- Conference
- 2024 Energy Service Group Conference
- Date
- 23 February 2024
- Decision
- Carried as Amended
The COVID-19 pandemic has accelerated the adoption of remote work and hybrid work models, challenging traditional notions of the workplace. As we transition into a post-pandemic world, it is crucial to examine the benefits and challenges associated with these new ways of working.
Since 2020 the role of working from home and hybrid working has transformed the way Energy Sector members work. This has shown a growing importance of understanding and researching the impact of working from home and hybrid working models on individuals working in the sector. Comprehensive research in this area is essential for shaping the future of work and ensuring the health and safety and well-being of members working across the UK’s energy companies. It is important to understand any benefits of changes in working practices as well as consider any long-term impacts and what roles are benefitting and which roles are ‘losing out’ on a more flexible approach to where people work.
Now is the time to ensure that we have research covering several topic areas where employers seek to impose ways of working that do not benefit for all. Research in this area should consider the following areas:
1. Productivity and Performance: The impact of working from home and hybrid working on individual and team productivity, as well as the factors that contribute to optimal performance in these settings. Understanding the conditions that foster productivity can help organisations design effective remote work policies.
2. Work-Life Balance and Well-being: It is essential to explore the effects of remote work and hybrid working on work-life balance, mental health, and overall well-being. Research needs to identify strategies to mitigate potential negative consequences and promote a healthy work-life integration.
3. Collaboration and Communication: Investigating the effectiveness of virtual collaboration tools, communication platforms, and team dynamics in remote and hybrid work environments is crucial. Understanding the challenges and opportunities in these areas and any best practice to support all Energy Sector workers can lead to the development of innovative digital solutions.
4. Organisational Culture and Leadership: Research should examine the impact of remote work and hybrid working on organisational culture, leadership styles, and employee engagement. This will enable organisations to adapt their practices and create inclusive and supportive environments for remote and hybrid teams – and not lead to alienation.
5. Socioeconomic Implications: The research should identify the broader implications of working from home and hybrid working on the terms and conditions for workers in the energy sector, including the potential for reducing commuting and the potential consequences for regional weighting, loss of travel time enhancement for workers.
There needs to be a comprehensive exploration of the benefits and challenges of working from home and hybrid working models covering these areas to enable negotiations take place with energy employers to introduce policies and practices that maximise the advantages and minimise the potential drawbacks, ensuring a more productive, inclusive, and sustainable future of work.
This Conference calls on the SGE to
Work with the UNISON Energy Branches and relevant structures in our union to
1. Conduct a comprehensive review of existing policies and practices related to working from home and hybrid working.
2. Allocating necessary resources to support this work and reviewing and reporting annually to ensure accountability, transparency, and continuous improvement.