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Publication - Consultation paper

Becoming a Fair Work nation: consultation

Published
1 October 2021
Topic
Arts, culture and sport, Brexit, Business, industry and innovation, +15 more … Communities and third sector, Constitution and democracy, Coronavirus (COVID-19) in Scotland, Economy, Education, Energy, Environment and climate change, Equality and rights, Farming and rural, Health and social care, Housing, Law and order, Public sector, Transport, Work and skills
ISBN
9781802013931

This consultation seeks views on achieving this vision and ensuring Fair Work remains at the heart of our labour market interventions, particularly in the context of COVID-19 and EU Exit, by identifying the relevant challenges and opportunities for Fair Work across the Scottish economy.

View supporting documents Supporting documents

Measuring success

Fair Work sits at the heart of Scotland’s National Performance Framework and links clearly to the United Nation’s Sustainable Development Goals.

Setting out the link between the Fair Work vision, Fair Work dimensions, the key national performance framework national outcomes and key UN Sustainable Development Goals. The Fair Work vision is that by 2025, people in Scotland will have a world-leading working life where Fair Work drives success, wellbeing and prosperity for individuals, businesses, organisations and society. The five dimensions of fair work are: effective voice, opportunity, security, fulfilment and respect.

Key UN Sustainable Development Goals

1 . No poverty

2. Zero hunger

3. Good health and well-being

4. Quality education

5. Gender equality

8. Decent work and economic growth

9. Industry, innovation and infrastructure

10. Reduced inequalities

11. Sustainable cities and communities

12. Responsible consumption and production

13. Climate action

16. Peace, justice and strong institutions

National Outcomes

  • Economy: We have a globally competitive, entrepreneurial, inclusive and sustainable economy
  • International: We are open, connected and make a positive contribution internationally
  • Poverty: We tackle poverty by sharing opportunities, wealth and power more equally
  • Communities: We live in communities that are inclusive, empowered, resilient and safe
  • Children & young people: We grow up loved, safe and respected so that we realise our full potential
  • Education: We are well-educated, skilled and able to contribute to society
  • Fair work & business: We have thriving and innovative businesses, with quality jobs and fair work for everyone
  • Health: We are healthy and active
  • Environment: We value, enjoy, protect and enhance our environment
  • Culture: We are creative and our vibrant and diverse cultures are expressed and enjoyed widely
  • Human rights: We respect, protect and fulfil human rights and live free from discrimination

These measures will allow us to track key indicators of success across the five dimensions of fair work, with the Fair Work Convention’s Measurement Framework providing a more detailed picture of progress across all aspects of Fair Work, helping us to evaluate our policies. In addition to this, we are committed to evaluating the adoption of our Fair Work First approach and criteria, and the effectiveness of the Fair Work First guidance.

We will report annually on the progress we are making on the actions within our action plans; in the planned refresh of our action plans, we will consider what further outcomes and outputs are necessary to keep fair work practices at the heart of the economy and make Scotland a Fair Work Nation.

Fair Work Convention Measurement Framework
Opportunity Respect Security Fulfilment Effective Voice
Disability and ethnicity Employment gaps Work-related ill health and disease Secure employment Hours of unpaid overtime Employer provided training Trade union membership
Youth unemployment rate Working days lost to ill health and disease Permanent employment Median gross weekly earnings Workplace learning Trade union presence
Gender economic activity gap Stress, anxiety or depression caused by work Underemployment (hours insufficiency) Real living wage Type of training Collective bargaining (reported by employees)
Economic inactivity Working days lost due to stress, depression or anxiety Involuntary non-permanent work Gender, disability and ethnicity pay gaps Training duration Collective bargaining (reported by employers)
Access to flexible working Workplace injury Involuntary part-time work Zero hours contract Skills underutilisation
Vertical and horizontal occupational segregation Working days lost as a result of workplace injury Involuntary self-employment Average tenure Skill shortage vacancies
Fatal injuries
Gaps in Data
Career progression Discrimination, harassment and bullying Sick pay entitlement Autonomy, problem solving, work intensity Adequate channels for employee to communicate, influence and negotiate

Contact

Email: fairworkvision@gov.scot

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