At the Unleash World HR Tech and AI conference in Paris, Tatiana Zimina, People Director at TAM, delivered a powerful presentation on “Empowering the Flexible Workforce: Human Sustainability of Gig Workers.” Our Managing Director, Claire Harrison, attended the session and shared her key takeaways. In this article, we will explore the challenges gig workers face, how businesses can support them, and practical strategies for ensuring the sustainability of the flexible workforce.
Empowering the Flexible Workforce
With the gig economy continuing to expand globally, the discussion around the sustainability of gig workers has never been more critical. Gig workers—those engaged in short-term, freelance, or contract-based work—are a growing segment of the workforce. Yet, they often lack the protections and benefits enjoyed by full-time employees. Tatiana Zimina’s presentation addressed how businesses can empower their gig workforce and create systems that promote both flexibility and sustainability, balancing worker well-being with business needs.
The Growing Gig Economy
The gig economy is expected to grow by 54% in the top economies, including the US and EU, by 2025, with an estimated total value of $3.8 trillion annually. Businesses increasingly rely on gig workers for flexible staffing solutions, particularly in sectors like tech, logistics, and creative industries. However, managing this workforce effectively requires a strategic approach that addresses the unique challenges gig workers face, from inconsistent income to lack of career development opportunities.
What Problem Is Being Solved for Businesses and Employers?
The gig economy provides businesses with unparalleled flexibility, allowing them to scale their workforce up or down based on demand. However, the rapid growth of this workforce has revealed several critical challenges for both employers and workers. Businesses must grapple with maintaining engagement, ensuring regulatory compliance, and addressing the financial and emotional well-being of gig workers.
For gig workers, challenges include the lack of traditional employment benefits like healthcare, paid time off, and retirement planning. Additionally, these workers often experience financial instability due to irregular payments and limited career development opportunities. This, in turn, impacts their long-term sustainability in the workforce, leading to high turnover rates and reduced productivity for businesses.
Human Sustainability of Gig Workers
Zimina’s presentation placed a significant emphasis on the concept of human sustainability for gig workers. Human sustainability refers to creating conditions that allow workers to maintain their well-being, grow their skills, and build long-term financial security, even in non-traditional employment structures. Key strategies for achieving human sustainability include financial education, access to benefits, and continuous skill development.
Zimina highlighted the importance of recognising gig workers as integral parts of the workforce, deserving of the same level of support as full-time employees. To achieve this, companies need to rethink their approach to workforce management and ensure that gig workers are treated with fairness and respect.
Key Insights from the Presentation
- Financial Security and Education: Financial instability is a common challenge for gig workers, many of whom live paycheck to paycheck. Zimina discussed how businesses can support their gig workers by offering financial education workshops that cover essential topics like retirement planning, savings, and investment options. Additionally, introducing on-demand pay systems can help gig workers manage their finances more effectively, reducing stress and improving retention.
- Access to Benefits: While gig workers often do not receive the same benefits as full-time employees, Zimina argued that businesses can create innovative solutions to offer some level of support. This could include providing access to health insurance, paid time off, or other benefits through partnerships with third-party providers. Some companies have implemented “You Work” programs that combine the flexibility of contract work with the security of full-time employment benefits.
- Skill Development and Career Growth: One of the major challenges for gig workers is the lack of career progression and skill development opportunities. Zimina suggested that businesses should offer competency-based training programs to help gig workers enhance their skills and remain competitive in the job market. For example, at TAM, gig workers are mapped to internal job families and provided with training that aligns with company needs and future growth opportunities.
- Regulatory Compliance and Worker Protections: As the gig economy continues to expand, regulatory frameworks need to evolve to ensure that gig workers are adequately protected. Zimina pointed out that compliance with labour laws and worker protections is essential for the long-term sustainability of the gig workforce. Businesses must ensure that their gig workers have access to proper legal recourse, fair compensation, and safe working conditions.
- Enhanced Communication and Inclusion: Gig workers often feel excluded from the larger organisation, leading to disengagement and decreased productivity. To address this, businesses need to integrate gig workers into company communication channels and ensure they have a voice within the organisation. At TAM, gig workers are now included in all company-wide communication, making it easier for them to stay informed and collaborate effectively with full-time employees.
Why This Matters for Employers
For businesses, empowering gig workers is not just about compliance and cost savings—it’s about creating a more engaged, productive, and sustainable workforce. Companies that invest in the well-being and development of their gig workers are more likely to attract top talent, reduce turnover, and build a stronger employer brand. By addressing the unique challenges of the gig workforce, businesses can create a more inclusive and flexible work environment that benefits both the company and its workers.
As the gig economy continues to grow, businesses must develop strategies to manage this workforce effectively. This includes offering financial education, providing access to benefits, ensuring regulatory compliance, and fostering a sense of inclusion within the organisation. By doing so, companies can create a sustainable workforce that is agile, resilient, and ready to meet the challenges of the future.
Claire’s Top 5 Take-outs
After attending this session, Claire Harrison has identified five practical strategies that businesses and employers can implement to empower their gig workforce:
- Provide Financial Education – Offer financial education workshops that teach gig workers about managing their finances, saving for retirement, and making informed investment decisions. This will help reduce financial stress and improve retention.
- Create Benefit Programs for Gig Workers – Even if full traditional benefits are not possible, explore innovative ways to offer health insurance, paid time off, or other support through partnerships with third-party providers.
- Invest in Skill Development – Offer competency-based training programs that allow gig workers to develop new skills and enhance their career prospects. This will not only benefit the workers but also ensure that your business has access to a more skilled and adaptable workforce.
- Ensure Regulatory Compliance – Stay ahead of evolving labour laws and ensure that your gig workers are protected. This includes fair compensation, access to legal protections, and safe working conditions.
- Foster Communication and Inclusion – Ensure that gig workers are fully integrated into company communication channels and have opportunities to collaborate with full-time employees. This will create a more inclusive environment and improve engagement across the workforce.
Empowering the gig workforce is essential for businesses looking to thrive in today’s flexible working environment. By implementing these strategies, businesses can support the human sustainability of their gig workers and build a more resilient and productive workforce for the future.
If you’d like to find out more about this topic and/or Harrisons please contact us on 1300 001 447 or contact us.
Claire Harrison is the Founder and Managing Director of Harrisons, a flourishing HR consulting business that sprouted in 2009 from Claire’s passionate belief that inspiring leaders and superstar employees are the key success factor to any business. With over 20 years’ experience, Claire has worked as a HR Director of multi-national organisations, as a Non-Executive Board Director, and a small business owner. Claire’s corporate career includes working with companies such as BHP, Westpac, Fonterra and Mayne Nickless.
