Fair Work Convention

Fair Work Convention Scotland, Effective Voice

Effective Voice

Effective voice is much more than just having a channel of communication available within organisations - though this is important.

Effective voice requires a safe environment where dialogue and challenge are dealt with constructively and where employee views are sought out, listened to and can make a difference.

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Fair Work Convention Scotland, Opportunity


It is a reasonable aspiration to want work that is fair - and for fair work to be available to everyone. Fair opportunity allows people to access and progress in work and employment and is a crucial dimension of fair work

Meeting legal obligations in terms of ensuring equal access to work and equal opportunities in work sets a minimum floor for fair work.

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Fair Work Convention Scotland, Security


Security of employment, work and income are important foundations of a successful life.

Predictability of working time is often a component of secure working arrangements.

While no one has complete security and stability of employment, income and work, security is an important aspect of fair work.

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Fair Work Convention Scotland, Fulfilment


For many people, work is a fulfilling part of their life. For others, work tasks, working conditions and the work environment make work unfulfilling.

Access to work that is as fulfilling as it is capable of being is an important aspiration of the Fair Work agenda. People have different views of what type of work is fulfilling for them.

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Fair Work Convention Scotland, Respect


Fair work is work in which people are respected and treated respectfully, whatever their role and status.

Respect involves recognising others as dignified human beings and recognising their standing and personal worth.

At its most basic, respect involves ensuring the health, safety and well-being of others.

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Case Studies

NHS Scotland

Since 1999, partnership working in NHS Scotland has been enshrined in the Staff Governance Standard, on an equal footing with Financial and Clinical Governance. Partnership working recognizes the fundamental importance of worker participation, consultation and job security for all Health Boards. The partnership approach and the employment relations framework offers the opportunity for staff and their trade unions to be fully involved in the formulation and implementation of change.

Given statutory backing in 2004, the Staff Governance standard supports an informed and participative workforce working collaboratively with employers to improve service delivery in what has been described as "arguably, one of the best examples of effective industrial democracy in the world". Partnership has delivered important security benefits to NHS Scotland employees, notably a commitment since 1999 to no compulsory redundancies restated each year by Scottish Minister which offers security of employment for staff which facilitates service reshaping and modernisation to meet the demands placed upon health care services.

In 2011, the Scottish Partnership Forum decided that NHS Scotland would become a Living Wage employer. This not only helps workers but helps to address issues of poverty, deprivation and health inequalities. The Living Wage is good for workers as they benefit from higher pay, improved health and motivation. It is also good for employers as it reduces turnover, improves productivity and attracts better staff. And, good for society supporting the local economy and ultimately less stress on NHS services.


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