Fair Change Sarah Page Research & Specialist Services

changing world of work

Table: Altered psychological contract Old contractNew contract “Job for life”Change PredictabilityUncertainty Standard work patternsFlexible working time Valuing loyaltyValuing performance & skills PaternalismSelf-reliance Linear career growthMultiple careers One-time learningLife-long learning

recession cuts job reapplication redundancy long hours

work, health & success work can be good or bad for health technology can be good or bad for health human & economic cost of ill health impact on business (regardless of cause) can good practice become the norm?

your rights? work without risks to health & safety - so far as reasonably practicable risks assessed with your involvement risk controls identified consulted

your rights in practice exercise

Union Effect “workplaces where workers are involved in decisions about safer health and safety are safer and healthier healthier workplaces”

Reduction in harm 50%

Building influence through organising High Paternalism Collusion Influence Engagement Irrelevance Reactivity Low High Union organisation

mental health hazards Demands: volume, pace, intensity Control: workflow, method Support: manager, colleagues, Unions Relationships: bullying, harassment Role: lack of clarity, isolation Change: poor management/engagement Justice: inconsistencies, unclear appeal process

individual interventions healthy lifestyle increase personal resilience sensible work / life balance all rely as much on the organisation as the individual

organisation interventions job design: ergonomics, flexible working culture: values, fairness, what’s acceptable change management: plan, impact assess, trial justice: governance, compliance, TUs

mitigating stress 1. Primary Prevention management competencies, risk assessment & flexible employment 2. Secondary Intervention distress recognition, stress audits & confidential advice services 3. Tertiary Rehabilitation mental health training, OH assessment & RTW

change may be unavoidable 70% of change projects fail Managers have a right to manage Employees have a right to good management Note about So whilst change may be unavoidable… …… its planning and implementation are not

poorly managed change is not!

Thank you Promoting Fair Change