By Julia Otieno and Frankline Abuga
Introduction
The hybrid working model combines remote work with traditional office-based work, offering flexibility that allows employees to work from home or in the office based on their arrangement with employers. This model has transformed the workplace, necessitating firms to provide technological tools such as laptops and software to support remote work. The Information Communication Technology (ICT) sector is a key driver of the hybrid work model, facilitated by platforms such as Zoom, Slack, and Microsoft Teams. The major global companies such as Spotify, Apple, and Microsoft have adopted this model to boost productivity.
Hybrid work benefits all sectors such as conferencing, ICT, education, finance, and healthcare by enabling job creation in areas such as cybersecurity, software development, cloud computing, online tutoring, telemedicine, and financial analysis. These jobs allow personnel to work remotely without needing to report to a physical office. Thus, hybrid work can reduce organizational expenses by up to 30 per cent, which can be reinvested to create new jobs (Forbes, 2023).
In Kenya, hybrid work aligns with the Constitution (2010) Article 41, which guarantees decent living standards, and Article 43(1), which ensures fair wages and working conditions. The Kenya Vision 2030 aims to stimulate various sectors to create sufficient jobs for the growing population. Additionally, Sustainable Development Goal 8 (SDG 8) focuses on policies promoting decent job creation, innovation, and entrepreneurship. This blog explores the status, challenges, opportunities, and recommendations for leveraging hybrid work models to create jobs.
Status of Hybrid Work in Selected Sectors
Achievements
The hybrid work model has seen significant adoption in key sectors such as ICT, finance, education, and healthcare, contributing to employment and economic growth.
- The ICT sector leads in hybrid work adoption, with over 30 per cent working in hybrid roles. Initiatives including laying more than 25,000 kilometres of fibre optic cable through the National Optic Backbone Infrastructure Project and launching of the 5G network have laid a strong foundation for remote work. Remote work in areas such as technical support, cybersecurity, and software development is prevalent. However, the sector still needs improvements in Internet infrastructure and worker training to fully realize the potential of hybrid work.
- The financial services sector employs over 300,000 people and has increasingly embraced hybrid work, reducing operational costs and enhancing efficiency. Teleconferencing and digital finance management have helped create over 67,000 hybrid jobs. With further expansion, the sector could create more than 70,000 jobs annually, especially in customer service outsourcing and remote financial analysis.
- The COVI-19 pandemic accelerated adoption of hybrid learning. About 35 per cent of schools use hybrid learning models, where tutors are able to organize online classes with the students. The education sector employs over 609,000 staff, and
with expanded hybrid work, it could create 100,000 new jobs annually in content development, online tutoring, and e-learning management.
- Hybrid models in the health sector, particularly through telemedicine, have grown significantly. Over 700 healthcare facilities in the country use remote patient monitoring and teleconsultation. Remote healthcare delivery has grown by 50 per cent since 2020. Expanding this model further could create 50,000 additional jobs annually in virtual healthcare, health data analysis, and remote diagnostics.
Challenges and Emerging Issues
The hybrid work model in the country faces various challenges:
- Limited internet coverage: High-speed Internet is still inaccessible to many, particularly in rural areas. While 91.9 per cent of Kenyans own mobile phones, only 50 per cent of rural households have Internet access, limiting the reach of hybrid work.
- Health risks: Remote workers often experience mental fatigue (43%) and back strain issues (29%). These health risks affect productivity and long-term well-being.
- Limited monitoring: Many organizations struggle to monitor and measure the productivity of remote workers effectively. Over 35 per cent of employers worry about distractions at home affecting productivity, while 40 per cent have no tools to monitor remote employees, leading to concerns about reduced accountability and burnout.
- Inadequate policy framework: The key issues such as worker compensation, job security, and data privacy in remote settings are not clearly guided in a policy framework, leaving both employees and employers vulnerable to labour law ambiguities.
Opportunities
The hybrid work model offers several opportunities, particularly for increasing employment among marginalized groups and creating jobs in rural areas.
- Expansion of formal jobs: With 83.6 per cent of labour force in the informal sector, hybrid work models could support formalizing some of these jobs, creating around 150,000 positions through establishment of 6 hybrid platforms, 30 ecommerce and 180 digital platforms.
- Rural employment: Approximately 75 per cent of Kenyans live in rural areas where diversity of employment opportunities is limited. Hybrid work could tap into this labour pool, creating jobs in customer service, online education, and telemedicine.
- Opportunities for women and youth: Women and youth, who make up 60 per cent of unemployed population, can benefit from remote and part-time jobs. These flexible work arrangements suit young, tech-savvy individuals and women balancing family responsibilities. Teleconferencing and freelancing could generate up to 500,000 jobs annually in ICT and e-commerce.
Recommendations
To fully harness the potential of hybrid work model, several measures should be implemented:
- Improve internet connectivity: The State Department for ICT and Digital Economy could promote Digital Subscriber Lines (DSL) to improve network connectivity, particularly in underserved areas. DSL offers efficient Internet access through standard telephone lines without requiring new infrastructure.
- Address health concerns: Organizations could prioritize employee well-being by offering mental health programmes and providing ergonomic equipment to remote workers. Addressing these health risks could reduce burnout and boost productivity.
- Develop monitoring tools: Employers could invest in tools to measure remote workers’ productivity. Effective tracking can ensure employees meet targets without overworking, thereby enhancing both individual and organization productivity and performance.
- Create a policy framework: The Federation of Kenya Employers could introduce regulations for hybrid work to address labour law issues such as worker compensation, contracts, and job security. These policies would protect both employees and employers, ensuring fair working conditions.
