However, in the last two years, India saw a rise in the demand for gig workers across industries and skills. From home delivery executives to highly trained IT professionals, in just a couple of years gig work revolutionized the face of the Indian workforce.

There is no doubt about the potential and the impact of this booming gig economy in India.

• It will be the source of employment for many, last year’s BCG report estimates about 90 million jobs to be created by the sector.

  
  

• The same report also predicts a rise in platform-based gig work, and a greater demand for highly skilled gig workers in sectors like healthcare, tech, as well as startups.

  
  

• The same report also predicts a rise in platform-based gig work, and a greater demand for highly skilled gig workers in sectors like healthcare, tech, as well as startups.

  
  

It is set to boost efficiency and profits for organizations that hire gig workers, and also, promote economic/ financial equality for women working as part of the gig workforce.

While the numbers point to a bright future, the reality is a tad more complicated. We believe the evolution of gig work in India demands that companies adopt a different, more inclusive approach toward their gig workers.

It is time for change

Gig work is characterized by the lack of a formal relationship between the employer and the worker. This unique trait overturns the traditional way of work. For gig workers, the lack of a conventional employer-employee relationship results in increased flexibility, presumably higher autonomy to choose who they work with, and a greater number of opportunities to tap into. For companies, this translates into no contracts, no employee benefits, and often no operational costs.

But those who celebrate this seemingly win-win situation, forget that the lack of formal employment can be a source of uncertainty for gig workers in the future. Independent workers/ freelancers do not enjoy the same privileges as full-time employees – no social security, unstructured payment terms, lack of mentorship/training, and career growth.

Gig work is here to stay, but for it to thrive in the future, companies employing gig workers need to actively invest in them. As a large section of the younger force is increasingly opting out of the traditional 9 to 5 job, many employers are beginning to realize that a purely transactional relationship with gig workers is not enough. Companies that want to widen their talent pool and employ the best, must not ignore the role that benefits play in attracting the right kind of talent. Offering income stability, and creating learning and training opportunities, including paid and sick leaves during the tenure of employment, are some of the many steps employers can take to create a more sustainable, welcoming environment for gig workers.

But isn’t that the opposite of what gig working looks like? On the contrary, gig workers today are increasingly seeking meaningful relationships with their employers. When choosing who they want to work with, benefits play a vital role in their decision-making process. No doubt, flexibility is a huge perk, but this does not take away the basic human need for a sense of security. Organizations must recognize this and look beyond affordability as a reason to hire gig workers.

A competitive advantage for businesses

Embracing the gig economy can be the competitive edge businesses need. Whether it is established organizations looking to drive a change in their culture or new-age startups building a new culture from scratch, in either case, understanding the role gig workers play will pay off in the long term. Gig workers may not be full-time employees, they may be working remotely, but they are still representatives of your brand name in front of clients, customers, and potential employees. Engaging and investing in a relationship with them is therefore essential.

Parting thoughts

Harnessing the power of the gig economy is rooted in a culture of respect, equality, and inclusion. As leaders and HR professionals, it is important to remember that the responsibility of building a healthy, engaged, and productive workforce, both gig and full-time, lies with you.