Themes and Narratives of Gig Economy: An Indian HR Perspective

Gig Workers are individuals who take on short-term, flexible jobs often mediated through digital platforms. This type of work includes roles like Drivers for ride-share services like Uber or Lyft, or delivery workers for Zomato or Swiggy, and Gig workers are mainly employed by big corporations like Swiggy, Zomato, Uber, Ola, Rapido, fiverr, upwork inc., lyft, TaskRabbit, Airbnb, toptal, 99designs, amazon flex, crowdspring, doordash, Etsy, Instacart, perpleperhour and more. Gig workers face many difficulties and problem in their life. They earn below minimum wage . Gig workers are unaware about schemes that provided by government like Pradhan Mantri Shram Yogi Maan-Dhan (PM-SYM), Pradhan Mantri Suraksha Bima Yojana (PMSBY), Pradhan Mantri Jeevan Jyoti Bima Yojana (PMJJBY) and etc . ?The gig economy accounts to 1.5% of the total working class or the labour class in the country? . A study says that 7.7 million working people were engaged in the gig economy and is expected to rise to 23.5 million by 2029-2030, generating up to 4% of the country's income. The government of India recently added a separate section in the Code on Social Security (2020) in name called 'gig economy' but the code has still not come into effect . This paper will focus on the existing labour laws and social security frameworks, code on social security 2020 is sufficient for Gig workers, does social security act 2008 support for gig workers and highlighting their inadequacies in protecting gig workers? rights. The Researcher, through this article, tried to identify the problems faced by gig workers in relation to labour welfare in the gig economy. Further the researcher provides appropriate suggestion by recommendation to improve livelihood of Gig workers.

20 | International Union Rights | 27/3 FOCUS | IMPACTS OF COVID-19 ON WORK AND THE CHALLENGE FOR UNION RIGHTS ‘Justbecauseyoudon’tseeyourboss, doesn’tmeanyoudon’thaveaboss’:Covid19 and Gig Worker Strikes across Latin America Latin America has been hit hard by Covid-19. On 22 September, the region had reported more than 8.8 million cases, and 325,000 deaths (Horton, 2020). As daily case numbers began to fall in Europe from May onwards, they continued to surge in Brazil, Argentina, Colombia, Mexico and across the region. So far, Brazil has recorded the third highest number of cases in the world, 4.5 million as at September, and more than 140,000 people have lost their lives. Looking beyond the headline numbers, it is clear that the region’s high levels of inequality have shaped the course and the outcomes of its pandemic experience. Latin America includes some of the most unequal countries in the world, and these existing inequalities inevitably put the greatest pressure on those on the margins of the labour market. ‘Gig’ (or ‘platform’) workers, who perform piece-rate on-demand tasks through apps, have been particularly hard hit. Many gig workers lost their incomes overnight as a result of lockdowns, while others risk heightened exposure to the virus in order to keep earning. While the images of mass grave sites dominated news emanating from Latin America in May, weeks later another story of global significance was emerging - large, coordinated strikes by gig economy workers across the region. As early as April, workers had begun striking against dangerous working conditions and low pay during the pandemic. Protests intensified in July, with large-scale strikes on July 1 spanning ten Brazilian cities, alongside other countries, including Argentina, Ecuador, Chile and Mexico. Further international strikes occurred in August. The strikers were food delivery couriers, working for Uber Eats, Rappi, iFood, Glovo and other platforms. These strikes are particularly historic, in that they represent the first real example of an international, sector-wide, strike movement in the gig economy. They have been catalysed by the conditions of the pandemic for a number of reasons. Covid-19 has further eroded gig workers’ already tenuous financial and physical security, whilst also demonstrating the essential nature of the work they perform. These conditions highlight the core issue of the misclassification of platform workers as independent contractors without access to employment rights or benefits. As the struggle faced by gig workers in Latin America has only intensified, the pandemic has provided the impetus and platform for thousands to raise their voices against underlying structural injustices. In this article, we trace the courier strikes across Latin America, with evidence from Brazil, Chile and Ecuador from April to August. These case studies have been compiled by researchers in the Fairwork network, a multi-national collaborative research project that tracks labour conditions in the gig economy, and encourages labour platforms to meet defined standards of fair work in the absence of regulation (Graham et. al., 2020). Covid-19 and Worker Strikes Across Latin America Histories of profound social inequality mean precarious working conditions are already normalised in many Latin American countries, however so are legacies of labour resistance. In Brazil, many have worked in insecure jobs, as couriers, cleaners and drivers, for a long time before the advent of digital labour platforms. Nevertheless recent years have witnessed the further erosion of public provision of social security, education, health, and labour rights, paving the way for the gig economy model of algorithmically-managed insecure work to become widespread. As President Jair Bolsonaro pronounced early in his term; ‘workers will have to choose between more rights or more jobs’ (in Araujo & Murakawa, 2020). Covid-19 has further heightened the precarity faced by gig workers (Fairwork, 2020). In the gig economy, workers disproportionately bear both the risks, and the costs associated with the labour process (Fredman et. al., 2020). For delivery drivers, the risk of contracting the virus is now added to the everpresent risk of road accidents. Additionally, restaurant closures have increased the risk of non-payment, and deactivation. At the centre of this issue is the practice of classifying workers as independent contractors. Because gig workers are not classified as...

20 | International Union Rights | 27/3 FOCUS | IMPACTS OF COVID-19 ON WORK AND THE CHALLENGE FOR UNION RIGHTS ‘Justbecauseyoudon’tseeyourboss, doesn’tmeanyoudon’thaveaboss’:Covid19 and Gig Worker Strikes across Latin America Latin America has been hit hard by Covid-19. On 22 September, the region had reported more than 8.8 million cases, and 325,000 deaths (Horton, 2020). As daily case numbers began to fall in Europe from May onwards, they continued to surge in Brazil, Argentina, Colombia, Mexico and across the region. So far, Brazil has recorded the third highest number of cases in the world, 4.5 million as at September, and more than 140,000 people have lost their lives. Looking beyond the headline numbers, it is clear that the region’s high levels of inequality have shaped the course and the outcomes of its pandemic experience. Latin America includes some of the most unequal countries in the world, and these existing inequalities inevitably put the greatest pressure on those on the margins of the labour market. ‘Gig’ (or ‘platform’) workers, who perform piece-rate on-demand tasks through apps, have been particularly hard hit. Many gig workers lost their incomes overnight as a result of lockdowns, while others risk heightened exposure to the virus in order to keep earning. While the images of mass grave sites dominated news emanating from Latin America in May, weeks later another story of global significance was emerging - large, coordinated strikes by gig economy workers across the region. As early as April, workers had begun striking against dangerous working conditions and low pay during the pandemic. Protests intensified in July, with large-scale strikes on July 1 spanning ten Brazilian cities, alongside other countries, including Argentina, Ecuador, Chile and Mexico. Further international strikes occurred in August. The strikers were food delivery couriers, working for Uber Eats, Rappi, iFood, Glovo and other platforms. These strikes are particularly historic, in that they represent the first real example of an international, sector-wide, strike movement in the gig economy. They have been catalysed by the conditions of the pandemic for a number of reasons. Covid-19 has further eroded gig workers’ already tenuous financial and physical security, whilst also demonstrating the essential nature of the work they perform. These conditions highlight the core issue of the misclassification of platform workers as independent contractors without access to employment rights or benefits. As the struggle faced by gig workers in Latin America has only intensified, the pandemic has provided the impetus and platform for thousands to raise their voices against underlying structural injustices. In this article, we trace the courier strikes across Latin America, with evidence from Brazil, Chile and Ecuador from April to August. These case studies have been compiled by researchers in the Fairwork network, a multi-national collaborative research project that tracks labour conditions in the gig economy, and encourages labour platforms to meet defined standards of fair work in the absence of regulation (Graham et. al., 2020). Covid-19 and Worker Strikes Across Latin America Histories of profound social inequality mean precarious working conditions are already normalised in many Latin American countries, however so are legacies of labour resistance. In Brazil, many have worked in insecure jobs, as couriers, cleaners and drivers, for a long time before the advent of digital labour platforms. Nevertheless recent years have witnessed the further erosion of public provision of social security, education, health, and labour rights, paving the way for the gig economy model of algorithmically-managed insecure work to become widespread. As President Jair Bolsonaro pronounced early in his term; ‘workers will have to choose between more rights or more jobs’ (in Araujo & Murakawa, 2020). Covid-19 has further heightened the precarity faced by gig workers (Fairwork, 2020). In the gig economy, workers disproportionately bear both the risks, and the costs associated with the labour process (Fredman et. al., 2020). For delivery drivers, the risk of contracting the virus is now added to the everpresent risk of road accidents. Additionally, restaurant closures have increased the risk of non-payment, and deactivation. At the centre of this issue is the practice of classifying workers as independent contractors. Because gig workers are not classified as...

The New Peonage: Liberty and Precarity for Workers in the Gig Economy

The gig economy, characterized by short-term contracts and freelance work, has significantly altered traditional employment models. This shift poses unique challenges and opportunities for Human Resource Management (HRM). As the gig economy grows, understanding the role of HRM in managing gig workers becomes crucial, particularly in terms of employee engagement, motivation, and retention. This research aims to explore the role of HRM practices in the gig economy, focusing on how HRM can effectively manage and support gig workers to enhance organizational performance and worker satisfaction. A comprehensive mixed-method approach was meticulously employed, integrating both quantitative and qualitative techniques to thoroughly assess the role of HRM in the gig economy. The quantitative component involved a structured survey distributed to 250 HR professionals across various industries, with an impressive response rate of 78% (195 respondents). The survey focused on HRM practices such as recruitment (30% of questions), performance management (25%), training (20%), and development (25%). In parallel, qualitative semi-structured interviews were conducted with 40 gig workers from diverse sectors, representing a 10% sampling from the total pool of respondents who participated in the survey. The study utilized SPSS software for quantitative analysis, focusing on multiple regression and factor analysis techniques.These interviews were designed to inclusively explore the gig workers' experiences and expectations regarding HRM practices, providing nuanced insights that complemented the survey data. The quantitative analysis revealed that 68% of HR professionals reported incorporating flexible recruitment strategies tailored to gig workers, with 54% emphasizing performance management systems adapted for short-term contracts. Training and development were less frequently addressed, with only 45% and 38% of respondents indicating specific programs for gig workers.Qualitative interviews further illuminated these findings, with gig workers expressing a strong preference for more inclusive training opportunities (70% of interviewees) and transparent performance management systems (65%). Many gig workers also highlighted the need for development pathways that could lead to longer-term employment or enhanced skills (60%), suggesting a gap between HRM practices and gig worker expectations. The study concludes that HRM plays a critical role in optimizing the gig economy workforce. By adapting HR practices to meet the unique needs of gig workers, organizations can achieve better performance outcomes and improve worker satisfaction. The research underscores the importance of developing HRM frameworks that are flexible, responsive, and aligned with the evolving nature of work in the gig economy.

Risk Shifts in the Gig Economy: The Normative Case for an Insurance Scheme against the Effects of Precarious Work*

The gig economy's explosive growth has created flexible, platform-based entrepreneurial opportunities that have drastically changed the global employment landscape. The role of gig work in promoting entrepreneurship is examined in this study, "The Gig Economy as a Sustainable Entrepreneurial Pathway – A Study on Zomato Ltd." It focuses on the advantages, difficulties, and long-term sustainability of gig work for workers in India's digital labor market. In order to obtain thorough insights, the study uses a mixed-method research design that combines quantitative and qualitative techniques. A structured questionnaire was used to gather primary data from 50 Zomato delivery partners in major Indian cities. Secondary data came from academic publications, business reports, and policy documents, such as India's Booming Gig and Platform Economy (2022) by NITI Aayog. The association between work flexibility, job satisfaction, and entrepreneurial intention was evaluated using statistical techniques like regression analysis and correlation. The results show that the main factors boosting gig workers' entrepreneurial mindset are flexibility, autonomy, and income potential. But issues like unstable income, no social security, and little opportunity for career advancement still exist. Gig work may be a route to self-employment if it is facilitated by strong institutional and organizational frameworks, according to a positive correlation between job satisfaction and entrepreneurial intent. To ensure sustainable gig entrepreneurship, the study suggests bolstering social protection, welfare, and skill development programs

Purpose This paper aims to explore and conceptualize the emotional labor of racial minorities and women in the gig economy. Design/methodology/approach The paper draws on current research on gig workers' engagement in emotional labor and accounts of unfair practices in the gig economy. It calls out the presence of bias in algorithmic systems used within the gig economy as a means of control and gig worker management. The negative impact of such bias on a specific gig worker demographic is theorized. Findings Through a review of research on the nature of work in the gig economy, the paper suggests an unspoken mandate exists for gig workers to engage in emotional labor practices. Specifically, the nature of gig work in terms of algorithmic control, coupled with gig work dependence, often creates a need for gig workers to engage in emotional labor. This need is heightened for racial and ethnic minorities and women gig workers. Research limitations/implications As gig platforms increasingly rely on algorithms for management and gig workers face biases, this paper offers valuable insights that contribute to a comprehensive understanding of the gig economy's impact on worker well-being. The paper discusses the need for more profound research into the nature of work in the gig economy and the life experiences of gig workers. Practical implications This paper has significant implications for organizations and gig workers. Understanding the relationships proposed in this paper can inform organizational strategies to enhance the well-being of gig workers and improve their overall work experiences, potentially leading to increased satisfaction and reduced turnover. Additionally, the paper recommends strategies gig workers can utilize to achieve positive outcomes. Originality/value The evolving work landscape, driven by the gig economy, necessitates a thorough understanding of new work dynamics. This paper sheds light on the often-overlooked diversity within the gig workforce, mainly focusing on the unique experiences of women and racial and ethnic minorities.

As the global economy is moving towards remote access and shared workplaces, gig economy workers comprise the majority of the workforce. Organisations are opting for temporary professionals over training their own employees for specific skill sets. The purpose of this research is to explore the labour exploitation that occurs among taxi drivers in Sri Lanka’s gig economy. The present study addressed the research question of how labour exploitation occurs among taxi drivers in the Sri Lankan gig economy. A qualitative approach was used to understand the perceptions of taxi drivers in relation to the labour exploitation that occur sin the gig economy. Accordingly, an inductive approach was adopted in the study. A series of interviews were used as the research strategy. An interview guide was developed, and a semi-structured interview method was used to collect the data from the participants. Further, the study used ‘Netnography’ technique since it obtains data from social media posts such as Facebook. The participants were selected by utilising the purposive sampling method. The collected data was analysed using the thematic analysis technique. It was found that gig workers are considered people who cannot find permanent jobs and are exploited heavily by the platform organisations. Gig economy workers are faced with an unprecedented struggle due to long working hours, no job security, low pay packages, topped with less pay security, inhuman treatment by their employers and customers and absolutely no protection or rights. In order to build an economy that works for all people, “gig” and app-based companies cannot be allowed to exploit their workers under the guise of “innovation”. It was found that the Sri Lankan gig economy is a wolf in sheep’s clothing.
 Keywords: Gig Economy, Labour Exploitation, Digital Taylorism, Government Interventions, Job Security

Artificial intelligence (AI) has the potential to completely transform the way the gig economy is managed. The study explores the potential of artificial intelligence (AI) to reshape the management of gig economy workers with special reference to human resource management and the challenges faced by such workers. The study has employed an extensive literature review approach. The findings of the study reveal that AI and ML in the hiring and recruiting supports HR by expanding access to opportunities, enhancing personalisation, and mitigating bias and discrimination. AI brings changes in gig workers' performance management by monitoring performance indicators, examination of client input, skill gap identification, performance benchmarking. Furthermore, training platforms driven by AI can assist gig workers in determining the skills they need to acquire and in creating individualized learning plans. The novelty of the study stems from exploring the role of AI training and performance management, which is yet unexplored.

A digital platform economy, popularly referred to as the ‘Gig Economy’, is one of the most notable developments in the 21st-century job market. In terms of definition, the gig economy is “the collection of markets that match providers to consumers on a gig (or job) basis in support of on-demand commerce. In the basic model, gig workers enter into formal agreements with on-demand companies to provide services to the company’s clients. Prospective clients request services through an Internet-based technological platform or smartphone application that allows them to search for providers or specific jobs. Providers (i.e., gig workers) engaged by the on-demand company provide the requested service and are compensated for the jobs” (Donovan, et. al. 2016). Thus, the gig economy is characterised by short-term contracts or freelance work instead of traditional‘permanent’ jobs. In lieu of a fixed wage, gig economy workers typically get paid for each ‘gig’ they undertake. The novel aspect of gig work is that the labor supply matches the labor demand through an ‘online platform’

The dynamic labor market of today, fueled by digital platforms, gives rise to a brand-new type of work known as the "Gig Economy." The Gig Economy offers unprecedented degrees of flexibility, autonomy, and freedom, but it also carries risks because there is little regulation and security. This research investigates the impact of demographic characteristics on the stress level of gig workers. This paper offers a comprehensive review of stress factors among gig workers in India, drawing insights from recent research. Nine research papers have been designated as key references for this study. Key stressors identified encompass demographic elements such as gender, income levels, working hours, and educational backgrounds. Other stress causing components were financial instability stemming from irregular income, pervasive job insecurity, unpredictable work schedules, and the blurring of boundaries between professional responsibilities and personal life. Recognizing and addressing these stressors are pivotal for safeguarding the holistic well-being and productivity of gig workers in the Indian context. The discerned insights furnish invaluable guidance for policymakers, employers, and researchers vested in alleviating the detrimental impacts of stress within the burgeoning gig economy.

The term gig economy came in vogue during 2009 financial crisis. It reached its vortex with the outbreak of corona pandemic. Recently several literature, articles and report have projected Gig economy as an effective answer to gigantic problem of unemployment in several countries of the world. This present study on Gig Economy aims to define gig economy, discuss its unique features highlighting the relevance of growth of Gig economy in state of Bihar in creation of employment opportunities and to which extent it is justified. The present study throws light on the differences existing in work culture of gig workers, self-employed workers, organised sector workers and unorganised sector workers. As a generator of large employment opportunities distinctive features of gig economy have been analysed juxtaposed to the problems and hurdles faced by women in Bihar while entering the gig economy. The prime concern today is why this new category of workers emerged known as gig workers. The answer lies in changing needs of the human being, changing environment propounded by corona pandemic and technological advancement. The United States is the largest labour market for gig workers. The digitalisation and outbreak of corona pandemic accelerated the gigification of large economies. The present study uses primary and secondary data to corroborate whether gig economy is capable of creating employment opportunities in Bihar or especially for women. With the above objective in mind the research is based on field work, conducted through survey questionnaire of around 200 respondents in different location from 5 districts of Bihar. The questions were formulated to capture and assess the socio-economic background of respondents, penetration of digital tools and digital awareness. Questions were structured to obtain information regarding monthly income, ownership of mobile phone smartphone or feature phone, access to Internet service, knowledge of operating mobile banking to reach to correct conclusions.The article also suggests few corrective measures to overcome difficulties faced by women in Bihar. To avail benefits of gig economy Bihar needs to work on basic parameters of illiteracy, digital literacy, change in orthodox thinking especially towards women and thus bridging the rural urban gap and at the same time measures should be taken for building financial and credit facilities. Benefit of the new gig economy can only be harnessed when there is change in traditional mindset of Bihar and expansion of internet users in Bihar. Not only number of internet users are lowest in Bihar but there is large digital gender gap too. Gig economy can become a source of increasing livelihood if the working population is digitally literate. In Bihar 76% of population is still engaged in agriculture. However the job creating sectors or opportunities offered by gig economy as discussed require skills that are more suited to urban areas . Job opportunities offered or created by gig economy require that minimum level of literacy which is not suitable foe workforce in Bihar as we know that Bihar has lowest female literacy and Bihar doesn't rank high in male literacy too.A more conscious, streamlined and targeted effort by leaders and population of Bihar can only help women to harness the benefits of gig economy and take women on the path of economic prosperity.

Abstract. Work in the gig economy is defined as short-term and task-based jobs mediated by digital platforms. In Indonesia, the emergence of an online motorcycle taxi driver platform in 2015 marked the discourse about the gig economy as the future alternative of jobs on the one hand, and as a new form of exploitation of labor on the other hand. This study is the first to define the typology of the gig economy and identify the platforms of the gig economy service providers in Indonesia. Furthermore, this study estimates the number of gig economy workers by using micro data from the National Labor Force Survey (Sakernas) released by the Central Statistics Agency. It was found that 0.3 to 1.7% of Indonesian workers participated in the gig economy as their primary job. This study also compares the characteristics of gig workers in the transportation sector and in the other service sectors with the overall demographics of the workforce. It was found that gig workers shared more characteristics with the formal workers than with the informal workers. Finally, this study maps the distribution of gig workers throughout Indonesia at the city/district level. It can be concluded that the gig economy is an urban phenomenon. Most gig workers in the transportation sector are concentrated in the provincial capital and in Metropolitan Jakarta. Meanwhile, gig workers in other service sectors are distributed more in tier 2 cities in Java. Keywords: Gig economy, gig worker, digital worker, labor economics, jobs

The gig economy, characterized by temporary and flexible work arrangements, is rapidly expanding globally. However, its implications for human resource management (HRM) in developing regions like Jambi, Indonesia, remain largely unexplored. This study aims to provide a preliminary investigation into the gig economy's impact on HRM practices in Jambi. A mixed-methods approach was employed, involving a survey of 150 gig workers and 50 traditional employees in Jambi, along with in-depth interviews with 10 HRM professionals from various industries. The survey data was analyzed using descriptive statistics and comparative analysis, while the interview data was analyzed thematically. The study found that gig workers in Jambi face challenges related to job insecurity, lack of benefits, and social isolation. HRM professionals reported difficulties in recruiting, managing, and retaining gig workers due to the lack of formal employment contracts and the need for flexible work arrangements. The findings also suggest that the gig economy is creating new opportunities for HRM practices, such as the use of technology for talent acquisition and performance management. In conclusion, gig economy is transforming the nature of work in Jambi, posing challenges and opportunities for HRM. This study highlights the need for HRM professionals to adapt their practices to the changing landscape of work. Further research is needed to explore the long-term implications of the gig economy for HRM in Jambi and other developing regions.