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Would You Like a Thirty-Hour Workweek?

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Authors: Meena Miriam Yust and Arshad M. Khan

In the earliest days, foraging was key.  Fruits, berries, edible plants and roots comprised a varied diet, the roots often mashed and made into meal. 

Then there were days when the men — usually layabouts for foraging — would get the urge in their bellies for meat.  That was when all the chatting and bonding paid off.  Working together they could down a large beast and share the meat with the whole group … feasting for several days. 

No nine-to-five slavery in those times, no five-day work week.  That is all of recent vintage.  And it leads to an unmistakable Monday morning feeling …  

Millions of alarm bells sound in the wee hours of the morning, as semi-comatose individuals slide their snooze buttons hoping for a moment’s rest before the inevitable rush to the office.  The weekend is over.  Fun over, work beckons.  Marching along like ants going to their own funeral, masses of people will soon swarm into the subway, vying for a seat in a stench-free area, surrounded shoulder to shoulder with others like them. 

And for what when we know first hand that wage buying power hasn’t changed in decades while US income inequality continues to grow.  Good luck to the rich who keep getting richer as the stock market booms while trends in wealth show the lower 60 percent have seen a net worth decline.  Can we ever get a real wage increase?  Yes, by working fewer hours for the same weekly salary when the over overtime on a few hours more would boost our financial health.  More money and free time makes for a happier work and life balance.  Just as raising the minimum wage, it would have an impact on pay inequality as economist Ben Zipperer made clear in his testimony before Congress last year.      

For most of us, next come the Tuesday blues, that lethargic, listless feeling of no escape.  Wednesdays mark the halfway point, Thursdays bring the hope of almost-Friday, and then Friday arrives with the joy of the weekend break.  But soon it will be Monday morning again.  The majority of our lives are spent working.   The weekend leaves barely enough time for recovery, laundry, and if we’re lucky a smidgen of fun, before returning to the tedium of the five-day work week.   It’s not that the powers that be are unaware of our circumstances.  As long ago as 1935, the Senate Judiciary Committee held thirty-hour work week hearings but the idea failed to get traction. . 

But is this weekly misery necessary?  And where did it come from?

One year marks an orbit of the Earth around the sun.  Months too are derived from astronomy. Five thousand years ago, the ancient Sumerian calendar had 12 months marked by the sighting of a new moon.  They did not have weeks.  And archaeologists have discovered a hunter gatherer calendar from Aberdeen, Scotland dating farther back from 8,000 B.C., which also appeared to mimic phases of the moon to track months.  

The history of the seven-day week leads us to Babylon 4,000 years ago.  With a lunar month they used seven days to represent each of the four phases of the moon, adding an intercalary day(s) to synchronize it to the actual lunar cycle.  All of which worked out very well because they believed there were seven planets in the solar system and deemed the number significant.  The seven-day week eventually spread to Egypt, Greece, and thence to India, China and Rome, ending up in the Gregorian calendar we use today. 

The five-day work week was first introduced in a New England mill in 1908.  Before this, Saturdays were a half day and Sundays a holiday.

It was not expected that humans would still be doing this a century later.  John Maynard Keynes in 1930 predicted that the work week would be reduced to 15 hours, within a couple of generations, due to advancements in technology.  In 2017, economist and historian Rutger Bregman put forward its feasibility by 2030 in his best seller, Utopia for Realists.  A Senate subcommittee in 1965 also predicted we would be working 14-hour weeks by the year 2,000.  

More recently, companies have started to study whether there are benefits to a four-day work week.  Microsoft Japan recently reported the results of a four-day work week study.  The company had employees work four days while receiving five-day pay.  The results were striking – a whopping 40% increase in productivity.  The firm also reported increased efficiency in several areas, including lower electricity and paper usage.

A New Zealand company Perpetual Guardian in 2018 experimented with a four-day work week with five-day pay.  It resulted in a 20 percent increase in productivity while employees experienced a 45 percent improvement in work-life balance.  The company has now made the policy permanent. 

Another example is a company called Basecamp.  Employees work 8 hours a day for four days. Jason Fried, the CEO, states in a New York Times op-ed that “Better work gets done in four days than in five.”  

Despite the jokes about civil servants they do work, and some very hard.  In a study of British civil servants, it was determined that those who worked 55 hours per week showed a comparatively greater cognitive decline some three years later than those working for 40 hours.  Imagine what happens to us when we extend this to a lifetime of 40-plus-hour weeks. 

The question is, do we need to work even 40 hours per week?  If Keynes predicted humans would only need to work 15 hours by this point in time, and there has been an explosion of technological advancements in the last 30 years unimaginable to him — from computers to robotics to the internet and advancements in every type of engineering and medical field — then why are we still 40-hour slaves, particularly when the Basecamp example has demonstrated that 32 hours per week is equally or perhaps more productive? 

Next is the question of whether even 32 hours, as at Basecamp, are necessary.  David Graeber is an anthropologist at the London School of Economics.  His 2018 book Bullshit Jobs: A Theory describes jobs that appear to have no useful purpose.  These are far more common that one might expect.  In a poll of British citizens, 37% considered their jobs meaningless.  In the Netherlands, 40% of respondents believed their job had no reason to exist.  Graeber defines bullshit jobs as “a form of paid employment that is so completely pointless, unnecessary, or pernicious that even the employee cannot justify its existence even though, as part of the conditions of employment, the employee feels obliged to pretend that this is not the case.”  

In many of these jobs, employees sit at a desk five days a week with nothing to do.  In other jobs, higher management invents tasks for subordinates to complete solely to fill their time.  Some jobs exist merely for appearances.  He splits them into categories, encompassing jobs with which we are all too familiar.  “Flunkies” serve the purpose of making others feel superior (these include doormen, assistants, etc.).  “Goons” encompass those such as the public relations professional whose job is to show the public that Oxford is a top school!  “Duct tapers” are people in an organization who have to deal with its incompetence.  For example, the person who handles lost luggage at an airport or addresses complaints on the phone. “Box tickers” are designed to look busy and push paper work forward. “Taskmasters” are split into two types – those that assign more bullshit work to subordinates “bullshit generators”, and those who supervise people who do not need supervision. 

For the 60% of people who do not have “bullshit jobs” – studies have shown that fewer work days increases productivity and efficiency, not to mention mental well being.  Companies will be more efficient, workers will work better and will be rested and refreshed, and employees will be more likely to stay in their jobs.  It’s a plus-sum game if the work week is cut to 30 hours/ 4 days forthwith.  Anything beyond 30 hours would be overtime, at time-and-a-half rates.  The proposal is still twice John Maynard Keynes’ 15-hour expectation.  

There is another very good reason for this proposal:  Real wages in the US have been stagnant since the 1960s while the GDP is up over four fold and the stock market Dow is up about ten times, also in real terms i.e. after allowing for inflation.  It means stock and asset holders have been getting much, much richer while the working sucker is getting nowhere.  Cutting the work week down is a fair way to get part way (a very small part) even.  It is 25 percent less work and a one-third real increase in wages making a minor dent in the horrendous inequality in the US, which happens to be way ahead in this dubious honor among all developed countries. 

It is a long time since the hunter gatherers of Scotland or the Babylonians.  Their week remains ingrained, and the weekend created thousands of years later expanded from the Biblical single day of rest to one-and-a-half days in England, and then finally to two in New England at the beginning of the 20th century.  A hundred years later, is it not high time we advanced to three days?  Or perhaps to diminish the chances of worse Monday morning blues, it might be better to work two days, have a day off, then two more days of work before the regular weekend.  Humans were not designed for undue stress, we were designed for leisure, to be gathering food as we need it, and occasionally hunting, as the Scots mentioned earlier, and others of our ancestors did happily for generations.  

Authors’ Note:  This article first appeared on Truthout.org in a shorter edited version.

Meena Miriam Yust is an attorney based in Chicago, Illinois. Educated at Vassar College and Case Western Reserve University School of Law, she published a draft Migratory Insect Treaty with commentary in the Case Western Reserve Journal of International Law.

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Economy

Mosul’s recovery moves towards a circular economy

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Five years since the end of the ISIL(so-called Islamic State in Iraq and the Levant) conflict in 2017, the International Organization for Migration (IOM) in Iraq and the UN Environment Programme (UNEP), with funding from the Government of Japan, has established a debris recycling centre in Mosul. After its initial use, the centre has now been handed over to Mosul Municipality for its continued, sustainable operation.

“On behalf of the Iraqi Government, the Ministry of Environment expresses its gratitude to the Government of Japan for generously supporting this important project and to UNEP and IOM for enabling the sustainable management of the huge quantities of conflict debris and restabilization of the liberated areas in an environmentally sustainable manner,” said Iraq’s Minister for Environment, Dr. Jasim Abdulazeez Humadi.

The handover of the Mosul debris recycling centre marks a significant step in the sustainable management of the huge volumes of debris — an estimated 55 million tonnes — created by the ISIL conflict. It also opens the way for the recycling of routine construction and demolition waste, contributing to ‘building back better’ and an increased circularity in Iraq’s development.

UNEP West Asia Regional Director, Sami Dimassi, emphasized that “by reducing waste, stimulating innovation and creating employment, debris recycling also creates an important business opportunity.” Indeed, construction companies in Mosul have expressed interest in purchasing the recycled aggregate, thereby underscoring the longer-term sustainability of debris recycling.

“This project supports recovery and livelihoods by drawing on principles of a circular economy, wherein waste and land pollution is limited through production processes that reuse and repurpose materials for as long as possible,” explained IOM Iraq Chief of Mission, Giorgi Gigauri. “Collaboration and sustainability are key priorities in IOM’s work toward durable solutions to displacement, and we are pleased to have partnered with UNEP and the Government of Japan so that this is represented not only in the function of the plant itself, but also in its functioning, by supporting local authorities to be prepared to effectively operate the plant moving forward.”

On 28 July 2022, Mosul Municipality hosted an event to officially hand over the debris recycling centre, attended by senior government officials and academia, as well as representatives from IOM, UNEP and the United Nations Assistance Mission for Iraq (UNAMI).

Masamoto Kenichi, Charge d’Affaires, Embassy of Japan to Iraq stated: “We are glad to know that the project funded by the government and people of Japan has contributed to cleanup of debris and reconstruction of Mosul. We would like to commend UNEP, IOM and the city of Mosul for their tremendous efforts of turning the legacy of ISIL’s devastation into building blocks of reconstruction”.

Through the rubble recycling project, nearly 25,000 tonnes of debris have been recovered and sorted, of which around half was crushed into recycled aggregate. Material testing of the recycled aggregate endorsed by the National Center for Structural Tests of the Ministry of Planning confirms its compliance with the Iraqi State Commission for Roads and Bridges design standards for road foundational layers and its suitability for several low strength end-use applications such as concrete blocks and kerbstones.

The project created 240 much-needed jobs through cash-for-work schemes targeting vulnerable persons, including 40 women.

Building on this experience, IOM has set up two other debris recycling operations in Sinjar and Hamdaniya in Ninewa Governorate, and a third in Hawija in Kirkuk Governorate, where a pilot phase using a mobile crusher was implemented in al-Buwaiter Village in 2021. In addition, two other conflict-affected governorates — namely Salah al-Din and Anbar — have  also shown a high-level of interest in replicating and scaling up debris recycling in their own regions. 

UNEP has been supporting Iraq in cleaning up the huge volumes of debris created by the ISIL conflict since June 2017. Initially, this included carrying out technical assessments and planning workshops with UN-Habitat, and subsequently designing and implementing debris recycling pilot projects to support returns in Mosul, Kirkuk and other conflict-affected areas in cooperation with IOM.

UNEP

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Digital Futures: Driving Systemic Change for Women

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Authors: Erin Watson-Lynn and Tengfei Wang*

As digital technology continues to unlock new financial opportunities for people across Asia and the Pacific, it is critical that women are central to strategies aimed at harnessing the digital financial future. Women are generally poorer than men – their work is less formal, they receive lower pay, and their money is less likely to be banked. Even when controlling for class, rural residency, age, income, and education level, women are overrepresented among the world’s poorest people in developing countries. Successfully harnessing digital technology can play a key role in creating new opportunities for women to utilise formal financial products and services in ways that empower them. 

Accelerating women’s access to the formal economy through digital innovations in finance increases their opportunity to generate an income and builds resilience to economic shocks. The recently issued ESCAP guidebook titled, Harnessing Digital Technology for Financial Inclusion in the Asia Pacific, highlights the fact that mechanisms to bring women into the digital economy are different from those for other groups, and that tailored policy responses are important for women to fully realise their potential in the Asia-Pacific region.

Overwhelmingly, the evidence tells us that how women utilise their finances can have a beneficial impact on the broader community. When women have bank accounts, they are more likely to save money, buy healthier foods for their family, and invest in education. For women who receive Government-to-Person (G2P) payments, there is significant improvement in their lives across a range of social and economic outcomes. Access to safe, secure, and affordable digital financial services thus has the potential to significantly improve the lives of women.

Despite the enormous opportunity, there are numerous constraints which affect women’s access to financial services. This includes the gender gap in mobile phone ownership across Asia and the Pacific, lower levels of education (including lower levels of basic numeracy and literacy), and lower levels of financial literacy. This complex web of constraints means that country and provincial level diagnostics are required and demands agile and flexible policy responses that meet the unique needs of women across the region.

Already, across Asia and the Pacific, governments are implementing innovative policy solutions to capture the opportunities that come with digital finance, while trying to manage the constraints women often face. The policy guidebook provides a framework to examine the role of governments as market facilitators, market participants and market regulators. Through this framework, specific policy innovations drawn from examples across the region are identified which other governments can adapt and implement in their local markets.  

A good example of how strategies can be implemented at either the central government or local government levels can be found in Pakistan. While central government leadership is important, embedding tailored interventions into locally appropriate strategies plays a crucial role for implementation and effectiveness. The localisation of broader strategies needs to include women in their development and ongoing evaluation. In the Khyber Pakhtunkhwa province, 50,000 beneficiary committees comprising local women at the district level regularly provide feedback into the government’s G2P payment system. The feedback from these committees led to a biometric system linked to the national ID card that has enabled the government to identify women who weren’t receiving their payments, or if payments were fraudulently obtained by others.

In Cambodia and the Philippines, governments have implemented new and innovative solutions to support remittance payments through public-private-partnerships and policies that enable access to non-traditional banks. In Cambodia, Wing Money has specialised programs for women, who are overwhelmingly the beneficiaries of remittance payments. Creating an enabling environment for a business such as Wing Money to develop and thrive with these low-cost solutions is an example of a positive market intervention. In the Philippines, adjusting banking policies to enable access to non-traditional banking enables women, especially those with micro-enterprises in rural areas, to access digital products.

While facilitating participation in the market can yield benefits for women, so can regulating in a way that drives systemic change. For example, in Lao People’s Democratic Republic and India, different mechanisms for targets are used to improve access to digital financial products. In Lao People’s Democratic Republic, the central government through its national strategy, introduced a target of a 9 per cent increase in women’s access to financial services by 2025. In India, their targets are set within the bureaucracy to incentivise policy makers to implement the Digital India strategy and promotions and job security are rewarded based on performance.

These examples of innovative policy solutions are only foundational. The options for governments and policy makers at the nexus of market facilitation, participation and regulation demands creativity and agility. Underpinning this is the need for a baseline of country and regional level diagnostics to capture the diverse needs of women – those who are set to benefit the most of from harnessing the future of digital financial inclusion.

*Tengfei Wang, Economic Affairs Officer

This article is the second of a two-part series based on the findings of the United Nations Economic and Social Commission for Asia and the Pacific (ESCAP) Policy Guidebook: Harnessing Digital Technology for Financial Inclusion in Asia and the Pacific, and is jointly prepared by ESCAP and the Griffith Asia Institute.source: UNESCAP

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Empowering women-led small businesses in Nepal to go digital

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People walk down a street of shops in Kathmandu, Nepal. (file) photo World Bank/Peter Kapuscinski

Authors: Louise Anne Sophie Lavaud and Mitch Hsieh*
Throughout the years, Laxmi Shrestha and her husband saw the opportunities that opening an online shop could bring to her family business.

“Looking at the trend of TikTok and other sites, we thought selling online could help us but we weren’t technically sound,” said Laxmi, the owner ofLaxmi Hastakala Store, in Banepa, Nepal, and part of a family of artisans.

As she learned about selling online, she picked up on how to market her shop digitally and, according to Laxmi: “It has surely given our business a push we always wanted. Recently we started selling our products online and we also receive payments online.”

Laxmi Hastakala Store is among the 1,800 women-led micro, small and medium enterprises (MSMEs) in Nepal being trained on digital and financial literacy by Sparrow Pay – one of the winners of the Women Fintech MSME Innovation Fund launched in 2019 by the United Nations Economic and Social Commission for Asia and the Pacific (ESCAP) and the United Nations Capital Development Fund (UNCDF).

Sparrow Pay has created a local digital marketplace where women-led MSMEs can offer products and services to its existing 800,000+ digital payment service users. Additionally, Sparrow Pay is supporting these women entrepreneurs in adopting digital payments and creating a payment history to support access to additional financial services.

MSMEs are a vital source of employment and a significant contributor to a country’s GDP. However, more than 45 per cent of MSMEs in Asia and the Pacific are constrained from accessing finance and other support for their businesses. Socio-cultural norms mean women-led enterprises have to overcome gender-specific barriers to access institutional credit and other financial services.

ESCAP and UNCDF aim to encourage easy access to digital finance for MSMEs in Asia and the Pacific, break the financial barriers surrounding women-led enterprises and support entrepreneur-centric growth and inclusiveness throughout the region. Initiatives by the 10 winning fintech companies are currently supporting more than 9,000 women-led MSMEs in Bangladesh, Cambodia, Fiji, Myanmar, Nepal, Samoa and Viet Nam.

Just like Laxmi, these women business owners plan on successfully growing their companies in the digital area.

The Women Fintech MSME Innovation Fund is part of a regional programme “Catalyzing Women’s Entrepreneurship: Creating a Gender-Responsive Entrepreneurial Ecosystem,” which seeks to support the growth of women entrepreneurs in Asia and the Pacific by enabling a policy environment for such business owners, providing them with access to finance and expanding the use of ICT for entrepreneurship.

*Mitch Hsieh Chief, Communications and Knowledge Management Section

UNESCAP

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