CATANZARO Calabria is among the regions that records the lowest level of quality of work. This is what emerges from the analysis conducted by the CGIA Research Office on the basis of the BES (Sustainable Fair Wellbeing) report, presented by Istat. The region is, in fact, in second to last place in Italy in the ranking drawn up by analysts to measure working conditions and consequently the well-being of workers. Only Basilicata is worse than Calabria.
According to this study drawn up taking eight indicators into consideration, Calabria would obtain one of the worst scores: 13.1 out of 100. Far from regions such as Lombardy or the Province of Bolzano which obtain 86.3 and 83.7 out of 100 respectively ( maximum value). In particular, the CGIA analysts took these indicators into consideration: low-paid employees; over-educated employed; employed with fixed-term jobs for at least 5 years; fatal injury and permanent disability rates; irregularly employed; satisfaction with the work performed; perception of insecurity of employment and involuntary part time.
All indicators in which Calabria, according to Istat data, would be in the very last places. Unlike, for example, Lombardy where the quality of work and consequently corporate well-being are unparalleled in the rest of the country.
Followed by the Autonomous Province of Bolzano and Veneto; just off the podium we find the Autonomous Province of Trento, Piedmont and Valle d’Aosta. But, instead, the regions of Southern Italy: with the exception of Sardinia, they are all placed in the lower part of the ranking. The most critical situations concern, in addition to Basilicata, Calabria and Sicily which occupy the last three places in the national ranking.
The comment
«After the advent of the pandemic – the CGIA analysts write in a note – our labor market has also undergone important transformations. In many areas of the country, for example, companies are increasingly struggling to find profiles with adequate skills.”
«Therefore, never before – they underline – do they need to retain their collaborators. This operation is taking place through a series of very virtuous behaviors; such as the payment of higher salaries, the transformation of fixed-term contracts into indefinite periods, the possibility of allowing employees to work more flexible hours, through the use of more innovative professional tools, encouraging career advancement and, finally, with the ‘implementation of benefits and corporate welfare’.
«In the North – they write – this process of improving corporate well-being, especially in SMEs, has been underway for some years now. Despite this, the escape from the permanent job continues. When the supply of labor is increasing sharply and demand is scarce, the risk that companies will “steal” their best employees is very high.”
According to the INPS, in fact, «the voluntary resignations of private permanent employees under 60 years of age are increasing: in 2022 (latest data available) they reached 1,047,000 and, compared to 2019 (the previous year -Covid), grew by 236 thousand units (+29%). Even though these are raw data, it is likely that the number of those who have decided to leave their old job for a new one is increasing.” «A decision, the latter, often made after having received a better salary offer – concludes the note – and the provision of a less “stressful” working environment than the previous one». (rds)
