Fair Work Framework 2016
The Framework: establishing a baseline and moving forward
For each of these dimensions, the Fair Work Convention has set out the benefits to be derived from fairness; some supporting evidence (from Scotland where it exists and from the UK where data for Scotland is not available); what people told us about their experiences in Scotland's workplaces; some suggestions as to how to deliver fair work and examples of good practice.
It is also important to bear in mind some themes that span all of the fair work dimensions: the challenge of multiple disadvantage facing some groups of workers; the range and variety of workplace forms to which fair work must be relevant; the applicability of the Fair Work Agenda across sectors, industries and workplaces of all sizes; the importance of leadership and management commitment to fair work, and the importance of civic Scotland - and of consumers in particular - in shaping fair work along with employers, workers and unions. Crucially, the process of enhancing fair work in Scotland requires co-operation within and outwith the workplace by a broad group of stakeholders with a shared interest in the potential of fair work.
Current data for Scotland tells us something about where we are and provides us with a baseline position from which to track the development of fair work in each of the five dimensions. Beyond this baseline, fair work can be seen as a trajectory or journey of improvement for employers and workers. Businesses and other organisations are currently at different stages of a fair
The Convention has three important roles in this journey. First, to identify what levers and support can help in moving from aspiration to outcome. Second, to use our convening role to bring together employers, workers, unions and others involved in work and to support them in new forms of dialogue that can help us progress towards fairer work. Third, to track progress, not just at national level but also for sectors as well as for specific groups of workers. Encouraging and supporting progress towards each and all of the dimensions of fair work outlined in this Framework would generate a step change in workplace practice across Scotland.
CURRENT DATA FOR SCOTLAND TELLS US SOMETHING ABOUT WHERE WE ARE AND PROVIDES US WITH A BASELINE POSITION FROM WHICH TO TRACK THE DEVELOPMENT OF FAIR WORK IN
EACH OF THE FIVE DIMENSIONS.
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