In recent years, there have been two obvious changes in the textile industry. First, it is difficult to recruit and keep people. Second, some enterprises choose to “go out” to invest in factories in the central and western regions, Southeast Asia or Africa due to labor and other reasons.

In 2018, the Jiangsu Provincial Federation of Finance and Trade Light Textile Trade Union and the Provincial Textile Industry Association started from the concerns of employees, direct and realistic wages, and selected three types of work: the workers, the sewing workers and the maintenance workers with strong representation in the textile industry. A continuous follow-up sample survey of income status was carried out for 1,000 textile front-line workers in the province.

Jiangsu's textile industry's main business income accounts for about one-fifth of the country's total, and foreign trade exports rank third in the country, accounting for about one-sixth of the country's total. There are more than 7,000 textile enterprises above designated size in the province, with more than 3 million employees.

These valuable data reflect the intrinsic link between the income of employees and the difficulty of recruiting workers and keeping them difficult. They provide a basis and reference for the industry and enterprises to further promote decent work for workers and promote the healthy development of the industry.

Wage levels and increases are lower than the provincial average

Eighty percent of employees said no job promotion

The survey shows that the sample workers' wages are low and the growth rate is small. According to the statistics of the Provincial Bureau of Statistics, in 2017, the average annual wages of non-private and private employees in urban and rural areas in Jiangsu Province were 78,267 yuan and 49,345 yuan, respectively, up 9.4% and 4.6% year-on-year. Textile workers should pay wages of 48,351 yuan, an increase of 0.9%, and wage levels and growth rates are lower than the provincial average.

The promotion of staff posts has been stagnant and the frequency of salary adjustments has been low. In 2017, the overall salary adjustment frequency was mainly one year, and the average adjustment rate was 5.6%. Another 40% of the employees said that they were unclear or the wages were not adjusted, and the overall staff's awareness of the salary situation was low. In the past two years, 80% of employees said that they have no job promotion, which is 5.9% higher than the 2017 survey data.

Workers’ overtime work is widespread, with a decrease in overtime hours in 2017. In 2018, 74.4% of employees said they had overtime work, with an average of 7.4 hours of overtime per week, which was 1.5 hours less than the 2017 survey data. Among the overtime employees, 74.6% of the employees are mainly engaged in overtime pay. Nearly 60% of the employees said that overtime pay is calculated according to Chinese standards, which is 9.7% higher than the 2017 survey data.

Employees can basically receive full wages in a timely manner. In 2018, 95% of employees received timely and full wages from enterprises. According to the type of enterprise, state-owned enterprises and foreign-invested enterprises, Hong Kong, Macao and Taiwanese joint ventures/sole proprietorship enterprises basically pay wages in full and on time, and 7.6% of employees in private enterprises indicate that they are not in full or timely insufficient.

Textile companies have high coverage of trade unions and basically care for their employees. More than 90% of the employees' enterprises have trade union organizations, and 90% of them said that the trade unions carry out festivals to distribute condolence gifts, organize relevant trainings and activities, and enrich the care of employees.

The age of the workforce is aging and the willingness of young people to work is low. Because the working environment of the textile industry is noisy, dusty, humid, and labor intensive, the work is two or three shifts, the work content is single and cumbersome, the overall salary and security level of the industry is low, and it is difficult to achieve self-worth, etc., causing young people to be discouraged from the industry. Some enterprise workers have experienced age faults and no succession.

The phenomenon of “substitution for machines” is more common. More than 50% of state-owned enterprises and foreign-invested enterprises, Hong Kong, Macao and Taiwanese joint ventures/sole proprietorship enterprises have indicated that there is a phenomenon of machine substitution. The main alternatives are spun yarns, winders and sewing workers. The replaced employees are mainly transferred to other types of work or operate and manage new machinery and equipment.

Effectively reduce the burden on textile companies

Establishing a technical worker's salary incentive mechanism

How to change this situation? The research report pointed out that it is first necessary to effectively reduce the burden on textile enterprises and increase policy support. Many textile enterprises in Jiangsu Province have been on the verge of profit and loss in recent years. "Investment technology reform is to find death, and not to change technology is to die." Therefore, we must effectively reduce the burden on enterprises. In addition, in addition to a few brands such as Haishu House and Boston, the textile industry in Jiangsu Province also has the phenomenon that “only the plateau has no highland”. It is necessary to increase the support of local independent brands and guide more small and medium-sized textile enterprises from OEM to independent. R&D transformation and increased product added value.

Secondly, it is necessary to establish a mechanism for the incentive incentives of skilled workers. It is necessary to establish a scientific skill-oriented incentive mechanism according to the requirements of the high-tech people. The wage income should be tilted toward high-level and high-skilled talents, and market-based means such as technical dividends and equity incentives should be adopted to guide employees to establish "long skills". The idea of raising wages. It is necessary to change the practice of hard work, work overtime, and increase the on-the-job training of employees to build a knowledgeable, technical and innovative workforce to enhance the core competitiveness of enterprises.

In addition, it is necessary to establish a macro-leading mechanism for the wages of workers in the industry. Trade unions and associations at all levels must follow the sample tracking and research, regularly release the average wage level of employees in different regions and different types of industries, and provide macro-decision basis for promoting collective bargaining in the industry. At the same time, according to the economic benefits of enterprises, the average wage level of employees in the industry. Etc., promote the trade unions and administrative collectives of enterprises to carry out collective wage negotiations, and build a consensus mechanism for the reasonable growth of wages of employees from the source.

The survey answers four major questions

Question 1: How about the income of textile workers?

In the textile industry in Jiangsu Province, the average employee should pay 48,351 yuan in the whole year of 2017, which is 4% higher than the 2016 data surveyed last year. The actual wage is 42,973 yuan, which is 0.9% higher than the 2016 survey data surveyed last year. .

In 2017, the average wages of employees in the textile industry in southern Jiangsu were very high, at 46,775 yuan, 1.1 times that of the Suzhong area (41090 yuan) and 1.2 times that of the northern Jiangsu area (37750 yuan). Compared with the 2016 survey data, the wages of employees in northern Jiangsu increased by 5 percentage points, that of southern Jiangsu fell by 2.2%, and that of the Soviet Union fell by 3.5%.

The average real wages of sample workers of state-owned enterprises and foreign-invested enterprises, Hong Kong, Macao and Taiwanese joint ventures/sole proprietorship enterprises were all above 45,000 yuan, and private enterprises were 41,758 yuan.

The average real wage of sewing workers is very high, at 45,680 yuan, followed by security. The coarse sand worker (operator) has the lowest wage, accounting for 80% of the average wage earned by the sewing worker.

The sample employee wages are roughly proportional to the academic qualifications. The average real wages in junior high school and below are very low. The higher the education, the higher the average real wages.

For the sample workers who have been employed for less than 10 years, the overall actual wages are basically positively correlated with the time of employment. The wages of employees who have been employed for 5-10 years have reached a high level of 44,546 yuan. For the sample workers who have been working for 10 years or more, the actual wages have fallen slightly.

The average real wages and age groups are roughly inverted U-shaped. The average real wages of employees aged 31-40 are higher at 44,528 yuan. The average real wages of workers aged 41-50 and 51-60 are in turn decreasing.

Hai'an County Qinfeng Chemical Fiber Co., Ltd.  relies on the professional power of single flow, the front-end quality inspection system and perfect quality inspection system ranks among the high-quality enterprise queues in the industry, specializing in the production of polypropylene staple fiber, polypropylene staple fiber, polyester staple fiber and flame retardant polypropylene. Fiber, etc.