Kenneth Martinez  00:21

Welcome, everyone. As we prepare to delve into our session on the gig economy, I’d like to note some logistical challenges. We have one of our speakers present, but a couple are facing technical difficulties in joining. Similarly, our designated moderator, Dr. Jayne Morrow, is also encountering connectivity issues. In light of this, I might be steering this session. These unexpected hiccups remind us of the importance of agility, especially during the pandemic.

Let me introduce Dr. Jayne Morrow. I’ve had the distinct honor of knowing Jayne for over 20 years. Our paths first crossed post the anthrax letters incident. At that time, she was affiliated with the National Institute of Standards and Technology (NIST), while I was with the National Science and Technology Council (NSTC), where she later served as the Executive Director for about two years. Jayne has played a pivotal role in standards development. With a PhD in Micro Environmental Engineering and a foundation in molecular biology, her expertise spans across various technical, programmatic, and policy areas. This includes national security, environmental health, public health, safety, and law enforcement. Presently, Jayne is at the helm of IBEC, spearheading its key initiatives.

As for me, I’m an environmental engineer and a certified industrial hygienist. I’ve dedicated over three decades to the Centers for Disease Control and Prevention (CDC), primarily with the National Institute for Occupational Safety and Health (NIOSH). My focus has largely been on biological agents, first in indoor air quality and mold, and later in infectious diseases. My emergency response roles with CDC have included significant events like the World Trade Center aftermath, anthrax letters, and SARS response in Canada. This work drew me closer to IBEC and the potential of the environmental sector.

Now, let me introduce Dr. Corey Boles. He is a senior health scientist at Cardno ChemRisk and a member of the American Dental Hygiene Association (AIHA). He also serves on the Integrated Bioscience and Built Environment Consortium’s (IBEC) Scientific Advisory Board. Dr. Boles earned his PhD in Occupational Environmental Health from the University of Iowa College of Public Health. He boasts a rich background in exposure assessment across diverse sectors like healthcare, agriculture, and media production. He’s an active member of AIHA’s biosafety committee and is involved in the IH’s COVID-19 task force. My interactions with Corey revealed striking parallels in our career paths, and we share a passion for the microbiological realm.

Our next panelist is El’gin Avila. He’s currently working towards his PhD, examining the pandemic’s impact on rideshare and delivery service drivers in the US. He holds the position of Director of Environmental, Occupational Health, and Equity at the Blue Green Alliance. El’gin is also engrossed in his dissertation research on the intersection of the gig economy and the pandemic.

Jayne Morrow  04:47

Thank you for the introduction, Kenneth. It’s a pleasure to be here, and I’m impressed with the turnout for this event. Kenneth, do we have Charlie with us?

Kenneth Martinez  05:00

I spoke with Charlie DeShields, our last speaker, a short while ago. He owns DeShields Taxi and Rideshare. We believed his firsthand experiences would offer valuable insights. However, he informed me of his tight schedule with taxi customers today. He’ll join us if he can, but if not, we’ll proceed with our available resources.

Jayne Morrow  05:23

Thank you, Ken, for introducing our esteemed speakers. I commend you for organizing such an insightful session. I’m keenly interested in delving into El’gin’s ongoing PhD research and gaining insights from Corey on ensuring the safety of gig economy workers during the pandemic.

Our discussion format will have both Corey and El’gin presenting their opening remarks. This will be followed by an interactive session with our attendees. The questions and discussions from earlier sessions have been incredibly enriching, and I expect this one to be no different.

Corey has prepared an introduction to help us better understand the intricacies of the gig economy. So, I’ll pass the baton to Corey first, and then we’ll loop in El’gin for further dialogue, followed by the planned questions and discussions. Corey, the floor is yours.

Corey Boles  06:38

Thank you, Jayne. I’ve prepared a brief slide deck to share insights from my experience with the gig economy and its workers. I’ll now share my screen, so please let me know when you can see it. Perfect. Firstly, I’d like to express my gratitude for the opportunity to discuss such an essential aspect related to COVID-19, namely the gig economy. While Ken provided a comprehensive introduction for all speakers, allow me a brief overview of my background. I specialize in Occupational and Environmental Health, particularly as an industrial hygienist focusing on microbial and bioaerosol exposures. I’m currently with Cardinal Chem risk, a consulting firm that assesses risks to human health, especially biological ones. This role has given us the privilege to work across various sectors, many of which constitute the gig economy. Our reach extends across the US, Canada, the EU, and even supporting facilities in China at the onset of the pandemic.

Diving into our topic, many wonder about the true essence of the ‘gig economy.’ It’s a term used frequently, but interpretations vary. In essence, the gig economy encompasses independent contractors, consultants, freelancers, temporary agency workers, on-call workers, and contract company workers. Collectively, these represent an estimated 20-30% of the working-age population in the United States, covering diverse sectors from construction, professional services, ride-sharing, retail, transportation, and more. This showcases the gig economy’s complexity from an occupational safety and health perspective.

One of the gig economy’s unique features is the autonomy it offers, often attracting a younger demographic. However, this could imply less on-the-job experience, potentially leading to gaps in fundamental training, vital for occupational safety.

Every industry, including those in the gig economy, has faced challenges amid the COVID-19 pandemic. At the same time, the demand for gig labor rose, further complicating the safety landscape for these workers. They often have more frequent interactions with other workers, trades groups, and the public. Younger workers might also lack experience in health and safety principles, training, and access to resources.

Moreover, health equity is crucial. Physical hazards in the gig economy are intensified by mental health challenges, stemming from lack of regulations, organizational support, and available resources. These issues are further aggravated by well-documented health disparities and factors such as limited access to health and safety awareness, education barriers, fatigue from multiple jobs, and a lack of paid sick leave.

Looking forward, it’s essential to consider the Total Worker Health paradigm, advocated by the National Institute for Occupational Safety and Health (NIOSH), which Ken mentioned. This approach addresses both on-site and off-site factors. We may also need to reconsider traditional control hierarchies or integrate them with models like the chain of infection for better applicability. The built environment’s definition should be more flexible, adapting to different gig sectors. While foundational protective measures like ventilation, disinfection, distancing, and dilution remain crucial, their novel application is where we need to focus. Additionally, the role of epidemiologic surveillance data cannot be understated, especially in this high-risk environment.

In conclusion, for a holistic approach to safeguarding the gig economy’s workforce, prioritizing health equity is paramount. These are my opening remarks.

Jayne Morrow  16:09

Thank you very much. That was an insightful overview of the topics we will cover in our discussion. I’m grateful for your emphasis on the built space, as the concept of the built environment indeed requires a broader perspective in our discussions. This is particularly relevant when considering various mitigation measures available to ensure safety in such environments. Next, I’d like to invite El’gin Avila. It’s a pleasure to see you again, El’gin. We’re eager to learn about your research, particularly how the pandemic has affected the gig economy, frontline workers, and those actively working throughout the pandemic response. El’gin, please share your insights with Corey, me, and our audience. Let us know what you’ve gleaned from the past months and years as events have unfolded.

El’gin Avila  17:15

Thank you. Can everyone hear me clearly? Great. Firstly, I appreciate the opportunity to be here. What I’ve observed mirrors much of what’s presented in mainstream media. However, the insights from those directly affected offer a more in-depth and interconnected perspective, revealing issues that are prevalent in the workplace and symptomatic of the emerging economy.

To provide context about my dissertation: I explored the concept of precarity or precariousness. Precarity refers to financial instability, often characterized by uncertainty about future work opportunities. Such instability is rampant in the gig economy due to its task-based nature. As Dr. Boles pointed out, workers are typically compensated per task, not by the hour. Consider bands that perform concerts. Traditionally, we referred to their performances as “gigs.” They are remunerated for the event, with no assurance of future earnings. These performers must account for health insurance, transportation, accommodations, and other expenses.

In the gig economy, despite the apparent flexibility that attracts many (especially younger individuals), workers often sacrifice autonomy. We anticipate that as automation and changes in climate change policies advance, the gig economy, especially electronically mediated work, will proliferate. Companies are gravitating towards this model, leading to a decline in traditional full-time positions. Jayne, does that set the stage for our discussion?

Jayne Morrow  20:20

That was excellent. I love how you emphasized the power of task-related work and activity, as it helps us reflect on the financial and economic impacts at play. When we think about workers, we’re also considering that sector of the economy and the long-term effects it implies. Let’s delve into the questions we prepared for today’s conversation. Elgin, you highlighted specific economic impacts unique to the gig economy, helping us better understand the vulnerabilities faced by its workers. These vulnerabilities arise when compared to the support systems many of us, employed in other sectors, take for granted. Can you expand on this? Maybe provide an example from your research to help us better grasp the foundational impacts you’re referring to?

El’gin Avila  21:39

To clarify your question, you’re asking me to discuss the interconnectedness of the gig economy and its impact, correct? One compelling aspect to consider is whether gig work is a primary source of income or simply supplemental. Some mistakenly view supplemental work as non-essential. One participant in my research was a diabetic technician who also drove for Uber and Lyft, providing both delivery and passenger services. He didn’t do this for luxury but out of necessity to bridge a $300 increase in his city’s cost of living. I emphasize this because it exemplifies precariousness, the instability felt by those without emergency savings, social benefits, or the safety net that many full-time employees enjoy. How do we address this when someone might be working part-time, full-time, yet still needs supplemental income? This new category of worker has always existed, but it’s only now that we’re exploring the psychosocial challenges they face and the repercussions on their well-being, relationships, and families. I know my response was lengthy, but I hope it was comprehensive.

Jayne Morrow  24:34

Absolutely. I appreciate your insights, emphasizing the personal challenges leading individuals to take on high-risk roles. Considering Elgin’s comments, Corey, what ideas do you have for ensuring the safety of these workers and responding to this growing demand?

Corey Boles  25:10

Elgin’s comments are spot on, revealing a larger societal issue. Speaking of infrastructure, one facet of the gig economy we’ve explored is the entertainment industry. It’s rife with contractors and subcontractors brought in for task-oriented roles. Many face mental health and health disparity issues. Our approach is a task-by-task one. For instance, the individual responsible for package delivery has a different role from the person actually delivering the package. Their interactions add another layer of complexity. The best strategy is a robust yet flexible framework for occupational health and safety, tailored to each task. Elgin aptly summarized the complexity of the situation. If we can control specific workplace aspects, how do we extend protection outside of it? This ties into the Total Worker Health approach that the National Institute for Occupational Safety and Health (NIOSH) frequently discusses.

Jayne Morrow  27:45

I find that truly insightful. Reflecting on it, one of the things we’ve been trying to do in partnership with the American Industrial Hygiene Association is to promote a holistic way of thinking about risk. Our aim is to support not just workers but also the general public in assessing their own risk. By focusing on specific tasks, you put yourself in the worker’s shoes, allowing for a routine evaluation of risk. This better understanding helps to protect them. We’ve been working diligently on the Committee Care Pledge Program, where we aim to distill that risk, providing training and resources beneficial to workers and their families and friends. This program has been a focal point today, and I’d like everyone to take note of it. Moving on to the topic of reducing exposure, I’d like to start with Elgin and then proceed to Cory. Over the past years, what best practices stand out to you? Elgin, as you interact with people, are there any stories or specific examples that have had a profound impact?

El’gin Avila  29:29

That’s an intriguing question and challenging at the same time. The gig worker ecosystem covers such a wide range of industries, it’s challenging to define clear goals or strategies for self-protection at work. To be direct, I don’t believe there’s a one-size-fits-all solution. Workers are proactively ensuring their safety. An extreme example I encountered was of a delivery driver who carried a pistol for protection. While it’s legal in their state, it may contradict certain company policies. I’m not raising this to criticize but to underscore the lengths some individuals go to ensure their safety, especially concerning workplace violence. This is an issue many have expressed to me in my research. And these participants are widespread, not just limited to the East or West coast. I believe we need to rethink our approach to this unique working population. They have some flexibility in how they work, but there are constraints, such as pay or uniform requirements, like Amazon Flex drivers or DoorDash representatives. Addressing this individuality is challenging, and I’m yet to find a concrete answer. Perhaps Dr. Boles has some insights. Let’s hear.

Corey Boles  32:06

Thank you. I appreciate your reference to “individualism”. To address Jayne’s question, I had intended to discuss similar concepts without pinpointing individuals. This notion of individualism is pivotal because it underscores a key complexity of the gig economy. This sector is distinct from traditional industries, and within the gig economy, specific industries and tasks are themselves unique, adding to the intricacy. Reflecting on this, and Elgin’s comments, I concur that there isn’t a singular best practice. Rather, a comprehensive understanding of the science and the rationale behind our decisions is vital. Our goal should be to foster an environment where these daily workers understand and trust the reasons behind the measures they’re asked to adhere to. It’s about empowering them with both scientific and public health knowledge, ensuring they grasp the ‘why’ behind risk mitigation and management decisions.

A clear understanding of topics like aerosol transmission has grown significantly. In my experience, when assisting groups or clients, we prioritize informing the workers directly. This ensures they comprehend that best practices, be it ventilation, distancing, or masking, will only be effective if there’s mutual trust. Trust must be established between us and the workers, as well as between the management and their workforce.

There have been numerous instances where workers from various sectors approached us with questions about the risk mitigation strategies we proposed. They then adapted these strategies to the unique challenges of their workplaces. One memorable example was from the entertainment industry. Professionals approached us with concerns about the use of atmospheric theatrical fog during the COVID pandemic, questioning if it might induce coughing, thereby increasing transmission risks. They sought clarity on the implications of this fog for COVID-19 transmission. Such inquiries are commendable as they showcase a genuine engagement with scientific understanding and risk management. Another example is from the ride-sharing industry. Drivers wanted insights on air recirculation in vehicles and optimal window positions to ensure directional airflow, especially when passengers are seated at the back.

These inquiries exemplify the proactive mindset of those in the gig economy. They are engaged with core scientific and risk management principles, primarily because they’ve been equipped with foundational knowledge. Ultimately, the most effective starting point in implementing best practices is to establish trust, empower these workers, and ensure they have a voice.

Jayne Morrow  36:09

It’s a seamless transition to what I’ve been eager to discuss: opportunities for communication. I’ve noticed a question from our audience concerning this. How can we not only strengthen the content that’s communicated, making the science both meaningful and approachable, but also avoid overwhelming people with complexities that even the scientific community hasn’t fully grasped? How do we meet people where they are and which tools have proven most effective for this? Either of you can begin.

Corey Boles  36:55

El’gin, I’m keen to start, given the importance of the topic. Effective communication and building trust are fundamental. I believe most of us recognize that the COVID-19 pandemic has highlighted our collective shortcomings in risk communication. Even experts often struggle with it. Elgin’s point about the gig economy being a mosaic of individualism rings true, suggesting that a single mode of communication won’t be universally effective. We need a diverse approach, tailored to different individuals and contexts.

A recurring issue I’ve observed when assisting clients and groups within this economy is the absence of a structured communication hierarchy. Roles and responsibilities often lack clarity. Questions arise, such as who is responsible for disseminating COVID-19 information to the workforce? Who follows up? Who ensures everyone understands and agrees with the protocols in place to address COVID-19?

Regrettably, communication often becomes an afterthought in the gig economy. The emphasis leans heavily towards task completion, rather than the means or hours required to achieve it. Furthermore, an organization must possess a well-defined communication plan, not only clarifying roles but also fostering trust. Without trust between leadership and workers, communication is rendered ineffective.

Considering the diversity of the workforce is also crucial. Are there linguistic or cultural barriers? What about technological barriers? Some individuals might only have devices capable of sending and receiving text messages and lack email access. The decision to communicate exclusively via email, in such cases, would be ill-advised. These might seem like elementary considerations, yet they’re frequently neglected.

In conclusion, this oversight may stem from an excessive focus on tasks, often at the expense of heeding the insights and needs of the workforce. I’ll now pass the discussion to El’gin.

El’gin Avila  39:55

You articulated that impressively, Dr. Boles. I’d like to augment the discussion, particularly concerning trust. When contemplating trust, several aspects come to mind, one being humility. By humility, I specifically refer to recognizing, as Dr. Boles mentioned, that workers are often acutely aware of the challenges they encounter. Sadly, supervisors and employers sometimes neglect this, displaying a lack of understanding or genuine listening. This humility, coupled with a genuine intent to safeguard workers, is pivotal for the betterment of gig workers.

Adding to this, Dr. Boles provided an excellent overview, but I believe there’s a need for a cultural shift concerning workforce engagement. Our work approach is predominantly production-driven. While it has resulted in significant accomplishments, it has also led to noticeable gaps. It’s essential to critically evaluate our current state and envision potential improvements. We must rethink our approach towards worker classification and address the occasional attempts by employers to sidestep established norms and standards. Within this framework, establishing and nurturing trust becomes paramount.

Engaging with stakeholders and crafting safety communication training for both industrial hygienists and occupational health specialists has been invaluable. I deeply appreciate the training I’ve undergone in science communication. My roots in Detroit, a city deeply influenced by various dynamics, have equipped me to break down intricate terms used in industrial hygiene into more digestible explanations. My objective is always to resonate with individuals, aiming for clarity akin to an eighth-grade comprehension level. By doing so, it equips them to relay this knowledge to their families and friends. Facilitating this knowledge transfer not only simplifies our job but also nurtures a culture of safety.

The journey begins with the right intentions. Building trust, exhibiting humility, setting aside ego, and fostering effective communication with all stakeholders is essential. While it may not always be feasible to have everyone physically present, their voices and perspectives must have a seat at the table. This principle should guide our actions as we move forward.

Jayne Morrow  43:55

Thank you for that insightful perspective. Both of you have made profound observations. What resonates with me is understanding the science behind the decisions made and truly empathizing with the worker’s situation, considering everything they’re juggling in their lives. You’ve emphasized the need for a comprehensive approach and our obligation to genuinely hear their voices. We must find ways, despite the logistical and operational challenges, to ensure their voices are represented. While we’re discussing this, I see we have some comments and questions. I’m unsure if Malala will display them, but one query from the audience concerns the most ethical ways for individuals and institutions to engage in the gig economy. What best practices have you observed that truly benefit the workers? Thank you for sharing the question for the panelists to review.

Corey Boles  45:14

That’s a compelling question. El’gin touched on some key points in his eloquent response regarding regulations, laws, and standards. The prevailing issue seems to be a deficiency in these areas. We must acknowledge that relying solely on a regulatory pathway, especially given the myriad challenges OSHA is grappling with, might not be the solution at this juncture. Effective strategies might involve direct engagement with employees, although this too can present obstacles. As El’gin might attest, trade groups, associations, and unions, which often comprise current and former industry workers, could be initial points of contact. However, you’ve highlighted an essential concern: the absence of a clear approach. This gap might indicate a need for development in this domain.

El’gin Avila  46:34

I appreciate your insights, Corey. They’ve triggered some reflections. I’m reminded of California’s assembly bill concerning gig workers. Some here might be familiar, but to briefly recap: companies like Uber and Lyft invested heavily to oppose a bill aiming to clarify worker misclassification. Historically in the U.S., unions and collective bargaining have championed worker rights. Admittedly, there are regulatory hurdles associated with this approach. Still, most laws contain provisions that could be leveraged. It suggests that as industrial hygienists and occupational health specialists, collaboration with policy experts might be the key. By identifying and exploiting these legal provisions, we could promote worker protection more effectively through collective bargaining. While I won’t advocate for any specific legislation, endorsing collective bargaining and protecting workers’ rights might lead us closer to affording them the privileges that full-time employees enjoy in the U.S. This seems like a promising starting point. The individual posing the question might be seeking a deeper answer, but perhaps we should adopt this approach and iteratively refine our strategies by consistently probing with “why” and “how” inquiries.

Jayne Morrow  48:56

I think that’s a really powerful discussion point too. Considering the opportunity for standards, there’s a lot of value in peer pressure and working together to up the game, right. So if we can consider opportunities to work together to define what that is, and what that expectation is, then you’re elevating it for everyone and you’re not leaving someone behind. And so I’m hearing that in our conversation too, is that maybe there’s a role for us to come together as a community and figure out how to put ourselves in each other’s shoes and keep each other safe as a result of that community-level thinking. So that’s really exciting for me. I know that the International Biohazard Emergency Response and Investigation Team (IBEG) is considering what we can do in this space and how we can help serve workers better by coming together with broad knowledge holders, including those that are on the frontlines, and creating these mechanisms for communication. I want to have one last question. And I want to give a brief break because I see some people in the comment section asking for a break today. So this is our last question. What are you hearing from your workforce in terms of what is the most important for making them actually feel safe at work? And I think it’s a really good question. Dr. Sonia Stokes, an emergency room physician, understands frontline worker protections very well. What’s this drumming up for both of you?

Corey Boles  50:34

I’m happy to go first, El’gin, are you okay? You know, that’s a really great question. You know, we kind of touched on this a little in one of our previous questions. I don’t know that there’s any one particular thing, right, because of the sheer diversity that the gig economy and the industries that make up the gig economy really represent. But you know, Elgin, and I have talked quite extensively already, it seems like, about trust and building trust, and having and having engagement and communication across all levels of the organization. That trust and that communication is vital for ensuring any sort of compliance. And to that point, you know, understanding and empowerment of understanding towards the risk mitigation techniques that may be employed by any one organization, or group. But I think it always starts with trust and connection. And there’s a responsibility for all stakeholders, there’s a responsibility for leaders and managers to empower the workers. And there’s a responsibility on the workers to speak up. And so I think everyone has a certain role to play towards contributing to that worker safety.

El’gin Avila  51:54

Well said, Dr. Boles. I like this question. One of the reasons why I like it is because you’re talking about perceptions. You asked, “What is most important for making them feel safe at work?” But we’re talking about perception; we’re not talking about “how do we make people safe at work?” And I think this is important because I’m thinking about people who like to climb ladders and don’t worry about using any ladder protection. For example, how do we make that person feel safe? So I think, ultimately, when it comes to perception, one of the things that I’ve genuinely seen (especially in regards to having these interviews with gig workers) is gig workers, in particular, want to see that not only are their financial needs met, which is one of the highest things that they focused on because they perceptively cannot feel safe unless they don’t have the stress associated with their precarity. That often clouds whatever feelings they’re feeling regarding safety. Let me clarify this again: folks are so concerned about their precariousness and their financial instability that they cannot even fathom thinking about how they can feel safe at work. That is incredibly powerful. They don’t even have the capacity, in some cases, to negotiate their pay, their wages. 

Being able to tackle some of the main points that these communities are talking about is vast. Think about Maslow’s hierarchy of needs; that is a hierarchy that was created, I believe, in 1939. And in this, you have to have a certain level, this foundation of perceived safety. These things could be foundational needs, such as your ability to feed yourself, clothe yourself, live in a home, have shelter, etc. And so unless you have those things, you can’t even fathom the idea of thinking and understanding how you genuinely feel in the workplace. That in itself is a psychosocial exposure. We have to start thinking, as industrial hygienists and occupational health safety professionals, what psychosocial exposures are these workers experiencing? And how do we address those? What kinds of things can we do as a community that isn’t inherently able to change their wages? But how do we uplift that? How do we understand? How do we dive more profoundly than that? How do we get them to bring out and tell us this information about their safety to answer this question? Just to add a tiny little bit about this, some of the things that folks are saying is that workplace violence is a huge thing. In particular, they’re very concerned about that, but also safety equipment, such as PPE, precisely things to identify them as workers. They don’t want to walk into someone’s home and be threatened with a gun, even though they’re just delivering a package, for example. So those are some of the things that folks are asking for to feel safe at work consistently.

Jayne Morrow  55:28

I believe this is an excellent way to conclude our discussion, highlighting the fundamental connections in the everyday lives of workers supporting the gig economy. I’m profoundly grateful to both of you for taking the time to share your insights and your work with us today.

Kenneth Martinez  56:15

Cory and El’gin, thank you so much. I extend my apologies to the participants for the loss of one of our speakers. However, you both maintained a high standard, making the session very educational. I support your dissertation wholeheartedly. In my eyes, you’ve earned your PhD. JD, your facilitation was impeccable, powerful, and fluid, as were all our moderators. Thank you for stepping in to make this event successful. We’ll take a short break now and reconvene promptly at four o’clock. Take this time to refresh yourselves with a cup of coffee or a light snack. Please rejoin us as this will be our final session before concluding at five o’clock Eastern Standard Time. See you soon, everyone.