Health and Wellbeing 47
Job quality is key to good wellbeing The CIPD has called on employers to ensure job quality doesn’t take a backseat in the quest to protect jobs and rebuild the economy in the wake of the coronavirus pandemic.
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he CIPD Good Work Index has revealed a worrying decline in health and wellbeing over the past two years and highlights that some jobs are undeniably better than others – not just in terms of essentials such as pay and contracts, but also in terms of our day-to-day experiences of work and its impact on our lives. While some differences in job quality are inherent to the nature of work and the structure of the labour market, the report finds that changes in people management and employment practices could significantly improve job quality in many cases. In particular, it finds that two often over-looked dimensions of job quality – job design and relationships at work – could make a big difference to working lives and performance at work. The report highlights occupations that lead to particularly poor experiences for workers and those where there are trade-offs to be made between different aspects of job quality, such as pay and wellbeing. For example, while managerial and professional occupations tend to score well across most aspects of job quality, those working in highly paid jobs in legal services,
healthcare and conservation report the poorest work-life balance and overall health and wellbeing scores. Meanwhile, those working in low-paid jobs in animal care, housekeeping, cleaning and sports and fitness report better wellbeing, work-life balance and relationships at work. Jonny Gifford, senior research adviser at the CIPD, said: “In the current context, it’s important to consider the dynamics of job quality as we assess the impact of COVID-19 on jobs – not just in terms of insecurity and redundancies but also in terms of pressure, stress, work-life balance and pay. “We need to understand how the short and long-term impacts of the pandemic might differ across occupations and
how we can protect the most vulnerable. This crisis is an opportunity to re-imagine what good work means to all of us and our Good Work Index provides a wealth of evidence to inform that debate.” Good work is fundamental to individual wellbeing, supports a strong, fair society, and creates motivated workers, productive organisations and a strong economy. The CIPD’s purpose is therefore to champion better work and working lives by improving practices in people and organisation development for the benefit of individuals, the economy and society. Peter Cheese, CIPD chief executive, said: “Job creation and protecting jobs from redundancy are crucial, but it’s not enough to look at the bare numbers of people in work. Now as much as at any time,
“We need to understand how the short and long-term impacts of the pandemic might differ across occupations and how we can protect the most vulnerable. This crisis is an opportunity to re-imagine what good work means to all of us and our Good Work Index provides a wealth of evidence to inform that debate.”
government, employers, the people profession, trade unions and other actors also need to understand the quality of the jobs people do and find ways to improve them.” While some job quality issues may be inherent to the nature of the jobs in question, the Good Work Index shows that some low-quality jobs could be improved relatively easily by changing people management and employment practices. The report suggests that a better line manager could do more to improve a person’s job satisfaction than giving him/her a pay rise. The CIPD recommends that people professionals, at a minimum, should be encouraging and supporting line managers to: • discuss workload with their team members and ensure no-one is under excessive pressure • have supportive and sensitive discussions with their teams • promote existing health and wellbeing benefits • give workers more autonomy or control over how, when and where they work
July 2020
