1. Fair Work: Improving health, safety and wellbeing
Professor Patricia Findlay
Fair Work Convention
Co-Chair

2. …………………………………………………………………………………………………………………
Fair work is work that offers effective voice, opportunity, security, fulfilment and respect; that balances the rights and responsibilities of employers and workers; and that can generate benefits for individuals, organisations and society.
Our vision: 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.
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3. Thinking behind the FW Framework
Employment quality + job quality + workplace governance
Every dimension of the FW Framework speaks to a broad well-being agenda
Finding ways of delivering better outcomes for all lies at the core of FW
Scotland
Businesses/employers
Workers/citizens
Hospitality and tourism workers make up around 10% of UK employment and just under 9% of Scottish employment. The tourism sector in Scotland delivers around 4.5% of GDP. The sector as a whole grew 11% over the last year, compared with 4% in the UK. It’s quite challenging to separate out the hospitality sector from the broader tourism sector, but we know that pubs and restaurants make up about 40% of employment within tourism, and both have growing employment – employment in restaurants in Scotland went up by 7% last year, while employment in pubs increased by 27%.
The scale of employment in hospitality means that the impact of its practices are amplified – it’s a high volume employer and so its practices have a significant reach across Scottish society. ONS figures for 2016 tell us that 3.8% of UK jobs in hospitality paid below the minimum wage. Estimates suggest that the Tourism, Hospitality and Leisure sector has the highest proportion of jobs paying the minimum wage of any sector, at around 30% of the total (Source: Deutsche Bank Market Research). 

4. The ‘Respect’ dimension of Fair Work
Respect for the integrity of the person is fundamental
Health and safety is a core Fair Work issue
Differential physical risks at work – implications for ‘protected categories’ of worker (and for less well protected categories)
Class/socio-economic status
Manual occupation (and ‘hidden’ manual demands of some professional occupations)
Respect, dignity and psychological well-being
Hospitality and tourism workers make up around 10% of UK employment and just under 9% of Scottish employment. The tourism sector in Scotland delivers around 4.5% of GDP. The sector as a whole grew 11% over the last year, compared with 4% in the UK. It’s quite challenging to separate out the hospitality sector from the broader tourism sector, but we know that pubs and restaurants make up about 40% of employment within tourism, and both have growing employment – employment in restaurants in Scotland went up by 7% last year, while employment in pubs increased by 27%.
The scale of employment in hospitality means that the impact of its practices are amplified – it’s a high volume employer and so its practices have a significant reach across Scottish society. ONS figures for 2016 tell us that 3.8% of UK jobs in hospitality paid below the minimum wage. Estimates suggest that the Tourism, Hospitality and Leisure sector has the highest proportion of jobs paying the minimum wage of any sector, at around 30% of the total (Source: Deutsche Bank Market Research). 

5. Security contractual and job status insecurity
Impact of insecure work (and poor work more generally)
SES 2017: 7% of employees were very anxious that their working hours could change unexpectedly = 1.7 million employees (much more pervasive than ZHCs est. at 700,000 for UK)
Insecurity comes in multiples - SES 2017: those working insecure hours also suffered from other types of insecurity such as greater risk of job loss, greater anxiety of job status downgrading and more worry about unfair treatment. In addition, they reported lower pay, speedier dismissal for poor work performance and higher work effort.
SES 2017: 28% of people are anxious about changes in valued aspects of work (though this has fallen by 9% since 2012)
Hospitality and tourism workers make up around 10% of UK employment and just under 9% of Scottish employment. The tourism sector in Scotland delivers around 4.5% of GDP. The sector as a whole grew 11% over the last year, compared with 4% in the UK. It’s quite challenging to separate out the hospitality sector from the broader tourism sector, but we know that pubs and restaurants make up about 40% of employment within tourism, and both have growing employment – employment in restaurants in Scotland went up by 7% last year, while employment in pubs increased by 27%.
The scale of employment in hospitality means that the impact of its practices are amplified – it’s a high volume employer and so its practices have a significant reach across Scottish society. ONS figures for 2016 tell us that 3.8% of UK jobs in hospitality paid below the minimum wage. Estimates suggest that the Tourism, Hospitality and Leisure sector has the highest proportion of jobs paying the minimum wage of any sector, at around 30% of the total (Source: Deutsche Bank Market Research). 

6. Fulfilment
SES 2017: decline in task discretion between 2012 and 2017 – yet task discretion is the type of participation with the strongest association with employee well-being
Sharper decline for intermediate workers for female part-timers.
SES2017: rise in work intensity – eg 31% of people report working at ‘very high speeds’ (rise of 4%)
SES 2017: Especially high levels of required work intensification in teaching and nursing.
92% of teachers strongly agreed that their job requires them to work very hard (up 10%)
90% of teachers and almost 75% of nurses report always coming home exhausted
SES2017: the proportion of women working in ‘high strain’ jobs, combining very high work effort with low task discretion and therefore creating an elevated risk of workplace stress, rose 5% to 20%
Job demands/resources/control closely linked to well-being
Hospitality and tourism workers make up around 10% of UK employment and just under 9% of Scottish employment. The tourism sector in Scotland delivers around 4.5% of GDP. The sector as a whole grew 11% over the last year, compared with 4% in the UK. It’s quite challenging to separate out the hospitality sector from the broader tourism sector, but we know that pubs and restaurants make up about 40% of employment within tourism, and both have growing employment – employment in restaurants in Scotland went up by 7% last year, while employment in pubs increased by 27%.
The scale of employment in hospitality means that the impact of its practices are amplified – it’s a high volume employer and so its practices have a significant reach across Scottish society. ONS figures for 2016 tell us that 3.8% of UK jobs in hospitality paid below the minimum wage. Estimates suggest that the Tourism, Hospitality and Leisure sector has the highest proportion of jobs paying the minimum wage of any sector, at around 30% of the total (Source: Deutsche Bank Market Research). 

7. Effective voice
absence of collective voice and limitations of some forms of individual voice
SES 2017: decline in formal institutions for organisational participation (consultative meetings, quality circles) between 2012 and 2017
proportion of employees reporting high influence over organisational decisions that affected their work increased from 26% to 30%
influence through organisational participation was associated with considerable benefits for well-being
Hospitality and tourism workers make up around 10% of UK employment and just under 9% of Scottish employment. The tourism sector in Scotland delivers around 4.5% of GDP. The sector as a whole grew 11% over the last year, compared with 4% in the UK. It’s quite challenging to separate out the hospitality sector from the broader tourism sector, but we know that pubs and restaurants make up about 40% of employment within tourism, and both have growing employment – employment in restaurants in Scotland went up by 7% last year, while employment in pubs increased by 27%.
The scale of employment in hospitality means that the impact of its practices are amplified – it’s a high volume employer and so its practices have a significant reach across Scottish society. ONS figures for 2016 tell us that 3.8% of UK jobs in hospitality paid below the minimum wage. Estimates suggest that the Tourism, Hospitality and Leisure sector has the highest proportion of jobs paying the minimum wage of any sector, at around 30% of the total (Source: Deutsche Bank Market Research). 

8. Scottish Government National Performance Framework
Work related ill health
Collective bargaining coverage
Influence on reserved matters - but also need to use powers available to Scottish government to fullest extent
Fair Work Action Plan (forthcoming)
Expectation that Fair Work will be mainstreamed across all areas of government (eg health, justice)
Currently being consulted on ….
Fair Work First
Hospitality and tourism workers make up around 10% of UK employment and just under 9% of Scottish employment. The tourism sector in Scotland delivers around 4.5% of GDP. The sector as a whole grew 11% over the last year, compared with 4% in the UK. It’s quite challenging to separate out the hospitality sector from the broader tourism sector, but we know that pubs and restaurants make up about 40% of employment within tourism, and both have growing employment – employment in restaurants in Scotland went up by 7% last year, while employment in pubs increased by 27%.
The scale of employment in hospitality means that the impact of its practices are amplified – it’s a high volume employer and so its practices have a significant reach across Scottish society. ONS figures for 2016 tell us that 3.8% of UK jobs in hospitality paid below the minimum wage. Estimates suggest that the Tourism, Hospitality and Leisure sector has the highest proportion of jobs paying the minimum wage of any sector, at around 30% of the total (Source: Deutsche Bank Market Research). 

9. Relevant future FWC interests
Older workers
Construction
Automation
Hospitality and tourism workers make up around 10% of UK employment and just under 9% of Scottish employment. The tourism sector in Scotland delivers around 4.5% of GDP. The sector as a whole grew 11% over the last year, compared with 4% in the UK. It’s quite challenging to separate out the hospitality sector from the broader tourism sector, but we know that pubs and restaurants make up about 40% of employment within tourism, and both have growing employment – employment in restaurants in Scotland went up by 7% last year, while employment in pubs increased by 27%.
The scale of employment in hospitality means that the impact of its practices are amplified – it’s a high volume employer and so its practices have a significant reach across Scottish society. ONS figures for 2016 tell us that 3.8% of UK jobs in hospitality paid below the minimum wage. Estimates suggest that the Tourism, Hospitality and Leisure sector has the highest proportion of jobs paying the minimum wage of any sector, at around 30% of the total (Source: Deutsche Bank Market Research).