Page 56 - Impact of WfH study report _SCOPE-ILO_Neat

Work from home a win-win situation for both employee and organization

- “Employee can work from home without commuting and can look after his/her
house; and organization can save in terms of transportation, electricity bill,
rented spaces, and canteen expenditures, etc. However, WfH is useful for
employees occupied with office work alone; in case of sites, where manpower
availability is required, work from home will not be useful” (Respondent, Power
Grid Corporation of India Limited).

A home environment cannot substitute a work environment

- “Virtual meetings were not a good experience as audio and video disturbances
were observed. Also, disruption due to low internet speed, power cuts, non-
availability of immediate IT support in case of help required” (Respondent, Oil
and Natural Gas Corporation).

- “Site work supervision suffered. Proposal files were to be brought to home for
note preparation/comments. Front to front interactions as required in a
manufacturing unit was not happening leading to communication lapse and
connected issues” (Respondent, National Aluminium Company Limited).

- “I was handling vendor bill payment which was not possible working from home.
Also my reporting officer was not approving my WfH. My subordinate who is a
non-executive doesn't have provisions to work from home like laptop, printer
etc. Also, most of the quality complaints of customers that is to be settled were
maintained as physical file. Bringing these files home was not allowed. Getting
physical files scanned and sending it through email required visiting office”
(Respondent, Steel Authority of India Limited).

WfH option cannot be women centric or gender specific

- “Though more women may opt for WfH; but the option needs to be extended to
our male colleagues as well. For example, certain male colleagues may also
need a WfH if they have working partners who do not have the WfH option and
need to attend office on regular basis. With schools and crèche facilities closed,
managing children for male colleagues is likely to be equally difficult. Hence
WfH cannot be gender specific; rather it needs to be extended to all employees,
on need basis” (Respondent, Engineers India Limited).

COVID Induced WfH brought in a new vigor in team work

- “We faced hurdles like unavailability of regular manpower as well as
hired/contract manpower, difficulties in procurement of necessary items, etc.
However all was met with, and stood apart in front of team work, team spirit,
and dedication of regular and other employees, which supported the entire
organisation (Respondent, Airports Authority of India).

- “We had lot of work during the lockdown. I have two young ladies working with
me - one pregnant and the other having a young child. I allowed them complete

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