1. 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

2. 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

3. 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

4. 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

5. 2 co-chairs
3 employer members
3 union members
Independent member and academic adviser
Fair Work Framework 2016

6. 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.

7. 5 dimensions of fair work
Effective voice
Opportunity
Security
Fulfilment
Respect

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

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

10. 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

11. 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

12. 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)

13. 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

14. The FITwork framework

15. 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)

16. 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

17. 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

19. 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 …

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