Sharing in the gig economy: from equitable work relations to exploitative HRM

From Digital Culture & Society

https://doi.org/10.1108/PR-04-2019-0219

1 Overview
2 Research design
3 Strengths and Weaknesses
4 Assessment
5 Strengths and Weaknesses
6 Assessment

[edit] Overview

The  authors discuss the condition of Uber drivers status as non employees arguing that this has led to exploitative and unfair relations between the platform and these drivers.

The authors focus on another central problem that is the classification of Uber drivers as independent contractors as opposed to employees. The manner of classification has far-reaching consequences for the drivers whose rights are withheld including the minimum wage, overtime, paid sick leave and the right to collective bargaining. Further, the article highlights Ubers comprehensive algorithmic control of ride allocation, fare setting, and even driver rating. Drivers autonomy is greatly compromised by the pervasive nature of this control, making it difficult for them to dictate themselves on the best way to earn their income. Additionally, the authors point out the different types of abusive HRM practices that are associated with Uber such as the arbitrary termination of accounts, unilateral changes in contract terms and conditions, and lack of accountability and transparency to drivers. Such practices make drivers vulnerable in an already unequal power relationship with platform providers.

[edit] Research design

This articles research design adopts a qualitative approach, utilizing the case study to assess labour relations in the gig economy, more specifically the Uber drivers. The authors used in-depth interviews, analyzed legal documents, and observed platform policies to develop a comprehensive understanding of the problems that drivers meet on a daily basis. This article’s hypothesis is that Uber’s non-employee classification of drivers facilitates exploitative HRM practices. The authors anticipated finding proof that Uber's non-employee classification and extensive algorithmic control contribute to an unfair and unequal relationship with its drivers.

[edit] Strengths and Weaknesses

One strength of this article is that it provides a thorough discussion of the classification of Uber driver as non-employee with a significant impact. The authors, through their focus on HRM practices, reveal the exploitation nature of the gig economy. They also provide an in-depth insight into the drivers’ struggles. In addition, the talk on algorithmic control completes the picture and highlights how drivers’ autonomy is being undermined by Uber’s practices. The article however presents a single weakness. This limitation consists in considering only few solutions or policy recommendations to the problem. The article aptly points out the various challenges associated with the gig economy, however it further needs a detailed discussion on what options should be put in place to solve these problems or what regulations should be made to mitigate them.

[edit] Assessment

The article demonstrates how the gig economy, epitomized by Uber’s model, reflects downgraded labor relations and the disintegration of worker rights. The authors highlight how the non-employee status of Uber drivers enables the company to utilize labor without any benefits and rights inherent in traditional employment. Therefore, the authors call for review of employment laws and rules in consideration of the problems caused by the gig economy and equal treatment for every worker.