ADP报告 —— 洞察商业中的零工劳动力

概要 

Executive Summary

“零工经济”的概念通常与Uber、Fiverr和TaskRabbit等在线平台联系在一起，这些平台让零工更容易找到机会。这些新型的技术平台可以很容易地将需要服务的个人与服务提供者联系起来。伴随着经济的转变和态度的转变，这些技术平台推动了零工劳动力的发展。

然而，对于传统公司来说，零工这种工作形式业已成熟。在过去的几十年里，企业一直在使用这种策略，聘请各种各样的员工，如项目承包商、季节性员工、兼职员工等等。

然而，零工经济的增长正在改变传统组织内部的对话，并为人力资源实践提供了新的视角。零工通常不被考虑在公司的人力资源战略范围之内，即推动绩效和影响预算，也没有以一致的方式进行管理或跟踪。同时，人们对零工工作的广泛接受正在改变着各类工作者对工作世界的看法。

The concept of a "gig economy" is popularly associated with online platforms such as Uber, Fiverr and TaskRabbit, which make it easier for gig workers to find opportunities. These new kinds of technology platforms readily connect individuals in need of personal services with those who will provide them. Accompanied by economic shifts and changing attitudes, these technology platforms have fueled the advancement of the gig workforce. 

However, for traditional companies, gig work has long been a well-established practice. Businesses have used this tactic over the last several decades to include a wide range of workers, such as project-based contractors, seasonal workers, part-time employees and many more. 

Nevertheless, the growth of the gig economy is changing the conversation within traditional organizations and shining a new light on human resource practices. Gig workers typically fall outside the companies' Human Resources strategy —— driving performance and impacting budget, yet not managed or tracked in a consistent fashion. Simultaneously, the broad acceptance of gig work is changing how all kinds of workers look at the world of work. 

ADP研究所(ADP Research Institute，简称ADPRI)分析了75000多家大公司的匿名汇总工资数据（这些公司雇佣了1800多万名员工），以解释零工经济如何改变了商业工作世界。该研究还另外包含了对16000多名员工的调查和对21名公司高管的采访。本报告旨在为雇主、政策制定者和其他商业领袖提供数据丰富的分析，从而做出明智的决策。

为了研究目的，我们分了三类工作者：从雇佣机构获取1099-MISC*表的承包商；工作一到六个月的短期W-2*雇员；以及工作六个月以上的传统长期W-2*雇员。在本研究中，我们将1099-MISC员工和短期W-2员工都视为零工。

***填写1099表的员工属于独立工(Independent Contractor)，如以佣金作为主要收入的销售员，其收入不需要每月扣税，但年度报税的时候，自己需要交纳收入总额15.3%的全额社会安全税。比较普遍的独立工包括房产经纪人、房屋装修工、出租车司机和广告销售人员等。

***填写W2的属于雇员(Employee)，包括全职、半职或短期的员工。公司会在每次发放工资的时候扣税，如每个员工都需要扣减工资总额7.65%的社会安全税，同时，雇主要为您付另外的7.65%社会安全税。

The ADP Research Institute (ADPRI) analyzed the anonymous and aggregated payroll data of more than 75,000 large companies, employing more than 18 million workers, to explain how the gig economy is changing the world of work for businesses. This data has been supplemented with a survey of over 16,000 workers and interviews with 21 company executives. This report is intended to provide employers, policymakers and other business leaders with data-rich analyses that lead to informed decision-making.

For the purposes of this research, we identified three types of workers: contractors receiving Form 1099-MISC from their hiring organizations; short-term W-2 employees working one to six months; and traditional, long-term W-2 employees working more than six months. In this study, we consider 1099-MISC workers and short-term W-2 employees to be gig workers. 

我们调查结果的要点总结如下：

The highlights of our findings are summarized below: 

>>> 在企业中，六分之一的员工是零工

在很多情况下，这个数字甚至更高。在大约40%的公司中，每四个员工中就有一个是零工。尽管有广泛运用零工，但企业似乎没有一种系统的方式来追踪这些零工或者管理他们的贡献；很多都不算在公司的劳动力战略之内。在一家公司内，这些零工可能通过多种渠道获得报酬——招聘机构、应付账款、工资——这就很难确定公司在他们身上花了多少钱。在预算方面，这些零工支出可以算作公司的“rogue spend（流氓支出*）”。

***流氓支出——这个术语指的是在预先商定的合同或机构的临时工计划的指导方针以外与派遣人员提供商的支出（Rogue Spend - This term represents expenditures with staffing suppliers outside of pre-negotiated contracts or the guidelines of the organization’s contingent workforce program）。

One in six workers in organizations is a gig worker

In many cases, the number is even higher. In a bout 40% of companies, one in four workers is a gig worker. Despite widespread engagement with gig workers, companies do not seem to have a systematic way of tracking these workers or managing their contributions; many are not part of the company's workforce strategy. Within a single company, these workers may be paid through multiple channels —— staffing agency, accounts payable, payroll —— which makes it difficult to determine how much an organization spends on them. In budgeting terms, these workers can represent a company's "rogue spend." 

>>> 零工越来越多

2010年至2019年，零工在企业中的比例从14.2%上升至16.4%，增幅为2.2个百分点。零工、短期W-2员工和1099-MISC独立承包商在这一增长中贡献相当。所有迹象都表明，零工工作只会继续增长，在人才市场已经紧缺的情况下，企业需要充分了解临时劳动力的动态，以优化人才管理、劳动力战略和公司的底线。

Gig work is growing

From 2010 to 2019, the share of gig workers in companies has increased from 14.2% to 16.4%, a 2.2 percentage point increase. Both groups of gig workers, short-term W-2 employees as well as 1099-MISC independent contractors, contributed equally in this growth. Every indication is that gig work will only continue to grow, and with an already tight talent market, businesses will need to fully understand the dynamics of the contingent workforce —— to optimize talent management, workforce strategy and the company's bottom line. 

>>> 每个行业都依赖零工，但有些行业的薪酬比其他行业高

休闲娱乐、建筑和商业是利用零工劳动力的前三大行业。几乎在所有行业，1099-MISC零工的收入都高于W-2员工。相比之下，零工在教育和信息行业待遇一般，该行业包括媒体、广播、电信、印刷和研究相关行业，吸引了众多低薪自由职业者。

Every industry relies on gig workers, but some pay more than others

Recreation, construction and business servies are the top three industries utilizing the gig workforce. In almost all sectors, 1099-MISC workers earn more than W-2 employees. In contrast, gig workers do not fare as well in the education and information sector, which includes media, broadcasting, telecommunications, printing and research-related businesses that attract many low-paid freelancers. 

>>> 有两个世界的零工

两个世界的零工的人口结构截然不同。那些1099-MISC合同工年龄更大，受教育程度更高，收入也可能更高。公司经常在项目基础上利用1099-MISC合同工的专业技能 —— 当常规员工在没有培训或临时通知的情况下无法承担工作量时，或者为了基于委托的任务。短期W-2员工较年轻，受教育程度较低，收入较低。他们通常是季节性雇佣或随叫随到。收入的差异表明，这两类人所从事的工作需要非常不同的技能。

There are two worlds of gig workers

Their demographic profiles are distinct. Those working as 1099-MISC contractors are older, highly educated and more likely to have a higher income. Companies often leverage 1099-MISC contractors for their specialized skills on a project basis —— for periods when regular staff cannot manage the workload without training or on short-notice, or for comission-based work. Short-term W-2 employees are younger, less educated and have a lower income. They are typically seasonal or on-call hires. The disparity of income indicates the two groups are performing tasks that require very different skill sets. 

>>> 千禧一代和Z世代*以自己的方式从事零工工作

***千禧一代（Millennials）: 生于1981-1996 (25-40岁) ；Z世代（Generation Z）: 生于1997-2012 (9-24岁)

总体而言，34岁以下的零工主要将自己视为传统员工，这可能反映出“传统员工”这个词对他们的意义发生了变化。在这个年龄段的1099-MISC中，他们结婚生子的可能性更大，受教育程度也更高（四分之一的人拥有高等学历）。有趣的是，虽然35岁以下的1099-MISC零工中超过50%的人表示他们更愿意成为W-2员工，但他们似乎并不会为了可获得医疗保险福利而改变。事实上，74%的人表示，即使他们失去了目前的医疗保险，他们也会继续以1099-MISC的身份工作。

Millennials and Gen Z gig it their way

As a whole, gig workers under the age of 34 view themselves mainly as traditional employees, perhaps reflecting a shift in what this term means to them. For 1099-MISC workers in their age group, they are more likely to be married and have children under 18, and more likely to be highly educated (with one in four possessing an advanced degree). Interestingly, while more than 50% of 1099-MISC workers under 35 say they would prefer to be a W-2 employee, the prospect of health insurance does not appear to change their job behavior. In fact, 74% say they would keep working as a 1099-MISC worker, even if they lost their current health insurance. 

>>> 零工不再仅是年轻人的选择

20%的零工年龄在55岁以上。在1099-MISC零工中，55岁以上的人比例更高，为30%。这个群体的工作似乎并不仅仅是出于经济需要。“做自己喜欢做的事”是最重要的，这一点远比对年轻工作者更重要。近40%的人认为自己已经退休。在这个年龄段的1099-MISC零工不太可能相信他们能有比现在的合同工更有趣的工作选择；55岁以上的人中只有三分之一说他们能找到一份和他们现在的1099-MISC工作一样好的传统W-2工作(相比之下，35岁以下的1099-MISC工作者中有三分之二说他们能找到)。

Gig work isn't just for the young

Twenty percent of gig workers are over the age of 55. Among 1099-MISC workers, the 55+ group is even higher at 30%. This group does not appear to be working out of financial necessity alone. "Doing what I enjoy" is of primary importance, which is far more important than to younger workers. Almost 40% consider themselves retired. 1099-MISC workers in this age group are unlikely to believe they have interesting alternatives to contract work; only one-third of those 55+ say they can find a traditional W-2 job as good as their current 1099-MISC work (compared to two-thirds of 1099-MISC workers under 35, who say they can). 

>>> 调查数据驳斥了对零工工作的一些普遍误解

一般认为，与传统的W-2员工相比，零工工作频率更低，为多家公司工作，并且时薪更高。但我们的研究发现，这两类工作者实际上颇多相似。超过一半的1099-MISC零工在同一家公司工作了12个月，而有23%的传统W-2员工在同一家公司只工作了不到12个月。1099-MISC零工一年平均获得9个月的工资，相比之下，W-2员工获得11个月的工资。

平均月收入的差距也很小——1099-MISC零工只多挣339美元左右。

The data defies gig worker employment myths

It is generally thought that gig workers work less frequently, work for multiple companies and earn a higher hourly wage when compared to traditional W-2 employees. Our research found the two groups to be more similar than previously believed. More than half of 1099-MISC contractors are engaged 12 months with the same company, while 23% of traditional W-2 employees engage with a company for less than 12 months. The average 1099-MISC contractor is paid nine out of 12 months by the same company, compared to the average W-2 worker who is paid 11 of 12 months by their employer. The difference in average monthly income is also minimal —— with 1099-MISC workers earning only about $339 more.

>>> 零工生活是一种选择

在1099-MISC零工中，超过70%的人表示，他们的工作是自己的选择，而不是因为他们找不到一份“常规的”W-2工作。大多数人似乎对零工工作很满意，60%的人表示他们将在未来三年继续从事零工工作。通常，是零工的灵活性激励了他们，许多人将灵活性置于财务保障或福利之上。对于那些能够从其他来源（如配偶的工作可以购买到家庭医疗保险）享受到一些传统福利的人来说，这可能是一种值得的权衡。

Gig life is a choice  

More than 70% of 1099-MISC gig workers say they are working as independent contractors by their own choice, not because they can't find a "regular" W-2 job. Most seem happy with gig work, with 60% saying they will continue to gig for the next three years. Often, it's flexibility that motivates them, with many placing a premium on flexibility over financial security or benefits. This may be a worthwhile trade off particularly for those who are able to enjoy some traditional benefits from another source, such as a spouse. 

>>> 大多数零工都有医疗保险

大约90%的零工都有医疗保险。具体来说，对于1090-MISC零工，不到三分之一的人购买了自己的个人医疗保险，更多的人表示，医疗保险不会影响他们成为独立承包商的工作选择。有趣的是，接受采访的雇主认为，许多1099-MISC零工都与配偶一起做出了经济决策 —— 其中一人的工作没有福利，但收入更高，另一人收入较低，但有福利 —— 从而提高了家庭的总收入和医疗健康福利。

Most gig workers have health insurance 

About 90% of gig workers have health insurance. For 1090-MISC workers specifically, less than one-third purchase their own individual insurance, and more indicate that health insurance does not affect their decision to work as an independent contractor. Anecdotally, employers interviewed believe that many 1099-MISC workers have made an economic decision with their spouse —— where one spouse works without benefits for higher pay and the other receives lower pay with benefits —— resulting in a higher total income and health benefits for the household.

>>> 零工带来了独特的机遇和挑战

在今天的商业中，零工是一股强大但无形的力量。因此，零工为公司提供了新的灵活性和可伸缩性水平，但也为监管行动以及遵守复杂和不断变化的法律法规带来了独特的挑战。

当试图用与传统员工相同的方式管理这些零工时，公司往往会面临管理和员工敬业度方面的挑战。

但同时，零工也带来了提高业务绩效和生产力的机会，以及可以促进所有做出贡献的人更充分参与进来的机会。在劳动力市场紧缺的情况下，如果公司能够了解是什么驱动了零工的决策，零工就可能成为宝贵的人才来源。

随着企业寻求理解和发展强调零工重要性的人力资源战略，这项研究对劳动力动态提出了一些微妙的、基于数据的观点。这项研究也清楚地表明，我们已经进入了一个零工已经成为新常态的时代。

Gig workers present unique opportunities and challenges

The gig workforce is a powerful, but invisible force in today's businesses. As such, gig workers present opportunities for new levels of flexibility and scalability for an organization, but also pose unique challenges to manage and monitor activity and compliance with complex and changing laws.

When trying to manage these workers in the same way as traditional employees, companies often face management and engagement challenges. 

These challenges are offset by the opportunity to improve business performance and productivity improvement and more fully engage all those who contribute to the success of the business. In a tight labor market, gig workers can be a precious source of talent if companies understand what drives gig workers' decision-making.

As companies seek to understand and develop HR strategies that address gig workers in businesses, this study presents a nuanced, data-based view of these workforce dynamics. It also provides clear evidence that we have entered an era where gig work is the new normal.