Fair and innovative work in Scotland: the Fair Work Convention and efforts to support workplace innovation Patricia Findlay Professor of Work and Employment Relations Director, Scottish Centre for Employment Research Member, and Academic Adviser, Fair Work Convention

Outline Context, concerns and collaboration The Fair Work Convention and its Fair Work Framework 2016 Harnessing knowledge, research and networks to harness FITwork (Fair, Innovative and Transformative Work) in Scotland Making change happen – stakeholders and levers

Business Society Labour Market Employee Economic Career progression Career progression Business Society Labour Market Employee Economic Underemployment Underemployment Performance Performance Equity Equity Health Health Well-being Well-being Insecurity Insecurity Equality Equality Employee engagement Employee engagement Skills utilisation Skills utilisation Talent Talent Productivity Productivity Demographic change Demographic change Uncertainty Uncertainty Poverty Poverty Work intensification Work intensification Competitiveness Competitiveness Competitiveness Social mobility Social mobility Autonomy Autonomy Access Access Innovation Innovation Fragmentation Fragmentation Valued job features Valued job features Growth Growth Automation Automation Public services Public services Sustainability Sustainability Digitalisation Digitalisation

Developing networks and policy on fair and innovative work 2007 SG Skills Strategy 2009 Skills Utilisation Leadership Group 2010 Making Bad Jobs Better series 2013 Workplace Innovation Consortium 2014 Innovating Works … improving work and workplaces 2014 Working Together Review of Progressive Workplace Practice 2015 Fair Work Convention 2015 Scottish Business Pledge 2015 and ongoing: FITwork initiative 2016 Fair Work Framework

2 co-chairs 3 employer members 3 union members Independent member and academic adviser www.fairworkconvention.scot Fair Work Framework 2016

The Fair Work Framework Our 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.

5 dimensions of fair work Effective voice Opportunity Security Fulfilment Respect

For each dimension: Existing evidence Stakeholder views Practical actions – not prescription Examples

One recommendation: that organisations deliver fair work that provides effective voice, opportunity, security, fulfilment and respect

Fair work as a key component of (Scottish) workplace innovation Workplace Innovation Consortium (SCER/University of Strathclyde) Innovating works … improving work and workplaces The FITwork initiative: Harnessing knowledge, research and networks to drive fair, innovative and transformative work in Scotland

Innovating works … Collaboration to support collaboration Meta-analysis of determinants of innovation Core emphasis – mutual benefit - improving work and workplaces Action research and impact Evidence-based policy – 12 case studies of WI in SMEs

The potential of workplace innovation Business benefits: • Product/ Service, process, work systems innovation • Product/ performance improvement(s) • Cost/ waste reduction (EPOC, 2010) HR benefits: • Lower turnover • Higher commitment, satisfaction • Increased discretionary effort & innovative behaviours (Høyrup, 2012; Sanders & Lin, 2016; Donate et al., 2016; Seeck and Diehl, 2016; Janssen, 2004 Worker benefits: • Better skills utilisation • Inter-disciplinary learning and reflection • Voice, autonomy and greater control (Pot, 2011; Alasoini, 2015)

FITwork (Fair, Innovative and Transformative Work) Fair: supports voice, opportunity, security, fulfilment, respect Innovative: supports innovation and change Transformative: supports performance, productivity, health and well being FITwork online tool – supporting workplace innovation

The FITwork framework

Harnessing employee potential and discretionary effort/behaviour Ability (skills and talent) Opportunity (scope to make a difference – workplace innovation practices) Motivation (desire/willingness to make a difference - fair work practices)

Structure of the organisation Approaches to decision-making Organisational approach to Fair Work Employee performance Innovative workplaces Experience of Fair Work Employee-driven Innovation Approaches to external relationships Enterprising attitudes The ways that people are managed Design of work & support systems

A distinctly Scottish debate? Expansive discussion Clear workplace focus Recognised connection between economy and society – fair and innovative work is at the heart of inclusive growth Growing understanding of broad range of actors in the work eco-system

Progress … but far to go Clear policy focus – fair and innovative work as the bridge between improving competitiveness and tackling inequality. Recognition of timescale – no overnight successes. Public investment to support proof of concept and (limited) upscaling. Role of pump priming activity to engage employers. Improving action research capacity and impactful research. Measurement and data challenges. Traction, learning and embeddedness Greater policy consensus and alignment of policy levers, but …

What are the conditions and context in which workplace innovation can enhance business performance and fair work? Or ..