopur Raval, Anushree Gupta, Rajendra Jadhav, Sarah Zia, and Simiran Lalvani — 2020-05-19T06:36:34Z

Working in the gig-economy has been associated with economic vulnerabilities. However, there are also moral and affective vulnerabilities as workers find their worth measured everyday by their performance of—and at—work and in every interaction and movement. This roundtable discussion marks the end of our series on 'India’s Gig-work Economy' published by the Platypus blog of the Committee on the Anthropology of Science, Technology, and Computing (CASTAC). In this discussion, the researchers reflect on methods, challenges, inter-subjectivities and possible future directions for research on the topic. Listen to the audio track below or read the transcript for the full discussion.

Originally published by the Platypus blog of CASTAC on September 5, 2019.

Full transcript of the roundtable in English.

Excerpts from the roundtable

Part 1: On continuities between traditional and newer forms of work in cab-driving

Anushree (researcher, taxi-driving in Mumbai): “Something that came out during field work was the flow of workers from traditional services to app-based services which kind of happened in phases and all these platforms have played a different function in the history of this. While the radio taxis were more important in teaching workers to become professionals in the service economy the new platforms have given them a larger customer base and hired access to audience.”

Sarah (researcher, taxi-driving in Delhi): “Prior to Ola and Uber there were radio cabs, but they were not the same phenomenon obviously. They used to work in specific pockets better, such as the airport route.”

Part 2: Regulation of platform companies and platform-work

The State’s response to disruptive technologies in India has always accounted for worker groups as electoral constituents as well. This means that there are no neat divisions between older black and yellow cabs and the newer ride-hailing app-based cabs. To pacify the threatened black and yellow cab drivers, they were accorded a special category on hailing apps as well:

Anushree: So there were a lot of issues around the emergence of the app-based platforms and services and how they were disrupting the existing arrangements so in a bid to pacify the yellow and black cab drivers who are already operating in the city, these platform companies decided to go ahead and provide access to traditional taxi services as well. But also the related development that happened there is at the Maharashtra state government also provided another app to the black and yellow Cab drivers and as far as I found out during my fieldwork there hasn’t been any resolution on that front and most black and yellow cab drivers also use the State government made app but they also log into apps and every time I tried to book a black and yellow cab using Ola and Uber I could not get one.

Part 3: On motivations and perceptions of gig-work

Simiran (researcher, food-delivery work in Mumbai): “So, I felt that these non app-based workers had difficulty joining apps because they lack domicile proof to prove they live in the city. There is also a perception that one needs to be English speaking. I am not implying that app-based workers have no rural roots or are all English speaking or educated but this is the perception that was held by non-app workers that was interesting.”

Rajendra (researcher, food-delivery work in Delhi): “In case of the food-delivery workers in Delhi, they push them to deliver orders on time. This pressure makes them violate traffic rules, they ride on pavements, they break traffic signals. This also disrupts the social understanding of how to move in the city.”

Part 4: On studying the gig-economy in India: how did you recruit, why?

Noopur: Why not order and recruit because so many people seem to be taking this pathway to approach gig-economy workers?

Simiran: “…One thing is that I have never ordered food online so I wanted to keep it a bit blind that way but also the other thing is that I did not want my first interaction with the worker to be as a consumer or in a consumer-provider relationship. So, I was searching on Youtube, looking for city names and looking for search terms such as strikes or protests. Looking for videos about these things and their views on the companies…This was very interesting because there were also people from non-metro cities, from small towns doing this work who were also very eager to speak to me. They were expressive already and wanting to speak…”

Anushree: “Apart from them fleet owners and union members were very eager to talk to us. They saw the study as a way to put their voice out. I had to establish my identity as well as a researcher. I used Telegram and facebook groups extensively…I think I relied on Telegram the most. It was also surprising that such a diverse set of people were on that platform. I had never used Telegram before this project but the comfort levels of all the people using it was really surprising. Drivers in the union members group was sort of surprising to me, they were posting images from the road, they were posting audio notes, they were moderating conversations in the group. Telegram was my major source of responses and I also got to know what was happening on the ground.”

Sarah: “So, when you identify as a researcher and ask them these questions there is a certain expectation of allyship. So, I started asking them what they think is a good customer. That was a good entry point to assuring them that I was on their side. Some of them were still very cautious. We were talking about things like drunk women and they would be quick to tell me that not all women are bad. Or not all customers are bad. But discussing customers and their behavior was generally a good way to connect with them…”

For more details visit https://cis-india.org/raw/india-gig-work-economy-roundtable

Presentation to Amnesty International on researching the Future of Work

Admin — 2019-07-21T15:23:52Z

Aayush Rathi and Ambika Tandon made a presentation to Amnesty International on July 18, 2019.

Amnesty International is in the midst of designing its next big global strategy and were seeking inputs to 5 key questions (attached here). They were soliciting provocations to make sure that future of work issues are not left out of their vision and future strategy. Also invited was Will Stronge, director of Autonomy, a think tank in the UK. While he spoke about Autonomy's work that looks at future of work as enmeshed with climate change issues, we brought in a global South perspective and also made a case for why looking at gender is crucial, and why there is a need for methodological innovation in the study of the future of work. Click to view the presentation.

For more details visit https://cis-india.org/internet-governance/news/presentation-to-amnesty-international-on-researching-the-future-of-work

Lecture at International Summer School, Delhi

Admin — 2019-07-22T01:11:00Z

Ambika Tandon and Aayush Rathi, on July 12, 2019, delivered a lecture at the International Summer School, Delhi.

The ISS is in its 6th year now, and is convened annually as a six week academic program. The ISS is held in affiliation with the Department of Political Science at Jamia Millia Islamia - A Central University (JMI) and with regular support from the Ministry of External Affairs (MEA) over the years.

The lecture formed a part of the Innovation, Technology and the Future of Work course module at this year's edition. The speakers focused specifically on placing an intersectional lens to drive home the point that there will be not one future of work, but multiple. And how it is that we can begin to interrogate the various competing narratives that are being propagated. Ambika and Aayush also focused on how the present gendered ordering of the labour market stands to be reproduced in the various shapes work will take going forward.

The presentation can be accessed here.

For more details visit https://cis-india.org/internet-governance/news/lecture-at-international-summer-school-delhi

Future of Work in the ASEAN

aayush — 2020-03-05T19:22:50Z

A literature review of the future of work in automotive manufacturing and IT services in the ASEAN region, authored by Aayush Rathi, Vedika Pareek, Divij Joshi, and Pranav M B.

Read the research paper: Download (PDF)

Authored by Aayush Rathi, Vedika Pareek, Divij Joshi, and Pranav Bidare

Research assistance by Sankalp Srivastava and Anjanaa Aravindan

Edited by Elonnai Hickok and Ambika Tandon

Supported by Tides Foundation

Introduction

The world of work, and its future, have attracted a lot of attention in recent times. The discussion has been provoked by the confluence of recent technological breakthroughs that portend to have wide-ranging implications on work and livelihoods. In what has been termed the “Fourth Industrial Revolution” or “Industry 4.0” , the discussion has engaged numerous stakeholders. However, no shared understanding of what this future of work will look like has materialised. Historical scholarship around technological change and its impact on the labour market was focussed in the context of high-income countries. Contemporaneously, however, research is being produced that outlines the possible futures of work in low and middle-income contexts. It is exigent to generate scholarship dedicated to low and middle-income contexts given that in addition to technological drivers, the future of work will be mediated through region and country specific factors such as socioeconomic,geopolitical and demographic change.

For more details visit https://cis-india.org/internet-governance/blog/future-of-work-in-the-asean

COVID-19 Charter Of Recommendations on Gig Work

Aayush Rathi and Ambika Tandon — 2020-05-13T08:53:02Z

Tandem Research and the Centre for Internet and Society organised a webinar on 9 April 2020, with unions representing gig workers and researchers studying labour rights and gig work, to uncover the experiences of gig workers during the lockdown. Based on the discussion, the participants of the webinar have drafted a set of recommendations for government agencies and platform companies to safeguard workers’ well being. Here are excerpts from this charter of recommendation shared with multiple central and state government agencies and platforms companies.

Summary of discussions from the COVID-19 and Gig Economy webinar, authored by Zothan Mawii, Tandem Research

Contributors

Aayush Rathi, Ambika Tandon and Tasneem Mewa, The Centre for Internet and Society, India
Aditi Surie, Indian Institute for Human Settlements
Anita Gurumurthy and Nandini Chami, IT for Change
Astha Kapoor, Aapti Institute
Dharmendra Vaishnav, Indian Delivery Lions (IDL)
Janaki Srinivasan, International Institute of Information Technology, Bangalore
Kaveri Medappa, University of Sussex
Pradyumna Taduri, Fairwork Foundation
Rakhi Sehgal, Gurgaon Shramik Kendra
Sangeet Jain, Researcher
Shaik Salauddin, Indian Federation of App-based Transport Workers (IFAT)
Shohini Sengupta, Assistant Professor of Research, Jindal School of Banking and Finance
Simiran Lalvani, Independent researcher
Tanveer Pasha, Ola, Taxi 4 Sure and Uber Drivers and Owners’ Association (OTU)
P. Vignesh Ilavarasan, Researcher and professor, IIT Delhi
Vinay Sarathy, United Food Delivery Partners’ Union (UFDPU)
Vinay K. Sreenivasa, Advocate, Alternative Law Forum
Zothan Mawii, Iona Eckstein and Urvashi Aneja, Tandem Research

Context

The nationwide lockdown in response to the ongoing COVID-19 pandemic has had a devastating impact on ‘gig workers’ working for on-demand service platforms such as those providing ride-hailing, home-based work and food delivery services and also e-commerce companies. Those driving for on-demand transportation companies have lost their source of livelihood as services remain suspended.

Workers for on-demand delivery and home-based services, on the other hand, have been deemed “essential” and continue to work although demand has fallen drastically. Earnings for delivery workers have fallen to as low as INR 100-300 per day for a whole day’s work. Workers face a high risk of contracting COVID-19 due to their exposure to multiple customers. Apprehensions are rising after a delivery worker for Zomato tested positive for COVID-19 in New Delhi. Demand has fallen further but delivery workers must continue to put themselves and their families’ health and safety at risk with limited or no provisions for personal protective equipment or other safety measures offered by companies.

The relief works announced by the central and state governments do not specifically provide for ‘gig workers’. At the same time, the measures announced by on-demand service companies are inadequate, ambiguous and inconsistent. The eligibility, manner and quantum of relief and the process of availing relief is unclear to workers.

We urge you to bolster the socio-economic and healthcare protections for ‘gig workers’ in India in light of the outbreak of COVID-19. Any efforts aimed at directing relief to ‘gig workers’ will have to be combined, involving the central and state governments and on-demand service companies.

We suggest that the measures adopted incorporate the recommendations outlined below. The recommendations have been drafted after discussion between civil society actors including labour unions from delivery and transportation sectors, researchers, and activists. A summary of the discussions leading to this charter of recommendations can be found here.

Charter of Recommendation on Gig Work

For more details visit https://cis-india.org/raw/covid-19-charter-of-recommendations

Between Platform and Pandemic: Migrants in India's Gig Economy

Kaarika Das and Srravya C — 2021-12-06T16:04:07Z

In response to the rising number of COVID-19 cases in India, the central government announced a nationwide lockdown in March 2020.

Initially this was organised for three weeks, but it stretched on for over three months. With a mere four hours’ notice before banning all non-‘essential’ economic activities overnight, the Indian government imposed what has been described as one of the most stringent lockdowns worldwide. It shut down the railways, inter-state bus services, and all industrial, commercial, cultural and religious activities, bringing the economy to a standstill. In the weeks that followed this announcement, hundreds of poor migrant workers walked thousands of kilometers from major cities back to their villages, as the lockdown gutted their livelihood without providing any safety nets. Images of migrant workers traveling by foot for days forced the Indian public to acknowledge the existence and struggles of migrant workers. The pandemic has exposed the frailty of their livelihoods and brought their vulnerability into sharp focus.

The ‘gig’ economy in particular shapes the lives and livelihoods of a large migrant workforce. Gig workers working for on-demand platform services have been adversely impacted by the Covid-19 pandemic. Cab-hailing services came to a standstill in several Indian cities as the central government imposed a nationwide lockdown for over two months, restricting people’s movements. Food delivery and home-based services were deemed ‘essential’ services and continued to operate during the lockdown. However, migrant workers received little support from the platform companies as well as the government. Despite the overwhelming presence of migrants in the workforce, discussions of the so-called ‘platform economy’ have rarely focused on their vulnerabilities.

Neither here nor there

In 2000, Omer (all names are pseudonyms) migrated to Hyderabad from a village in the neighbouring Nagarkurnool district. He worked as a cab driver for a travel agency in the city. After working in the city for five years, he brought his wife and children to live with him. When Uber and Ola launched in Hyderabad in 2014, he became a ‘driver partner’ providing on-demand cab services. The nationwide lockdown since March 2020 gutted his livelihood, as movement was severely restricted. The burden of rent and living expenses in the absence of his regular income forced Omer to return to his village in Nagarkurnool district. He weighed his earning potential as a cab driver against the risk of being infected and chose to leave the city.

However, the choice to leave the city did not exist for all. Mani, a cab driver now based in Chennai, had moved to the city 10 years ago from a neighbouring town, Ranipet, to find employment as a driver. Before joining Ola, he worked as a night shift driver for an IT company in the city. In the wake of the pandemic and lockdown, he avoided returning to his hometown fearing the wrath of lenders he owed money to. He had taken out a loan while he could still work over 10 hours a day. Lenders in towns such as Ranipet are known to visit the homes of borrowers and harass them in the presence of family and neighbours. Fearing public humiliation, Mani decided to stay in Chennai. Similarly, Jagan, another driver in Hyderabad, also chose not to return to his village which was just 80kms from the city. He explained that only those who owned land could afford to return to the village. Without any land or house, he had nothing to go back to.

Jagan and Mani were unable to earn their livelihood during the lockdown. Fuel prices were a major concern for workers in cab-hailing services as well as food delivery. Within three months of the lockdown, the price of petrol was increased by about Rs. 14 (approx. $0.19). Far from accounting for this rise in fuel prices, on-demand platforms reduced the per kilometer rates for workers. For instance, Swiggy, a popular on-demand food delivery company, brought down the per-kilometer rate for its delivery executives from Rs. 35 (approx. $0.48) per delivery to Rs.15 (approx. $0.21). Since the lockdown in March, platform workers have staged repeated strikes, protesting against the plummeting rates, suspension of incentives and demanding extension of moratorium on loan repayments.

Those who were unable to return to their hometown or village had to find alternate sources of income to continue to sustain their families’ basic needs. Both Jagan and Mani began working as contract labour in nearby construction sites.

For Omer, who returned to his village, things were not great either. A couple of months after his return, he was still on the lookout for a job while occasionally driving a tractor or lorry. Having lived in the city for close to two decades, returning to his village had not been easy. Besides the struggle to find gainful employment, adjusting to rural life had been a challenge:

I am 40 years old – the chances of me getting a job is negative… my situation has become like ‘Dhobi ka kutta na ghar ka na ghat ka’ [I belong neither here nor there] – Omer

Migrant Workers in a Gig Economy

Even though the above narratives of migrant workers are specific to the challenges presented by COVID-19, the labour and livelihood outcomes are a result of structural conditions long preceding the pandemic’s outbreak.

Reports suggest that a significant proportion of platform workers in Indian cities are migrants who moved there in search of employment. While the exact magnitude of migrants engaged in digital platforms is hard to discern, our interviews with trade union leaders and migrant platform workers indicated that intra-state migrants from neighboring peri-urban and rural districts constitute a large part of the platform workforce. Dharmendra, who heads Indian Delivery Lions—a union of food delivery partners in Jaipur – pointed out that as rural India remains starved of adequate livelihood opportunities, people are pushed to the city in search of greener pastures. Even for those engaged in farm activities, seasonal unemployment is a recurrent phenomenon. This is amplified by the deteriorating climatic conditions, which further pushes seasonal agrarian workers into the urban informal sector. Thus, rural agrarian workers facing seasonal unemployment engage in digital labour markets as a short-term adaptive strategy.

In terms of demographic profiles, recent migrants to the city, especially those hailing from a different state, and younger migrants typically opt to work in the food delivery sectorSuch financial constraints also impact migrant workers engaged with ride-hailing apps, as they are less likely to own a car. Owning a bike (for food delivery) is far less expensive than owning a car (for transportation services), which incurs more expenses and leads to a higher debt burden and longer repayment commitments. Instead, they usually drive leased cars from the on-demand service companies, or are employed at a fixed wage by car-owners who have attached themselves to Ola or Uber. In both these arrangements, migrant gig workers are under pressure to pay a fixed daily fee (for the lease) or meet the car-owners’ targets. Hence, they do not enjoy much, if any, agency over their time or work.

Migrant workers who are already in cities tend to transition to on-demand gig work. For migrant workers like Mani and Omer, on-demand work with its lucrative incentives and promise of flexibility presented an appealing alternative to their under-paying jobs that hardly met their needs. Migrant workers are economically more vulnerable; most of their earnings go into paying rent and repaying debt while barely managing their living expenses or sending remittances back home. Vinay Sarathy, the President of Food Delivery Partners Struggle Committee, pointed out that “many migrant bachelors live together cramped up in a single room, to save on rent and send more remittance to cope with financial hardship back home.” Such struggles, unique to migrants, often remain invisible.

“Landlords are not accommodative, security is an issue. Everything is so much more expensive. Schooling, for instance, is costly. In the village, Rs. 3000 ($41 approx) is sufficient for school fees, but in the city, it is not less than Rs. 8000 ($109 approx). Rent is a major concern too. 80% of income goes on rent and school fees. Only the remaining can be for daily expenditure”. – Omer, a gig worker in the transportation sector

The lack of social institutions to support migrant gig workers in the city and the government’s failure to provide long-due welfare measures frequently leave them on the city’s fringes.

Against such a backdrop, the platforms’ lucrative income stream fulfilled migrant workers’ basic desire to secure a stable livelihood. So much so that even migrant workers like Mani and Jagan, who were previously engaged in salaried driving jobs, switched to platforms, tempted by the prospect of improved earnings. The chance to be a ‘partner’ with the ‘flexibility’ to decide one’s work timings made platforms an appealing alternative to low-waged precarious work in the unorganised sector, where migrant workers are generally employed.

While the initial motivation to join platforms resulted from the expectation of better income, improved working conditions, and the perceived social standing of being attached to a company, these aspirations remain unfulfilled. Inadvertently, migrant workers’ movement towards on-demand work ensured a steady supply of gig workers for on-demand service companies, which consolidated their presence in the service sector. After successfully capturing the market, companies started slashing incentives for all workers. Such impunity and indifference wielded by platforms, in large part, can be attributed to the guaranteed supply of migrant workers. The acute vulnerability of being unemployed compels distressed rural migrants from nearby districts and suburbs to take up any job, regardless of how exploitative it may be. This latent supply of migrant workers gives platform companies the leverage to arbitrarily depress incentives, extract larger commissions, and even dismiss workers. Migrant workers thus become the de-facto “reserve army of labour” for on-demand companies.

Comply or quit?

In the aftermath of the Covid-19 lockdown, migrant gig worker’s livelihoods have been reduced to a hand-to-mouth existence, foregrounding the fatal overlap between the two axes of vulnerability: migration and gig work.

Historically, migrant workers have been concentrated in occupations characterised by precarity and informal work arrangements without fixed-pay or binding contracts. Workers who transitioned to on-demand platforms were motivated by the promise of better conditions of work and pay. The initial appeal led them to view platforms as a dignified alternative to their profession. Many were also lured by the notion of independence and flexibility afforded by the platform. To be one’s boss and not be answerable to anyone was unheard of and a welcome change to the subservience that most workers had grudgingly internalized as a professional prerequisite. However, contrary to the big claims and initial promises, platforms began to replicate work arrangements in the informal sector. The result is that workers are rarely provided fair wages, social security, or paid leave. There is no meaningful choice for them to exercise, as they are effectively left with two alternatives—comply or quit.

Trapped between exploitative working conditions and being unemployed, workers lack any real negotiating power. Even as gig workers across the country continue to protest for better work conditions, platforms remain indifferent, assured of the guaranteed labour supply. As summarized by Dharmendra, “the agenda of the platforms presently is to recruit new workers – they have already begun advertising for jobs even amidst the pandemic, as incidents of protests keep rising! We’re expecting that they’ll fire old workers (engaged in protests) and recruit those who are presently unemployed”.

Kaarika Das is Research Scholar at NIEPA and Srravya C is researcher in the Humanizing Automation project at IIIT Bangalore. This work was produced as a part of their research with the Centre for Internet and Society, India.

We would like to thank Ambika Tandon, Aayush Rathi and Kaveri Medappa for their inputs and feedback at various stages of this research. We are grateful for the support from the Internet Society Foundation to the Centre for Internet and Society, India (CIS), which made this research possible. A full report on migration and the gig economy in India is forthcoming on CIS’s website.

For more details visit https://cis-india.org/raw/caught-between-the-platform-and-the-pandemic-locating-migrants-in-indias-gig-economy

Are India’s much-lauded startups failing their women workers?

Abhishek Sekharan and Ambika Tandon — 2021-12-06T16:24:36Z

Recent protests outside Urban Company’s head office highlight the gendered nature of work in the country’s digital economy.

On October 8, more than 100 women beauty workers gathered outside the head office of Urban Company in Gurgaon to protest against their work conditions. The firm, an on-demand platform for home-based services, initially responded by clamping down on protesters, threatening to block their IDs and inviting police action on them.

After continued pressure from workers and media, the company reaffirmed its commitment to “giving a voice to the voiceless” and eventually announced some measures to partly meet workers’ demands.

This was arguably the first widely-reported instance of women working with digital platforms publicly organising to take collective action. A deeper look at their demands sheds light on the gendered nature of work under India’s much-lauded tech startups.

Women’s labour market decisions are structured around trade-offs between paid work and unpaid care work at home. They also face constraints around physical mobility, security and negative familial attitudes towards their work. Digital platforms have been touted as game-changers that will increase women’s workforce participation and earnings, because of the flexibility their model offers to workers to control their work.

However, far from increasing workers’ agency, platform models continue to reinforce gender norms and fail to account for factors that shape women’s work. The recent protests are a reminder that there is much to be corrected if work on platforms is to enhance women’s economic outcomes.

Flexibility for whom?

The term “flexibility” can be understood in various ways. From the workers’ perspective, it is usually understood as the ability to choose when and how much to work. Most platforms, including Urban Company, advertise this as one of their goals.

However, from the firms’ perspective, it could mean minimising input costs while achieving high labour turnover and service quality. Platforms deploy a range of strategies to manage workforce flexibility and match concurrent demand. Key among these is the system of ratings that determine the number of leads offered to workers and may also be used to coerce them into working longer hours and performing unpaid tasks to satiate customer demands.

In Urban Company’s case, workers’ ratings are determined not just on the basis of customer feedback, but also the rates at which workers accept or cancel tasks. This becomes antithetical to increasing flexibility – workers find themselves compelled to work longer hours to meet incentives and avoid penalties. Women who find work through the app have significant childcare responsibilities, and in many cases are sole earners in female-headed households.

Suman, a single mother working as a prime service partner asked us, “When my child has an accident, will I care about the ratings or penalties? I have to stay at home and take care of him. How will I take orders then if they keep giving me leads?” Workers often face penalties such as non-negotiable deductions from wages and permanent account blockages upon low response and high cancellation rates.

As Suman’s account illustrates, these penalties make it very difficult for women to take leaves for even short intervals. The list of demands put forth by workers also includes the ability to log out from the platform for longer periods on account of maternity or other personal obligations, without rejoining fees being deducted.

Another way in which Urban Company manages workforce flexibility is through the use of artificial and arbitrarily determined service categories. During the pandemic, amidst intense fluctuations in consumer demands and spending habits, the firm introduced five sub-categories under their beauty service vertical – classic, prime, silver plus, gold plus and lux. Classification of workers into these categories was primarily based on ratings, without taking into consideration prior experience or quality of work.

For workers in the classic category, such arbitrary classifications without considering prior experience in the beauty sector or quality of work could amount to deskilling and undervaluation of their work. Workers who have been promoted to higher categories have shared several negative implications including higher costs for uniforms and equipment, increased distance between customer locations and reduced leads with higher commission rates. In effect, these categorisations further obfuscate the rationale for lead generation and upskilling for workers.

The authors asked Urban Company about these and other matters. This article will be updated if the firm responds.

Absence of support

A key concern highlighted by workers is regarding the complete absence of infrastructural support necessary for dignified work. Women spend long hours commuting between their homes and multiple service locations where they receive orders. Many find it difficult to access critical amenities such as drinking water and toilets while on the commute and are denied these even within customers’ homes due to entrenched caste prejudices and discriminatory practices.

Companies also fail to support workers in case of emergencies, which has emerged as a key cause for concern among women who often work in private spaces such as customers’ homes. Workers emphasise the need for a human to respond to their calls in case of an emergency, rejecting technological solutions such as automated helplines and SOS buttons that leave workers to fend for themselves in case they are harassed by customers or in transit.

Beyond considerations of platform design and infrastructure, workers highlight the structural precarity that stems from the business model of platform companies. The “entrepreneurship” model put forth by companies does not allow workers to access the income security that comes with regular-wage employment, nor the control and agency that is necessary for self-employment.

Media reports after the protests have lauded Urban Company for being nimble and transforming work relations in ways that are responsive to workers’ demands. What is missed in public discourse are the efforts taken by hitherto unorganised workers to bring the firm to the negotiating table with little external support, while also balancing paid work and care responsibilities.

These movements are gaining ground across sectors to hold bigger companies accountable for extracting labour from workers while claiming to empower them. Exploitative practices across lesser-known platforms remain invisible and unchecked, with most continuing with business as usual. If workers’ collective voices are to transform industry-wide conditions, it becomes imperative to listen, amplify and act on their recommendations.

Ambika Tandon and Abhishek Sekharan are researchers at the Centre for Internet and Society, where they study the impact of digital platforms on labour cultures in India. Read the original published in Scroll here

For more details visit https://cis-india.org/raw/are-indias-much-lauded-startups-failing-their-women-workers

AI in the Future of Work

ambika — 2021-12-07T01:51:42Z

Artificial Intelligence and allied technologies form part of what is being called the fourth Industrial Revolution.

Some analysts project the loss of jobs as AI replaces humans, especially in job roles that consist of repetitive tasks that are easier to automate. Another prediction is that AI, as preceding technologies, will enhance and complement human capability, rather than replacing it at large scales. AI at the workplace includes a wide range of technologies, from machine-to-machine interactions on the factory floor, to automated decision-making systems.

Studying the Platform Economy

The platform economy, in particular, is dependent on AI in the design of aggregator platforms that form a two-way market between customers and workers. Platforms deploy AI at a number of different stages, from recruitment to assignment of tasks to workers. AI systems often reflect existing social biases, as they are built using biased datasets, and by non-diverse teams that are not attuned to such biases. This has been the case in the platform economy as well, where biased systems impact the ability of marginalised workers to access opportunities. To take an example, Amazon’s algorithm to filter workers’ resumes was biased against women because it was trained on 10 years of hiring data, and ended up reflecting the underrepresentation of women in the tech industry. That is not to say that algorithms introduce biases where they didn’t exist earlier, but that they take existing biases and hard code them into systems in a systematic and predictable manner.

Biases are made even more explicit in marketplace platforms, that allow employers to review workers’ profiles and skills for a fee. In a study of platforms offering home-based services in India, we found that marketplace platforms offer filtering mechanisms which allow employers to filter workers by demographic characteristics such as gender, age, religion, and in one case, caste (the research publication is forthcoming). The design of the platform itself, in this case, encourages and enables discrimination of workers. One of the leading platforms in India had ‘Hindu maid’ and ‘Hindu cook’ as its top search term, reflecting the ways in which employers from the dominant religion are encouraged to discriminate against workers from minority religions in the Indian platform economy.

Another source of bias in the platform economy are rating and pricing systems, which can reduce the quality and quantum of work offered to marginalised workers. Rating systems exist across platform types - those that offer on-demand or location-based work, microwork platforms, and marketplace platforms. They allow customers and employers to rate workers on a scale, and are most often one-way feedback systems to review a worker’s performance (as our forthcoming research discusses, we found very few examples of feedback loops that also allow workers to rate employers). Rating systems have been found to be a source of anxiety for workers, as they can be rated poorly for unfair reasons, including their demographic characteristics. Most platforms penalise workers for poor ratings, and may even stop them from accessing any tasks at all if their ratings fall below a certain threshold. Without adequate grievance redressal mechanisms that allow workers to contest poor ratings, rating systems are prone to reflect customer biases while appearing neutral. It is difficult to assess the level of such bias without companies releasing data comparing ratings of workers by their demographic characteristics, but it has been argued that there is ample evidence to believe that demographic characteristics will inevitably impact workers ratings due to widespread biases.

Searching for a Solution

It is clear that platform companies need to be pushed into solving for biases and making their systems more fair and non-discriminatory. Some companies, such as Amazon in the example above, have responded by suspending algorithms that are proven to be biased. However, this is a temporary fix, as companies rarely seek to drop such projects indefinitely. In the platform economy, where algorithms are central to the business model of companies, complete suspension is near impossible. Amazon also tried another quick fix - it altered the algorithm to respond neutrally to terms such as ‘woman’. This is a process known as debiasing the model, through which any biased connections (such as between the word ‘woman’ and downgrading) being made by the algorithm are explicitly removed. Another solution is diversifying or debiasing datasets. In this example, the algorithm could be fed a larger sample of resumes and decision-making logics from industries that have a higher representation of women.

Another set of solutions could be drawn from anti-discrimination law, which prohibit discrimination at the workplace. In India, anti-discrimination laws protect against wage inequality, as well as discrimination at the stage of recruitment for protected groups such as transgender persons. While it can be argued that biased rating systems lead to wage inequality, there are several barriers to applying anti-discrimination law for workers in the platform economy. One, most jurisdictions, including India, protect only employees from discrimination, not self-employed contractors. Another challenge is the lack of data to prove that rating or recruitment algorithms are discriminatory, without which legal recourse is impossible. Rosenblat et al. (2016) discuss these challenges in the context of the US, suggesting solutions such as addressing employment misclassification or modifying pleading requirements to bring platform workers under the protection of the law.

Feminist principles point to structural shifts that are required to ensure robust protections for workers. Analysing algorithmic systems from a feminist lens indicates several points in the design at which interventions must be focused to ensure impact. The teams designing algorithms need to be made more diverse, along with integrating an explicit focus on assessing the impact of systems at the stage of design. Companies need to be more transparent with their data, and encourage independent audits of their systems. Corporate and government actors must be held to account to fix broken AI systems.

Ambika Tandon is a Senior Researcher at the Centre for Internet & Society (CIS) in India, where she studies the intersections of gender and technology. She focuses on women’s work in the digital economy, and the impact of emerging technologies on social inequality. She is also interested in developing feminist methods for technology research. Ambika tweets at @AmbikaTandon.

The blog was originally published in the Organization for Ethical Source

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‘Future of Work’ in India’s IT/IT-es Sector

Aayush Rathi and Elonnai Hickok — 2020-04-28T09:52:59Z

The Centre for Internet and Society has recently undertaken research into the impact of Industry 4.0 on work in India. Industry 4.0, for the purposes of the research, is conceptualised as the technical integration of cyber physical systems (CPS) into production and logistics and the use of the ‘internet of things’ (connection between everyday objects) and services in (industrial) processes. By undertaking this research, CIS seeks to complement and contribute to the discourse and debates in India around the impact of Industry 4.0. In furtherance of the same, this report seeks to explore several key themes underpinning the impact of Industry 4.0 specifically in the IT/IT-es sector and broadly on the nature of work itself.

Read the complete case-study here: Download (PDF)

Introduction

Scholarship on 'Industry 4.0' that has emerged globally has sought to address the challenges of technological forecasting as it relates to work in varied forms. For instance, the Frey-Osborne methods examine characteristic tasks of each occupation and suggest that almost half of all jobs in the United States and other advanced countries are at risk of being substituted by computers or algorithms within the next 10 to 20 years. [1] On the other hand, scholars such as Autor and Handel as well as research produced by OECD on this subject argue that occupations as a whole are unlikely to be automated as there is great variability in the tasks within each occupation. [2] Existing literature on the impact on jobs in the IT sector in India too have arrived at mixed conclusions. Reports have raised concerns about job loss in the sector as a result of automation [3] whilst it has also been reported that employment from the IT sector reached 3.86 million in 2016-17 and an addition of around 105,000 was witnessed in FY18 itself. [4]

In this context, it is crucial to start by developing an understanding of which technologies are at the forefront of bringing in Industry 4.0. Such an understanding will further help understand which jobs, and more specifically, job functions are at the greatest risk of being replaced by automation technologies. To further contextualise the impact, it is imperative to develop a comprehensive understanding of how job functions are organised within the sector itself. This becomes especially relevant with the emphasis Industry 4.0 places on the horizontal and vertical integration of the various technologies constituting Industry 4.0. [5]

It is anticipated that to stay ahead of the curve of ‘technological unemployment’ there will be significant skilling and re-skilling challenges to enable new talent addition around emerging job roles. [6] The skilling challenge gains enhanced importance in the broader context of nurturing an inclusive digital economy. [7] This is particularly relevant in the context of female labour force participation, since it has been predicted that job creation will be concentrated in sectors where females are underrepresented and difficult to retain, while sectors with higher female participation, such as secretarial work, will undergo job loss. [8]

However, it is not clear how these trends will play out in the future, particularly because other structural changes are taking place simultaneously (such as globalisation and protectionism, demographic change, policy making, technological adoption etc.).

Objective and Scope

This research seeks to contribute to existing studies and dialogue on the impact and effect of industry 4.0 on work in the Information Technology services (IT) sector in India. Though the research focuses on the impact of technologies that comprise Industry 4.0, such technologies are frequently interchanged with the words ‘automation’ and ‘digitisation’. Thus, the desk research also examines the impact of ‘automation’ and ‘digitisation’ on the IT sector in India. The case study looks atthe IT sector broadly and where applicable, calls out information specific to sub-sectors such as IT enabled services (IT-eS) or Business Process Management (IT-BPM). The IT sector in India is uniquely placed; it is producing the technologies that are disrupting work in other industries as well as implementing them internally. This report focuses on the latter, but brings into context the former when relevant to work in the sector.

By drawing out trends and providing an analysis of contextual, quantitative and qualitative data on changes to work and labour markets in India as a result of technological uptake, it is anticipated that comparative research can be enabled by creating a framework that can be replicated in other, particularly developing, contexts.

References

[1] Carl Benedikt Frey and Michael A. Osborne, 2013. The future of employment: How susceptible are jobs to computerisation?, Oxford Martin School, September.

[2] See David H. Autor & Michael J. Handel, 2013. “Putting Tasks to the Test: Human Capital, Job Tasks, and Wages,” Journal of Labor Economics, University of Chicago Press, Vol. 31(S1), pages S59 -S96. See also: Future of Work and Skills, The Organisation for Economic Co-operation and Development, February 2017.

[3] Business Today, AI, automation will cost 7 lakh IT jobs by 2022, says report. (November 7, 2017) Retrieved https://www.businesstoday.in/sectors/it/ai-and-automation-to-cost-7-lakh-it-jobs-by-2022-says-report/story/259880.html

[4] Advantage India, India Brand Equity Foundation. Retrieved https://www.ibef.org/download/IT-ITeS-Report-Apr-2018.pdf

[5] Embracing Industry 4.0 -and Rediscovering Growth, Boston Consulting Group. Retrieved https://www.bcg.com/capabilities/operations/embracing-industry-4.0-rediscovering-growth.aspx

[6] India’s Readiness for Industry 4.0 -A Focus on Automotive Sector, Grant Thorton and Confederation of Indian Industry. Retrieved http://www.nasscom.in/sites/default/files/NASSCOM_Annual_Guidance_Final_22062017.pdf

[7] G20 Insights, Bridging the digital divide: Skills for the new age., Retrieved http://www.g20-insights.org/policy_briefs/bridging-digital-divide-skills-new-age/

[8] World Economic Forum, The Future of Jobs -Employment, Skills and Workforce Strategy for the Fourth Industrial Revolution, (January 2016).

For more details visit https://cis-india.org/internet-governance/blog/future-of-work-in-india-it-it-es-sector