When should you forget the bus and just walk?

Might as well talk, tbh. Image: Getty.

It can often be tempting to jump on a bus for a short journey through the city, especially when it’s raining or you’re running behind schedule. Where there are dedicated bus lanes in place, it can feel as though you speed past gridlocked traffic. But as city authorities begin new initiatives to get people walking or cycling, that could all change – and so could you.

British people are wasting tens of hours in traffic every year: London comes top, with the average commuter spending 74 hours in traffic, followed by Manchester, with 39 hours and Birmingham and Lincoln, both with 36 hours.

It might surprise some people to learn that cities are intentionally slowing down private vehicles, in order to shift people to other, more efficient, modes of transport. In fact, Transport for London removed 30 per cent of the road capacity for private vehicles in central London between 1996 and 2010. That trend continues today, as the organisation gives over more space for buses, cyclists and pedestrians.

London’s road capacity, over time. Image: Transport for London/author provided.

Clamp down on cars

The loss of road capacity for cars has occurred across most UK cities, but not on the same scale everywhere. The good news is that the changes, when made, appear to have reduced actual car congestion. It seems that by making it less attractive to use your car, you’ll be more likely to use other transport. In fact, the average speed of buses and cyclists can be up to twice as fast as normal traffic in cities such as London.

The relationship between walking and improved health has been proven to such an extent that it seems everyone – your doctor, your family, regional and national government – wants to increase physical activity. The savings in health care costs, are via improved fitness, reduced pollution and improved mental health, and its impact on social care are huge.

For instance, Greater Manchester wants to increase the number of people who get the recommended level of exercise (only about half currently do). The most advanced of these plans is London’s, which has the specific goal of increasing the number of walks people take by a million per day.

So, the reality is that over the next few years, walking will gradually appear more and more “normal” as we are purposefully nudged towards abandoning our rather unhealthy, sedentary lifestyles.


The long journey

Consider this: the typical bus journey in the UK is almost three miles, with an average journey time of around 23 minutes. The equivalent walk would take approximately 52 minutes, travelling at just over three miles per hour. It seems obvious that the bus is much faster – but there’s much more to consider.

People normally walk at least a quarter of a mile to and from the bus stop – that’s roughly ten minutes. Then, they have to wait for a bus (let’s say five minutes), account for the risk of delay (another five minutes) and recover from the other unpleasant aspects of bus travel, such as overcrowding.

This means that our 23 minute bus journey actually takes 43 minutes of our time; not that much less than the 52 minutes it would have taken to walk. When you think of the journey in this holistic way, it means you should probably walk if the journey is less than 2.2 miles. You might even choose to walk further, depending on how much value you place on your health, well-being and longevity – and of course how much you dislike the more unpleasant aspects of bus travel.

The real toss up between walking and getting the bus is not really about how long it takes. It’s about how we change the behaviour and perceptions we have been conditioned to hold throughout our lives; how we, as individuals, engage with the real impacts that our travel decisions have on our longevity and health. As recent converts to walking, we recommend that you give it a go for a month, and see how it changes your outlook.

The Conversation

Marcus Mayers, Visiting Research Fellow, University of Huddersfield and David Bamford, Professor of Operations Management, University of Huddersfield.

This article is republished from The Conversation under a Creative Commons license. Read the original article.

 
 
 
 

To see how a city embraces remote work, just look to Helsinki

A deeply rooted culture of trust is crucial to the success of remote work. (Sean Gallup/Getty Images)

When I speak to Anssi Salminen, an account manager who lives an hour outside Helsinki, he’s working from a wooden platform on the edge of a Finnish lake. With a blanket laid out and his laptop set up, the sun low in the sky, Anssi’s remote work arrangement seems blissful. 

“I spend around half of my time working somewhere else other than the office,” he says. “I can work from home, or on the go, and I also travel to the Netherlands once a month and work from there.

“The emphasis in my work has always been that it doesn’t matter when or where I work, as long as I get things done.”

For many people around the world, the shift to remote work was sudden, sparked by the coronavirus pandemic. Finland, however, is finding the transition much less significant. Before Covid-19, the Nordic nation already displayed impressive levels of remote working, with 14.1% of its workforce reporting usually working from home. Only the Netherlands has a comparable percentage of remote workers, while the UK lagged behind at 4.7%, and the US’s remote workforce lingered at around 3.6%

Anssi works for one of many Helsinki-based companies that offers its employees flexible policies around when and where they work. That arrangement is in part due to the Finnish capital’s thriving start-up scene. In spite of being a relatively small city by global standards it is home to over 500 technology start-ups. These companies are leading the way when it comes to keeping employees connected wherever they choose to work.

“Our company has a completely location-free working policy,” says Kasper Pöyry, the CEO of Helsinki-headquartered software company Gapps. “All meetings are made available for online participants and facilitated accordingly. Some employees have worked extensively from abroad on a working holiday, whilst others prefer the comfort and social aspects of the well-stocked office. Whatever works for our employees is what works for the company.”

Like Gapps, many Helsinki-based firms are deeply preoccupied with providing the necessary technology to attract talent in a vast and sparsely populated country. Finland has only 15 inhabitants per square kilometre, and companies understand that in order to compose teams of specialised expertise, they may have to seek talent outside of the city. Local governments take a similarly proactive stance toward technological access, and Helsinki offers free, unrestricted, high-speed Wi-Fi from city-wide hotspots, while the country as a whole boasts some of the best coverage in Europe. 

But encouraging remote work isn’t just about optimising the potential of Finland’s workforce – companies in Helsinki also recognise that flexibility has clear benefits for both staff and employees. 

“The idea of a good work-life balance is ingrained in Finnish culture,” says Johannes Anttila, a consultant at organisational think tank Demos Helsinki. “It goes back to our rich history of social dialogue between labour unions and employers, but also to an interest in delineating the rules of working life and pushing towards people being able to enjoy their private life. Helsinki has been named the best city in the world for work-life balance, and I think that this underlies a lot of the mentality around remote work.” 

For Peter Seenan, the extent to which Helsinki residents value their free time and prioritise a work-life balance prompted his move to the city ten years ago. He now works for Finnair, and points to Finland’s summer cottages as an example of how important taking time to switch off is for people in the country. These rural residences, where city residents regularly uproot to enjoy the Nordic countryside, are so embedded in Finnish life that the country boasts around 1.8 million of them for its 5.5 million residents

“Flexible and remote work are very important to me because it means that I don’t feel like I’m getting stuck in a routine that I can’t control easily,” he says. “When I’m working outside of the office I’ll go down to my local sauna and go ice swimming during the working day, typically at lunchtime or mid-morning, and I’ll feel rejuvenated afterwards… In winter time especially, flexibility is important because it makes it easier to go outside during daylight hours. It’s certainly beneficial for my physical and mental health, and as a result my productivity improves.”

The relaxed attitude to working location seems to pay off – Finland is regularly named the happiest country in the world, scoring highly on measures such as how often its residents exercise and how much leisure time they enjoy. With large swathes of unspoiled countryside and a national obsession with the outdoors, sustainability is at the forefront of its inhabitants’ minds, leading to high levels of support for measures to limit commuting. In January, Finland passed a new Working Hours Act, the goal of which was to help better coordinate employee’s work and leisure time. Central to this is cementing in law that employees can independently decide how, when, and where they work.

Yet enacting the new ruling is not as simple as just sending employees home with their laptops. For Kirsimarja Blomqvist, a professor of knowledge management at LUT University, perhaps the most fundamental feature that remote work relies upon is a deeply rooted culture of trust, which Helsinki’s residents speak of with pride. The anecdotal evidence is backed up by data which suggests that Finland boasts one of the highest levels of trust and social cohesion in Europe, and equality and transparency have always been key cornerstones of political thought in the country.

“Trust is part of a national culture in Finland – it’s important and people value it highly,” she explains. “There’s good job independence, and people are valued in terms of what they do, not how many hours they work for. Organisations tend to be non-hierarchical, and there is a rich history of cooperation between trade unions, employers, and employees to set up innovative working practices and make workers feel trusted and valued. 

“It’s now important that we ensure that this trust can continue to be built over technology, when workers might have been more used to building it face-to-face.”

As companies begin to look hopefully toward a post-Covid future, the complexities of remote work are apparent. Yet amid issues of privacy, presenteeism, and social isolation, the Helsinki model demonstrates the potential benefits of a distanced working world. The adjustment to remote work, if continued after the crisis, offers a chance to improve companies’ geographical diversity and for employers to demonstrate trust in their workforce. On these issues, Blomqvist believes other cities and employers can learn a lot from Helsinki.

“People are now beginning to return to their workplaces, but even as they do they are starting to consider the crisis as a jumping point to an even more remote future,” she says. “The coronavirus pandemic has been an eye-opener, and people are now interested in learning from Finland’s good practices… We are able to see the opportunity, and the rapid transition to remote work will allow other countries to do the same.”