Work is a crucial part of the good society – as are trade unions.

I want to make the case for good work as a vital part of the good society, and for the role that the trade union movement plays in securing and sustaining good work.

Employment is central to people’s lives in a modern society. It shapes individuals’ quality of life, their dignity and, ultimately, political stability. The recession has brought this into sharp focus, serving as a reminder that work is not merely an economic transaction. The employment relationship also influences health, well-being and future prospects.

Yet the world of work has changed significantly over the last twenty years, with rapid technological developments and the impact of globalisation. In the UK there have been profound shifts in the economic, legal, political and social landscape as traditional industries have declined, new sectors have grown and changes in our demography have occurred.

These macro-developments have transformed the organisation of work – reshaping businesses, changing work patterns and requiring new forms of responsibility for employees. The composition of workforces has also changed significantly, with an increasing number of women at work, and changes in age and ethnic profiles having an impact on employee expectations and values.

So, what do we mean by good work? In the UK The Work Foundation has taken a leading role in encouraging employers to embrace work within the context of sustainability and a human face: balancing efficiency with the need for worker ‘equity’ and ‘voice’. It promotes the entitlement of workers to fair treatment (equity), and the opportunity to have a meaningful input into decision-making (voice).

This is consistent with TUC research showing that workers want fair pay, secure jobs, protection against unfair treatment, and a say over how work gets done. Further, these are not simply individual aspirations but are seen as priorities for their unions too.

Encouragingly, there is evidence to show that unions successfully deliver on this agenda.1 Although the incidence of grievances at work is higher in unionised workplaces than in those without unions, the rate of voluntary resignations and Employment Tribunal claims is doubled in non-union workplaces – with significant cost implications for employers.

But there are at least three important challenges in spreading good work practices so that all employees can experience them.

First – and particularly urgent in current economic circumstances – measures are needed to ensure that workers made redundant, as well as those entering the labour market for the first time, can access real jobs of a reasonable quality and with opportunities for training and skills development.

Second, both public policy and employer actions need to boldly recognise the value of collective representation and the role of unions as a trusted stakeholder in decision-making. There are some notable good examples in the UK, including the social partnership agreement in the teaching profession, and the newly established Just Transition Forum, which aims to address the economic, employment and social implications of moving to a low-carbon economy. Yet far too often employers simply do not consult in any meaningful way on organisational change. Some European countries, particularly in the Nordic region, do far better than the UK in this regard, and their businesses benefit from it.

Third, unions need to do more collectively to promote trade unionism – through stronger and more positive messages about our contribution and achievements, both in the workplace and in civil society; reaching out more effectively to people entering or preparing for the world of work; and making it easier for all workers to join a union – perhaps through a TUC-gateway to union membership to facilitate recruitment of non-members and support membership transfers when people change their employment.

Note
1. See Dix, Forth and Sisson (2009), using the Workplace Employment Relations Survey.