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Digital connectivity
Three targets for digital connectivity
The Department of the Environment, Climate and Communications has released a draft document of its Digital Connectivity Strategy.
The strategy sets out three overall targets for digital connectivity in the State:
1. All Irish households and businesses will be covered by a gigabyte (GB) network no later than 2028.
2. All populated areas covered by 5G by no later than 2030.
3. Complete the delivery of digital connectivity to all connected hubs and all schools by 2023.
Setting out the purpose of the strategy, the Department states that it will encourage investment in energy efficient solutions, network integrity and security, and support and facilitate the modernisation of existing networks and transition to GB and 5G networks both with direct and indirect government supports.
It further pledges to ensure that the regulatory framework promotes infrastructure competition, encourages investment, and supports innovation in emerging technologies.
Plans of action
The draft document outlines a number of potential plans of action to ensure that the three targets are met.
One of these is ensuring investment by commercial operators in quality, secure, and resilient GB network services to the vast majority of premises, which the Department believes will lead to the deployment of GB network services through the National Broadband Plan’s state-led Intervention.
The Department further intends to introduce a universal service obligation with the aim of ensuring that broadband is accessible for all, as well as the strategic placement of high-speed connectivity in certain locations throughout the State, including an initiative under the National Recovery and Resilience Plan (NRRP) to provide high-speed broadband
connectivity to up to 1,100 primary schools through the Schools Broadband Programme.
The document further outlines intentions to establish a broadband connection point project with the aim of ensuring that 300 points throughout the State are provided with high-speed broadband for public use. This will be underpinned by the continuation of the rollout of Eduroam WiFi spots in the State’s public spaces such as libraries, universities, town centres, and healthcare facilities.
The aim of ensuring the international connectivity infrastructure to and from the State are resilient, suitably diverse, and robust so that they can serve the demands of the national requirements, is additionally set out in the document.
Ireland’s 5G network needs to continue to be released “with appropriate coverage and deployment obligations, and continuous monitoring of the use of this spectrum for both indoor and outdoor locations, to ensure it is used efficiently and effectively,” the draft document states.
The document emphasises the necessity of “ensuring that public administrations maximise the benefit from 5G technologies through the creation of infrastructure that enables users to process data at the appropriate location (e.g. edge node; regional node; or cloud)”.
“This will contribute significantly to Ireland’s Public Protection and Disaster Relief (PPDR) capability while also providing practical insights on the use of these solutions to all sectors.”
Key to the 5G progression is the appropriate spectrum is made available and that mobile connectivity solutions are provided for the use of public services.
Meeting the State’s connectivity needs will require the adaption and awareness of new emerging technologies over the coming decade. The document states that “fostering the necessary ecosystems to facilitate the deployment of smart city applications and services in urban/suburban, town settings and rural communities” will play a complementary role to the facilitation of new emerging technologies.
Key strategic enablers
The document outlines a list of key strategic enablers, the implementation of which will ensure that the connectivity commitments are met within the timeframe specified.
The first enabler outlined in the document is that of ensuring the commercial investment necessary in connectivity in the state. “The vast majority of premises in urban and suburban areas will be covered with a fibre to the home services with GB network services being made available to these locations by 2026.
“Commercial investment is expected to result in GB network services being made available to the vast majority of premises, in primarily urban and suburban areas covering circa 77 per cent of the premises across the State and 5G services being made available to all populated areas across the State once the appropriate spectrum is made available.”
The document additionally places an emphasis on the importance of continuing with the National Broadband Plan, liaising with the Mobile Phone and Broadband Taskforce, ensuring that there is the necessary international connectivity, and that the necessary regulations are in place.
The regulatory framework will be decided at a European level by the European Electronic Communications Code, and domestically by the national regulatory authority, the Commission for Communications Regulation, who have responsibility for the rollout of 5G connectivity in the State as well as the radio spectrum.
Connectivity and the future of work
Sandra Masterson Power, Beauchamps.
Long before the pandemic and as far back as July 1997, the European Commission adopted recommendations on the labour market and the social dimension of the information society – which included commitments to promote teleworking in Europe, writes Beauchamps Employment Partner Sandra Masterson Power.
Back to the future
In 1998, Ireland established the National Advisory Council on Teleworking. In July 2002, the European Framework Agreement on Telework established a general framework at European level for teleworkers' working conditions and prompted member states to implement the agreement over the following years to 2005. The issues highlighted back then remain relevant today. They were: • the voluntary nature of teleworking;
• employment conditions;
• data protection;
• privacy;
• equipment;
• health and safety;
• organisation of working time; • collective rights of teleworkers.
The framework agreement was innovative and its intention was to define a general framework for the use of telework in such a way as to meet the needs of employers and workers.
Technology was becoming accessible and sophisticated enough that knowledge-based workers could now conceivably carry out their work outside the traditional office setting.
Commentators in 2000 discussed the challenges of getting traditionalists to change their mindset. As we moved into the 2010s, and with disruptive technologies rapidly transforming the world of work and potentially increasing the proportion of knowledge-based roles in Ireland, flexible options such as remote work became not just a viable option but, for many, an expectation.
Both the 2019 Remote Work in Ireland report and the National Remote Work Strategy adopted the definition of ‘telework’, as described in the 2002 European Framework Agreement: “A form of organising and/or performing work, using information technology, in the context of an employment contract/relationship, where work, which could also be performed at the employer’s premises, is carried out away from those premises on a regular basis.”
Remote working 2022
The Irish Government had already recognised and highlighted the potential for remote working in the 2019 Future Jobs Ireland Report, and so when the pandemic struck in early 2020, much of the groundwork had been done. The Remote Working Strategy was published in January 2021, and a code of practice for employers and employees on the right to disconnect was introduced in April 2021.
2022 will, when enacted, provide a framework around which requesting, approving, or refusing a request to work remotely can be based. It will provide legal clarity to employers on their obligations for dealing with such requests.
Trust has been identified as an aspect of workplace culture that is particularly important in enabling remote work and is seen as an enabler of and a barrier to remote working. Given that there is an implied duty of trust and confidence in every employment contract, a lack of trust has the potential to damage the employment relationship and ultimately cause a breakdown in that relationship which can lead to conflict, which leads to retention issues and resignations or litigation. A negative workplace culture and an absence of trust are, therefore, risk issues and need to be borne in mind.
Right to disconnect
The right to disconnect refers to employees’ right to switch off from work outside normal working hours and not to respond to incoming communications from work and has three main elements:
i. The right of an employee to not routinely perform work outside normal working hours.
ii. The right to not be penalised for refusing to attend to work matters outside of normal working hours.
iii. The duty to respect another person’s right to disconnect (e.g., by not routinely emailing or calling outside normal working hours).
The creation of a culture in which employees feel they can disconnect from work and work-related devices necessitates a joint approach by both employers and employees. While placing the onus of management of working time on the employer is appropriate, individual responsibility on the part of employees is also required.
The Code of Practice helpfully sets out employer obligations, but the employee obligations warrant judicious consideration by employers. If remote working is to work to maximum effect, employers will have to reflect on culture and management style and will need to empower employees to take responsibility, employers will need to move away from command and control/traditional management styles.
Work-life balance
August 2019. The Directive includes the right to request flexible working arrangements for carers and working parents of children up to 8 years old. Member states have three years to comply with the Directive and transposition in Ireland is led by the Department of Children, Equality, Disability, Integration and Youth. Whilst the transposition deadline has passed, the Work-life Balance and Miscellaneous Provisions Bill 2022 is expected to be enacted by the end of 2022. Its stated aim is to increase the participation of women in the labour market and the take up of family-related leave and flexible working arrangements. It will also have provisions for domestic violence leave.
Conclusion
view that office-based working is the only way. To be fair, the pandemic has shown, that for many roles, it is the only way. Are there cultural issues around trust that underpin some of that thinking? Organisations have to be careful not to create a two-tier system and should challenge themselves objectively on the reasons for not making remote working available to all cohorts of employees.
The Right to Request Remote Working Bill and the Work-Life Balance Bill are priority bills on the Autumn Legislative Programme. By the end of 2022, the future anticipated back in 1997 will have arrived.
T: +353 (0)1 4180985 E: s.mastersonpower@beauchamps.ie W: www.beauchamps.ie
Future of work and connectivity: In focus
The technological revolution has changed every aspect of life in Ireland, both in work and in daily life. These changes have been further exacerbated by the onset of Covid-19, when the availability of remote work was accelerated for many employees. The impact of this has been widely received as positive from both employees’ and employers’ perspectives.
Covid-19 and remote working
• Poll sample of 8,428
52% of respondents are currently working hybrid (sometimes remotely, sometimes onsite) and 40% are working fully remotely. 8% are working fully onsite. 58% of respondents never worked remotely before Covid-19. 50% of respondents indicated that their organisation has confirmed how they will work remotely in the future whilst 22% are in a trial phase. 29% have not yet decided on future work patterns. • Of the 50% of respondents whose organisations have confirmed their future working patterns:
61% indicated that they will work hybrid 30% indicated that they will work completely remotely 9% will work fully onsite. • For the half of respondents who indicated that they will work hybrid into the future the following are the hybrid work patterns:
8% are expected to be onsite several days a month 12% indicated “other” • In terms of how remote working affects respondents’ loyalty to their employer:
48% indicated that remote working positively affects their loyalty, 39% report that it has no effect, and 6% indicated that it has a negative effect. 7% indicated that they don’t know what affect remote working has on their loyalty to their employer. • Of the 27% of respondents who had changed employer since the outbreak of Covid-19:
47% indicated that remote working was a key factor in their decision to change employer as their new employer offered better remote working opportunities. 53% indicated that remote working was not a key factor in changing employer.
Source: Whittaker Institute, University of Galway
Internet usage in the State
• Poll sample of 8,428 Over one in five (22%) internet
users went online to look for a job or to submit a job application Two thirds (67%) of internet
users reported seeking health related information. 80% internet users used internet telephoning/video calls (e.g. Skype, Zoom) in 2021. Females were more likely than males to use VoIP – 87% of females compared with 74% of males • Instant messaging e.g.
Skype, Messenger,
WhatsApp.
Usage was reported by 84% of internet users.
However, the survey results tell us that it was for persons aged between 30 and 59 years for
whom this activity was most prevalent – 91% of persons aged 30 to 44 years and 88% of
internet users in the 45 to 59 years age group. Females tend to use instant messaging more than males – 87% of females compared with 82% of males • Communication on social network platforms
Almost nine in ten (89%) persons aged 16 to 29 years
communicated on social network platforms 85% of persons aged 30 to 44 years and 72% of persons in the 45 to 59 years age group. Just 45% of internet users aged 60 to 74 years used social networking platforms to communicate. • Internet banking
Nearly eight in ten (78%) internet users used internet or mobile banking (includes PayPal, Revolut, etc.) in 2021. The age group that was most likely to use internet banking was the 30 to 44 years age group (84%).
70% of internet users aged between 60 and 74 years avail of internet banking
Source: CSO, Internet and Platform Work Survey
Talent for the future world of work
Pictured at the launch of the Climate Ready Academy Stackable Microcredits in Partnership with the University of Limerick were: Ken Stockil, CEO Central Solutions; Kerstin Mey, President UL; Senator Róisín Garvey; Paul Healy, CEO, Skillnet Ireland; and Brian Leddin TD.
Moving from one crisis to the next has almost become the norm for business leaders over the last seven years. With an open, globalised economy, Ireland is impacted more than most by global macro trends. Focused on talent development, Skillnet Ireland ensures companies have the skills in place to weather short-term shocks and prepare for long-term challenges.
From Brexit to the pandemic, war in Ukraine to record inflation, leading organisations in a permanent state of flux is challenging and feeling at ease with the often-unknown direction of change can seem elusive.
Few would argue that the two most important megatrends of the next 10 years and the future world of work will be climate change and digitalisation. While we have all been keenly focussed on addressing both, the links between the two are impossible to ignore. As the path toward a sustainable, low-carbon economy becomes clearer, it is evident that climate change and digitalisation are intertwined in more ways than one.
Building a climate-resilient economy
Ireland is taking proactive steps to building an environmentally sustainable and climateneutral economy by 2050. The roadmap to achieving this target is underpinned by the Climate Action Bill, which commits to a 51 per cent reduction in carbon emissions by the end of the decade. As the impact on individual sectors takes shape, it is inevitable that industries will undergo radical structural transformation as the transition gathers pace. clear is that new technologies will play a fundamental part in this change. Digitalisation enables new and greater forms of transparency, collaboration, and control. The ability to rapidly leverage data not only helps inform decisionmaking around production and consumption, but also uncovers many possibilities in terms of research, innovation, and sustainable business actions.
Mark Jordan, Chief Strategy Officer at Skillnet Ireland says: “Digital transformation is colliding with global megatrends like climate change. However, as we have witnessed over the past year, if digitalisation and emerging technologies like AI, IoT and blockchain are harnessed correctly, digital change can have a positive and lasting impact
across sectors, boosting the efficiency and competitiveness of businesses.
“To capitalise on the opportunities presented by digitalisation and climate adaptation, it is important to recognise where both forces intersect. Through Climate Ready, Skillnet Ireland will continue to work with industry to deliver leading-edge workforce development programmes that are agile and reflective of the transition to a circular economy.”
Enabling innovation and talent
In early 2022, Skillnet Ireland published research on Talent for the Green Economy in partnership with the Economic and Social Research Institute (ESRI). The report found specific skills gaps which are holding back businesses in developing and implementing sustainability strategies.
The top skill sets needed in the medium term to support the transition to a lowcarbon economy identified by enterprises include: waste management skills; corporate sustainability strategy skills; carbon management skills; and sustainable finance skills.
This research reveals that many companies are already working on strategies and putting in place policies to identify the specific skills required to support enterprise innovations with environmental benefits. In response to the ESRI research, Climate Ready Academy has recently launched a Sustainability Leaders Programme which supports leaders in integrating sustainability into their business strategy.
Micro credentials for climate change transitions
Created in response to the Government’s Climate Action Plan and the Climate Action and Low Carbon Development Bill, Skillnet Ireland’s Climate Ready initiative is designed to equip leaders with the practical skills and knowledge needed to prepare for climate change –delivering real results for the economy, workforce, and climate. The demand for, and engagement with, the Climate Ready programme has been exceptional, supporting more than 1,600 companies and 3,200 people across all sectors in its first year.
Jordan says: “We are seeing high levels of interest from businesses in taking action through their engagement with our talent development and upskilling supports in areas from energy management, offshore wind, biodiversity, waste and the circular economy, transport, sustainable finance and MMC [modern methods of construction]. We are seeing similarly high demand for digitalisation programmes through our 72 Skillnet Business Networks including artificial intelligence, advanced manufacturing, data science, cybersecurity, and engineering.”
In October 2022, Skillnet Ireland launched the first enterprise-led microcredential digital badge programmes dedicated to climate action in Ireland, through its Climate Ready Academy and in partnership with the University of Limerick (UL). The three micro credential programmes – Energy Leaders, Waste and Circular Economy Leaders, and Sustainability Leaders – are designed to incentivise and support employees in developing practical environmental improvements for their businesses. Mey said: “This is a great example of how we collaborate with industry through Skillnet Ireland and the Climate Ready Academy to deliver a new form of learning which is based on the microcredential earned through the participation in each individual programme. The stackable microcredentials will enable participants to apply practical skills for climate action within their business and obtain a Level 7 Certificate awarded by our university.”
Skillnet Ireland’s focus is on driving business success and enabling innovation within both multinationals and SMEs. Its talent development initiatives have been powerful in driving innovation across a wide range of areas including digitalisation, climate and building talent for the future world of work.
Pictured at the launch of Skillnet Ireland’s Irish Immersive Economy Report (L-R): Tracey Donnery, Director of Policy and Communications, Skillnet Ireland; Fiona Kilkelly, Chair of Eirmersive; Susan Talbot, Network Manager, Immersive Technologies Skillnet; Camille Donegan, Creative Director, SolarVR; and Pauline Logan, Director of Research and Strategy, Pivotal EdTech.
W: www.skillnetireland.ie/think-talent / www.climatereadyacademy.ie
Three pillars to reduce the rural-urban broadband gap
The Mobile Phone and Broadband Taskforce has announced its new programme for work, which outlines ‘three pillars’ of delivery between 2022 and 2025.
Established in 2016 with the aim of reducing the gap in broadband quality between urban and rural Ireland, the taskforce is a cross-government initiative for which responsibility is shared between the Department of the Environment, Climate and Communications and the Department for Rural and Community Development. The report on the first three years of the taskforce’s operations states that it delivered 70 initiatives which have successfully reduced the quality gap.
The taskforce held its first meeting since the reformed plans in April 2022, which was co-chaired by Minister for Rural Development Heather Humphries TD, and Minster of State Ossian Smyth TD. The group states that its top priority will be delivery of mobile phone and broadband actions that implement the EU Connectivity Toolbox’s best practices relating to the further streamlining of permitting and licensing granting procedures.
The Government’s National Broadband Plan reduced its initial target of high-quality broadband from 200,000 to 102,000 by January 2023, owing to complications arising from Covid-19. The plan aims to increase the number of premises with high-quality broadband from 77 per cent to 95 per cent by 2025.
To help achieve this in rural Ireland, the taskforce outlines six plans in its first pillar which aim to improve planning and licencing, including enforcement of article eight of the Broadband Cost Reduction Directive by “promoting the installation of ducting at new builds which specifically supports fibre broadband rollout, made accessible at all locations within the new build,” which it aims to do within the next 12 months.
Long-term, the taskforce aims to on measures to address the issues of ownership of ducting and chambers, as well as review and update planning guidelines from a telecommunications policy perspective, taking into account sectoral developments and the need to adapt to emerging technologies.
The second pillar is improving information and access to assets and infrastructure. In the first year, the taskforce aims to make fixed radio links information publicly available and in a downloadable format via the Siteviewer resource, to provide greater overall transparency to relevant stakeholders regarding services deployed in certain areas.
In the medium term (one to two years), they aim to develop a standard approach and associated guidance document in relation to ducting and chamber deployments to support a ‘dig once’ policy.
The third and final pillar is improving consumer information, advice and experience. One of the short-term plans is to conduct a data analysis exercise to examine the main areas of telecoms advertising that generate consumer complaints, and provide guidance and/or directions to the sector to address any failings. In the medium term, it hopes to launch a consumer information campaign aiming to improve awareness of the basics of new technologies available.
