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As people talk about the potential for machines to surpass humans, the parallel debate between “time” priority and “results” priority has gained significant attention. The traditional 40-hour, five-day work week is increasingly being questioned, with more and more people striving to meet the 70-hour standard in order to remain competitive and relevant.
One thing to note at the outset of this debate is that the “40-hour rule” generally only applies to Indian corporate and government jobs. This group of people constitutes less than 15% of India’s workforce.
85% of our workforce is made up of self-employed workers, informal workers, contractors, freelancers, part-time workers or daily wage workers. For this large group of members of the public, a typical working day begins at 8 a.m. and lasts until 8 p.m. or longer. While this may not be entirely desirable or ideal, it is the reality.
Having said that, let’s look at what 8 to 8 working days looks like for three core demographic groups of our workforce – women, the informal sector and people with disabilities.
50% of the population – women in the workforce
Almost half of India’s population is female. For most of them, the 70-hour work week presents unique challenges. Traditionally and culturally, women find themselves playing multiple roles at work and at home. While some segments of society have made progress in breaking down gender barriers, overall, women still face a disproportionate burden of household responsibilities—often referred to as the “double shift.” The extended work week amplifies this challenge, creating a tightrope that many women must walk.
Longer working hours can also impact work-life balance and women’s overall well-being. Multiple studies indicate that working long hours can lead to stress, burnout, family discord and mental health problems. This can push women into having to make a choice that could be detrimental to their lives in the workplace or in their lives outside of the workplace. What’s more, while women grapple with the demands of working long hours, they may face barriers to career advancement, perpetuating the existing gender pay gap.
Informal sector – hard work and long hours
The informal sector accounts for the largest portion of the workforce and operates outside traditional labor regulations and structures. These include agricultural labourers, construction workers, shopkeepers, street vendors, autorickshaw and truck drivers, roadside hotel workers, domestic help and other daily wage earners who work extended hours to make ends meet.
Although technical support jobs can enjoy shorter working hours, working 70 hours a week is not an option in the informal sector, but an inevitable result of economic instability.
For the informal sector, the focus is no longer on the debate between “working hours” and “results”, but more on the urgent need for income. The lack of job security and benefits associated with informal work means employees are forced to work longer hours to ensure their livelihood. As we assess the impact on the sector, it is clear that the issue of informal employment requires a more comprehensive approach that includes social safety nets, educational opportunities and the creation of mainstream jobs as seen in the Western world.
People with Disabilities – Dilemma
If the 70-hour work week becomes more desirable and feasible for employers, we may see complex and multifaceted impacts on the hiring and retention of people with disabilities. This is when Indian companies are sitting up and realizing the positive business impact of hiring people with disabilities.
Despite evidence that people with disabilities often have unique strengths, perspectives and solutions that contribute significantly to team success, they still face challenges in employment. These challenges include accessibility issues, the need to take time off for medical care, and traditional biases against hiring them.
On top of this, challenges are compounded by 70-hour workloads, which may make it difficult for some people with disabilities to keep up with the long hours. In fact, extended work hours may discourage people with disabilities from applying for jobs, as they may anticipate difficulties managing their disabilities within such a demanding schedule. Employers must therefore recognize that a one-size-fits-all approach to working hours will not meet the diverse needs of people with disabilities.
That said, workplaces and businesses do have to do what they plan to do. In short, they must create value. A short-sighted, fleeting view limits this value to financial profit. In contrast, a more lasting, significant and socially responsible view of value creation involves having a positive impact on society.
The debate between “timing” and “outcome” therefore goes beyond a simple dichotomy and requires a nuanced understanding of its impact on different populations before it can be settled.
—author, Nirupama VG is the Managing Director of Ad Astra Consultants, a leading human resources consultancy firm. The views expressed are personal.
(Editor: CH Unnikrishnan)
First published: February 17, 2024 at 7:18 AM (IST)
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