Fair Work action plan 2022 and Anti-Racist Employment Strategy 2022: business and regulatory impact assessment

5. Assessment of Refreshed Fair Work Action Plan

Headline action 1: We will lead by example on the Fair Work Agenda, including sharing and learning of practice, by 2025. We will continue to embed Fair Work in all public sector organisations, setting out clear priorities in the roles and responsibilities of public bodies.

Action 1.1: Scottish Government will undertake an equal pay audit examining pay gaps by gender, disability, race and age by March 2024. We will act on findings to review and refresh our recruitment and retention policies to address workplace inequalities by end of 2025.

Action 1.2: Work with equality organisations and public sector employers to co-deliver a series of engagements with the public sector by end of 2023 to support employers to address the recommendations of the Scottish Parliament's Equalities and Human Rights Committee's inquiry report into race equality, employment and skills which recommended employers assess their organisations' understanding of racism and structural barriers; employers subject to the Public Sector Equality Duty as a minimum, voluntarily record and publish their ethnicity pay gap and produce an action plan to deliver identified outcomes.

Action 1.3: The EHRC and Scottish Funding Council (SFC) to:

Action 1.3.1: Implement National Equality Outcomes across protected characteristics (including disability, ethnicity, sex) from Sept 2022 to Sept 2025, in order to:

• Improve student success and retention rates;
• Ensure access to and confidence in support for students and staff that fosters good relations and tackle prejudice and discrimination;
• Increase diversity of staff in the workforce and on College Boards and University Courts.

Action 1.3.2: Develop a set of SFC annual thematic reviews to inform and direct improvement.

Action 1.4: Work with partners to establish senior leadership networks to build capability and understanding of racism and racial inequality in the workplace by the end of 2023.

Action 1.5: We will work with Scottish Government's analysts to run a series of official statistics dissemination sessions with interested stakeholders to help inform their understanding of the labour market landscape in relation to fair work. Where available data allows, this will include considering intersectionality.

Businesses

Headline Action 1 is focused on measures that the Scottish Government will take to improve internal fair work practices in order to lead by example and pilot policies to develop best practice.

During consultation several businesses and organisations raised uncertainty about the appropriate methodology for carrying out effective pay gap reporting. By successfully piloting and developing a best practice approach to carrying out equal pay auditing methodology through Action 1.1, Scottish Government could indirectly benefit businesses in the longer-term by developing a good practice approach to advise businesses, should pay gap reporting be required of them.

This action could involve voluntary engagement with senior leadership networks attendance by businesses at stakeholder sessions on Fair Work. There may be minor administrative and time-related costs associated with participation, however any costs incurred by businesses would be on a voluntary basis.

In the longer-term, businesses could benefit indirectly should engagement work lead to the implementation of effective Fair Work practices that benefit the effectiveness of businesses in the ways demonstrated by productivity research set out in Section 4 above.

Local Authorities

By successfully piloting and developing a best practice approach to carrying out equal pay auditing methodology through this action, Scottish Government could indirectly benefit local authorities in the longer-term should pay gap reporting be required of them.

Headline action 1 may also involve engagement with local authorities on an advisory basis. Local authorities will be encouraged, but not required, to carry out an assessment of understanding of racism and structural barriers, and to record and publish ethnicity pay gap data and an action plan to deliver identified outcomes which may incur costs.

Further costs would only be incurred if authorities voluntarily take forward recommended actions. In this case, some administrative and implementation costs would be expected to be incurred to carry out review, pay gap reporting and action plan development work.

Consumers – includes users of public services

No direct impacts on consumers are anticipated arising from Action 1.

In the long-term, improved service provision arising from indirect beneficial impacts of implementing fair work measures within public sector organisations, could have positive impacts on service users.

Regulators

Potential need for regulators such as Audit Scotland and others to develop additional systems or processes to include equal pay auditing as part of existing regulatory activities. There could be some short-term administrative cost associated with developing additional processes. (This requirement is uncertain and has not been confirmed by Scottish Government).

Organisations in the third sector

By successfully piloting and developing a best practice approach to carrying out equal pay auditing methodology through Action 1.1, Scottish Government could indirectly benefit third sector organisations in the longer-term should gender, disability, race and age pay gap reporting be required of them.

The EHRC and SFC would be expected to incur administrative and implementation costs associated with the actions set out in Action 1.3, including the costs of implementing additional support for students and staff.

Although businesses are expected to benefit over the long-term, many third sector organisations struggle to plan for the long term due to annual funding cycles and so could be disproportionately affected.

Environment

No direct environmental impacts are anticipated arising from headline Action 1.

General

No impacts identified.

Legal Aid Impact Test

No impacts identified.

Moving to digital / online

Best practice information may be collated and shared via an online platform. There may be adverse impacts to traditional or offline businesses should they be unable to access material online as easily as online businesses.

Costs and benefits

Administrative costs could be incurred by businesses, public sector and third sector organisations taking part in engagement activity. As participation would be on a voluntary basis, any costs would also be incurred on a voluntary basis.

In the longer-term, measures that support a stronger labour market in Scotland could be expected to indirectly benefit businesses, and the public and third sectors, by supporting a larger and more diverse workforce.

The overall provisional BRIA score for this headline action is minor positive.

Headline action 2: We will continue to use conditionality to further embed Fair Work in all public sector investment wherever possible.

This section will assess the impacts of the Bute House Fair Work conditionality announcement before going on to assess the impacts of headline action 2 below.

Bute House Fair Work conditionality announcement: "A key programme of action within NSET is leveraging our public spending to drive fair pay and conditions, which is crucial to tackling poverty. Public sector grant conditionality will include paying at least the real Living Wage and providing channels for effective voice for all employees, as announced on 6th December 2022.^[52] The condition applies to organisations receiving grants from the Scottish Government, enterprise agencies and public bodies. Exceptions may only be applied to emergency funding and where an organisation is heavily dependent on grant funding and paying the real Living Wage would threaten its survival".

Businesses

Implementing payment of the real Living Wage and providing effective voice for all employees could incur significant on-going financial costs for businesses that currently pay wages at rates below the real Living Wage and do not offer measures to support effective voice.

All businesses that apply for public grants and once extended, any other form of Scottish Government support to which Fair Work conditionality is applied, may be impacted by this change. Not implementing these measures could result in financial implications arising from ineligibility to qualify for grants or other forms of Scottish Government support.

Smaller and micro-sized businesses are likely to be disproportionately affected by the on-going financial costs associated with the Bute House Agreement where these businesses have lower existing profit margins. In addition, sectors more reliant on public grants may also be disproportionately affected by the proposals.

However, as set out in Section 4 above, research has identified potential reputational, and staff retention benefits for businesses with real Living Wage accreditation. It has also been demonstrated that employee retention rates could increase with increased effective voice opportunities, which could be a benefit to businesses.

Local Authorities

Local authorities receive money from the Scottish Government in the form of grant in aid which will not be subject to Bute House Agreement conditionality. Local authorities are already expected to adopt Fair Work First practices and are committed to this.

Consumers – includes users of public services

No direct impacts on consumers are anticipated arising from the Bute House Agreement. Over the long-term, to the extent that Fair Work measures result in better performing organisations, consumers are likely to indirectly benefit from improved services.

Regulators

No impacts identified.

Organisations in the third sector

The potential impacts for organisations in the third sector would be expected to align with the impacts identified for businesses above.

SCVO in its engagement with the Scottish Government on the Bute House conditionality raised concerns about meeting the cost of increasing the wage rate for low-paid workers to the real Living Wage rate. In particular, there were concerns about the knock-on effect of having to increase the wage rate for higher grade workers to maintain appropriate pay differentials between grades.

Environment

No impacts identified.

General

No impacts identified.

Legal Aid Impact Test

No impacts identified.

Moving to digital / online

No impacts identified.

Costs and benefits

Potential costs are expected to include uplifting staff wages across businesses and organisations, and accessing resources and capacity to implement and restructure wages. As noted above, businesses which are smaller and more reliant on grants may be disproportionately affected also.

However, benefits of the Bute House announcement include improved recruitment, retention, and productivity for businesses and organisations, set out further in Section 4 of this report.

The impacts on businesses as set out above have been considered by the Scottish Government in the development of Fair Work conditionality in public sector grants. Although these challenges to businesses are recognised, the significant priority of the approach is to help tackle poverty, including child poverty and by including the limited exceptions to the conditionality; through continued engagement with stakeholders; the development of guidance to support its implementation; actions in the RAP to support employers to adopt Fair Work and a commitment to evaluate Fair Work First, the Scottish Government is mitigating the negative impacts identified.

The provisional BRIA score for this announcement is minor negative.

Action 2.1: As part of the Bute House agreement and NSET, and within the limits on devolved competence, we will:

Action 2.1.1: Extend Fair Work conditionality with clear standards and minimum requirements to cover all forms of Scottish Government support within the limits of devolved competence. We will use all levers at our disposal to deliver on this commitment – including the use of grants, reliefs and licencing provisions.

Action 2.1.2: Consider how we can extend conditionality to the other Fair Work principles, including opportunity, security, respect and fulfilment by 2025.

Action 2.2: By 2023 update the Fair Work First criteria to better reflect priority actions required to address labour market inequalities faced by women, people from racialised minorities, and disabled people, ensuring people can enter, remain and progress in work.

Businesses

Under headline Action 2 the Scottish Government will extend Fair Work conditionality, within the limits of devolved competence, to cover all forms of Scottish Government support. This will require any businesses in receipt of Scottish Government financial support to pay at least the real Living Wage to all staff, and provide channels for effective voice for all employees, and any extension of conditionality to the other Fair Work principles

During consultation, the Scottish Chamber of Commerce highlighted that additional layers of conditionality for businesses to navigate in order to access funds or contracts could be difficult to manage, especially in the current economic climate when a key priority for companies is recovery and survival. The Chamber also highlighted that smaller businesses could find meeting commitments more difficult due to tighter profit margins.

With respect to sector specific impacts, through consultation, the National Farmers Union (NFU) and Angus Growers raised the potential impacts of conditionality on the agricultural sector, and the fruit and vegetable, and soft fruits and sectors in particular. A key concern is the potential damage to competitiveness of Scottish companies given the ease of relocating growing facilities to England, should the real Living Wage be required for growers based in Scotland, and not for growers based in England. Concerns were raised that the requirement will increase labour costs and reduce the ability of Scottish businesses to compete with growing locations in England, leading existing growers to relocate. However, it is possible that workers could be attracted to the sector due to higher wage rates, therefore filling labour shortages and increasing Scotland's competitive advantage. Real Living Wage and effective voice conditionality will be introduced for eligible agriculture grants from 1 April 2024.

Further, the extension of conditionality to all five fair work principles could generate wide-ranging benefits across businesses:

• Opportunity conditionality could aid better access to the labour market and generate business benefits due to more diversity in the workplace as outlined in Section 4.
• Security within the workplace is largely linked to having a consistent inflow of income. The industries which the largest number of insecure workers were wholesale, retail, and repair of vehicles, and health and social work^[53]. This could mean these sectors are disproportionately affected by conditionality extending to security. However, increasing security in these sectors could bring long term benefits such as higher productivity, retention, and employee satisfaction for businesses.
• Respect encourages mutual support within the workplace and recognises that everyone is entitled to feel valued regardless of pay, status or characteristics. Respect is the leading behaviour that encourages greater commitment and engagement^[54].
• Fulfilling work engages with both personal development and career progression. Increasing access to fulfilment in employment could nurture a workplace culture in which employees feel engaged, committed to making a difference, have some control over their work and can source opportunities for growth.

Local authorities

Local authorities are applying Fair Work First criteria through their public procurement exercises, in line with procurement Statutory Guidance.^[55]

Consumers – includes users of public services

Potential impacts on consumers arising from Action 2 would be indirect and could be positive or negative depending on the scale and balance of impacts experienced by businesses (the balance of positive organisational measures, weighed against the increased costs of implementation).

Over the long-term, to the extent that Fair Work measures result in better performing organisations, consumers are likely to indirectly benefit from improved services.

Regulators

No impacts identified.

Organisations in the third sector

The potential impacts for organisations in the third sector would be expected to align with the impacts identified for businesses above.

SCVO in its engagement with the Scottish Government on the Bute House conditionality raised concerns about meeting the cost of increasing the wage rate for low-paid workers to the real Living Wage rate – more particularly - the knock-on effect of having to increase the wage rate for higher grade workers to maintain appropriate pay differentials between grades.

In addition, Scottish Government grants to third sector organisations often do not have any uplift year to year. This would add further pressure as the real Living Wage continues to increase even if grants from Scottish Government do not increase to match this.

Environment

There may be indirect environmental impacts if increased financial costs associated with implementing these measures reduce budgets available for wider environmental sustainability measures. However, in the longer term if Fair Work practices benefit the performance of businesses and organisations, budgets available for wider environmental sustainability measures could be increased.

General

No impacts identified.

Legal Aid Impact Test

No impacts identified.

Moving to digital / online

No impacts identified.

Costs and benefits

Financial and administrative costs would be associated with implementation of the real Living Wage and providing appropriate channels for effective voice for all employees, for businesses and third sector organisations in receipt of Scottish Government grants that do not already have these Fair Work practices in place. This could also be the case if conditionality is extended to other Fair Work principles. Alternatively, for organisations that do not implement these measures, financial costs may arise should they be precluded from existing grant funding streams.

The impacts on businesses as set out above have been considered by the Scottish Government in the development of Fair Work conditionality in public sector grants. Although these challenges to businesses are recognised, the significant priority of the approach is to help tackle poverty, including child poverty and by including the limited exceptions to the conditionality; through continued engagement with stakeholders; the development of guidance to support its implementation; actions in the RAP to support employers to adopt Fair Work and a commitment to evaluate Fair Work First, the Scottish Government is mitigating the negative impacts identified.

To the extent that organisations benefit from the implementation of new Fair Work practices as a result of Action 2, longer-term indirect benefits as discussed in Section 4 will be expected to arise in terms of potential improvements in staff retention, the ability to attract high calibre staff, organisational effectiveness and competitiveness, innovation and productivity. These benefits could in turn indirectly benefit consumers.

The overall provisional BRIA score for this headline action is minor negative.

Headline action 3: We will support employers to utilise the resources and support available to embed Fair Work in their organisations. We will work collaboratively to develop these resources to support and build capability among employers, employability providers and partners.

Action 3.1: By end 2023 we will work with partners to join up provision of advice and support for employers by establishing a central Fair Work resource, making it as simple and efficient as possible for employers to use. This would enhance and consolidate existing material to ensure employers have a clear route to access guidance, support and advice on Fair Work. It will involve:

• Advice and tools to promote the benefits of Fair Work and workplace equality
• Good practice case studies
• Advice on networking and establishing peer support groups
• Collaboration with existing trusted business support services and partners

Action 3.2: Develop a communications strategy to highlight and promote the benefits of Fair work and a diverse workplace to employers including;

• adoption of payment of at least the real Living Wage;
• effective voice channels, tackling the gender pay gap; and
• recruiting, employing and supporting disabled people and workers from racialised minorities.

The strategy will be informed by sectoral and regional analysis and utilise a range of channels.

Action 3.3: Increase the number of people who have security of pay and contract by encouraging employers to seek real Living Wage and Living Hours accreditation. We will achieve this through our continuing support of Living Wage Scotland to achieve an additional 5,000 workers uplifted annually to the real Living wage through increases in employer accreditation.

Action 3.4: By the end of 2025 we will review and disseminate learning and best practice from the conclusion of the 2024 Workplace Equality Fund.

Action 3.5: We will develop and promote guidance to encourage more employers across all sectors to use positive action measures as per the Equality Act 2010 giving particular attention to sex, pregnancy, race, age and disability by end 2024.

Action 3.6: We will continue to promote existing and new advice and guidance on the benefits of flexible working to organisations across Scotland by working with public bodies to assess provision and highlight best practice throughout this parliamentary term (by 2026).

Action 3.7: Working with employers, equality stakeholders and training providers, develop and implement an intersectional and anti-racist training framework by 2025.

Action 3.8: We will work with employers and trade unions, in sectors where low pay and precarious work can be most prevalent, to develop sectoral Fair Work agreements that deliver improved employment outcomes such as payment of the real living wage, better security of work, and wider "Fair Work First" standards.

Action 3.9: We will work with employers, workers and trade unions to strengthen effective voice, through a range of appropriate channels. We will do this by supporting strong trade unions and, in line with our NPF employee voice indicator, will promote the benefits of collective bargaining (including sectoral agreements) and other forms of effective voice at individual and collective levels.

Businesses

This action would be expected to result in the direct positive business impacts of adopting payment of the real Living Wage and implementing measures to support effective voice for workers discussed under Action 2 above.

In addition, to the extent that businesses benefit from use of Fair Work resources and in turn implement Fair Work measures, short-term administrative and/or on-going financial implementation costs could be incurred by those businesses. Clear guidance on effective implementation provided by Scottish Government could reduce associated set up costs incurred by businesses. Indirect positive impacts would be expected to arise to the extent that implementation of effective practices result in improved business effectiveness in the longer-term.

Engagement with businesses also suggested that allowing Fair Work measures such as flexible working within businesses could lead to improvements in physical and mental wellbeing, and improved quality of life which in turn could increase productivity. One organisation highlighted that they themselves are a Fair Work employer and that flexible working in particular has improved quality of life amongst staff, and employee engagement and commitment. Engagement also showed that some companies would like more clarity on where to find information to make reasonable adjustments and so this action would be welcomed.

Local Authorities

Potential impacts on local authorities arising from Action 3 would be expected to be in line with impacts for businesses set out above.

Consumers – includes users of public services

Over the long-term, to the extent that Fair Work measures result in better performing organisations, consumers are likely to indirectly benefit from improved services.

Regulators

No impacts identified.

Organisations in the third sector

Potential impacts on organisations in the third sector arising from Action 3 would be expected to be in line with impacts for businesses and local authorities set out above.

However, although businesses are expected to benefit over the long-term, many third sector organisations struggle to plan for the long term due to annual funding cycles and so could be disproportionately affected.

In addition, The Scottish Third Sector Tracker (scvo.scot) showed 65% of organisations reporting an increase in demand for services, 43% reporting negative impact of rising costs on ability to deliver services and 31% of organisations reporting having to use their reserves between July and August 2022. Therefore, the demands on third sector organisations may cause them to be disproportionately affected also.

Environment

There may be indirect environmental impacts if increased financial costs associated with implementing these measures reduce budgets available for wider environmental sustainability measures. However, in the longer term if Fair Work practices benefit the performance of businesses and organisations, budgets available for wider environmental sustainability measures could increase.

General

No impacts identified.

Legal Aid Impact Test

No impacts identified.

Moving to digital / online

No impacts identified.

Costs and benefits

To the extent that businesses, local authorities and third sector organisations benefit from use of Fair Work resources and go on to implement Fair Work measures, short-term administrative and/or on-going financial implementation costs could be incurred by those businesses. Clear guidance on effective implementation provided by Scottish Government could reduce set-up costs.

Indirect benefits would be expected to arise to the extent that implementation of effective practices result in improved business, local authority and third sector organisational effectiveness in the longer-term. In turn this could benefits consumers.

The overall provisional BRIA score for this headline action is minor positive.

Headline action 4: We will work collaboratively to develop resources to support workers to access, remain and progress in fair work.

Action 4.1: Work with enterprise agencies and Business Gateway to promote Fair Work and deliver wider conditionality, and:

Action 4.1.1: By end of 2023 undertake a review of the Business Gateway website, utilising analytical and tracking techniques to ensure that disabled people find the website accessible, and are able to utilise the advice given to overcome the barriers they face.

Action 4.2: Scottish Government Employability Delivery: we will continue to work with Fair Start Scotland providers, within the timescales of the current contract until March 2023, to implement a continuous improvement approach to enhance delivery and outcomes for disabled people and those furthest from the labour market, including racialised minorities and women. This will include drawing upon learning from Pathfinders/ test and learn projects being delivered by Disabled People's Organisations and the pilot project on community engagement being delivered by CEMVO Enterprises CIC in 2022/23.

Action 4.3: Scottish Government to work with stakeholders to develop a Delivery Plan 2023-26, outlining the next phase development of No One Left Behind (NOLB) from April 2024.

Action 4.3.1: Build Fair Work outcomes into the design of No One Left Behind by taking account of the lived experience and needs of disabled people, people from racialised minorities, women and the over 50s.

Action 4.3.2: Draw upon the findings and recommendations of the following:

• Health and Work Strategy Review (2019)
• Supported Employment Review (2022)
• Health and Work Support Pilot final evaluation (2022)
• Individual Placement and Support Review (2022 – forthcoming)

Action 4.4: Skills Development Scotland (SDS) and Scottish Funding Council (SFC) will, on an annual basis, review disaggregated management information including the newly disaggregated Learning Disability statistics and take action where required where poorer outcomes or underrepresented groups are identified. This will include:

Action 4.4.1: Review the equality incentives for disabled people in relation to Work Based Learning (WBL) and make recommendations by end March 2024 with regard to impact on participation and achievement rates for disabled people.

Action 4.4.2: Review learning from pilot projects for Foundation Apprenticeships for disabled pupils and mainstream lessons learned by October 2023.

Action 4.4.3: Use intelligence from training and learning providers and participants to develop and deliver disability equality-focused continuous professional development to build the capacity of learning providers to support disabled individuals and ensure a continuous development cycle is implemented by 2023.

Action 4.5: Skills Development Scotland (SDS) will:

Action 4.5.1: Implement Scotland's Career Review recommendations and develop a model to ensure future career services across sectors provide meaningful and accessible support for disabled people that is both tailored to their needs and available when they need it. The implementation phase of the Career Review is due to be completed by the end of 2022.

Action 4.5.2: Skills Development Scotland (SDS) will continue to implement the Principles of Good Transitions across our Career Information Advice and Guidance (CIAG), through targeted Continuous Professional Development for all customer-facing CIAG colleagues and managers by the end of March 2023.

Action 4.6: Health and Work: Aligning with the Scottish Government's Fairer and More Equal Society (FMES) Programme by December 2023, Public Health Scotland (PHS) to:

• Collaborate with NHS Boards to develop the NHS Scotland contribution to achieving fair and healthy work outcomes for people across Scotland; and
• Work with Scottish Government, Local Government and NHS Boards to define the health offer to enable those with health conditions to secure, sustain and progress in work.

Actions 4.1-4.6 involve a range of engagement, research and evidence-based guidance development with the aim of increasing Fair Work practices across the Scottish economy, and building a greater understanding of the Fair Work measures that can most effectively support the Fair Work agenda. Engagement and research will be carried out with the following organisations:

• Enterprise agencies;
• Business Gateway;
• Fair Start Scotland providers;
• Disabled People's Organisations;
• Skills Development Scotland (SDS);
• Scottish Funding Council (SFC);
• Public Health Scotland (PHS).

Businesses

These actions could incur short-term engagement, administration and implementation costs and on-going financial costs for businesses that engage with Scottish Government on Fair Work issues, and for businesses that adopt Fair Work practices. In the longer-term businesses that adopt such practices would be expected to benefit from positive impacts including improved effectiveness and competitiveness, as outlined in Section 4 above.

By taking an evidence-based approach to researching and developing practices that most effectively achieve Fair Work outcomes, and engaging with business and disseminating best practice accordingly, Scottish Government will support businesses to implement the most effective Fair Work practices which would be expected to maximise the potential beneficial impacts of implementation.

Local authorities

Potential impacts for local authorities associated with Actions 4.1-4.6 would be expected to align with impacts identified for businesses above.

Consumers – includes users of public services

Over the longer-term if Fair Work measures result in better performing businesses, public sector and third sector organisations, consumers are likely to indirectly benefit from improved services.

Regulators

No impacts identified.

Organisations in the third sector

Potential impacts for organisations in the third sector arising from Actions 4.1-4.6 would be expected to align with the impacts identified for businesses and local authorities above.

However, although businesses are expected to benefit over the long-term, many third sector organisations struggle to plan for the long term due to annual funding cycles and so could be disproportionately affected.

In addition, The Scottish Third Sector Tracker (scvo.scot) showed 65% of organisations reporting an increase in demand for services, 43% reporting negative impact of rising costs on ability to deliver services and 31% of organisations reporting having to use their reserves between July and August 2022. Therefore, the demands on third sector organisations may cause them to be disproportionately affected also.

Environment

No direct impacts identified. As above, should investment in Fair Work practices divert resources from wider sustainability measures this could result in negative indirect environmental impacts. However, to the extent that Fair Work practices support more effective organisations, as the evidence base in Section 4 suggests, this could in the longer-term generate additional resources available to support wider sustainability measures and therefore lead to a positive long-term effect.

General

No impacts identified.

Legal Aid Impact Test

No impacts identified.

Moving to digital / online

No impacts identified.

Costs and benefits

Potential short-term engagement and implementation costs, and on-going financial costs for businesses, local authorities and organisations in the third sector that engage with Scottish Government on Fair Work issues, and adopt Fair Work practices.

Potential longer-term and on-going positive impacts on organisations that adopt Fair Work practices and benefit from greater effectiveness and competitiveness as a result, in the ways outlined in Section 4 above.

The overall provisional BRIA score for this headline action is minor positive.