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A MESSAGE FROM THE MAYOR

GOOD WORK MATTERS

WHY?

• It ensures people, particularly those on lower incomes, have routes to progress in work, have the opportunity to boost their earning power, and are treated with respect and decency

’Good Work’ is about so much more than job creation. It’s about an economy that works for everyone. It boosts a companies’ productivity and their workers’ quality of life. We value good employers in our region because they value the people who do the work. And we have some brilliant employers in our region. They understand the value of treating staff well. They are committed to providing decent pay, training, and skills development. It’s good for the individual and it’s good for the company. At its heart this is about treating employees with respect and dignity. We’ve already got businesses signing up. From big corporates to a single shop. Signing up to our Good Work Pledge is not about the size of your business, it’s about your approach to business.”

• Employment is vital to people’s health and well-being. The quality of people’s work is also a major factor in helping people to stay healthy and happy

• Better designed work arrangements which get the best out of people can make an important contribution to tackling our complex challenge of low productivity

• The experience of work should match our aspirations for citizenship. People should feel respected, trusted, and able and expected to take responsibility

• The pace of change in the modern economy, and particularly in technology and the development of new business models, means we need a concerted approach to work which is both up to date and responsive and based on enduring principles of fairness.

Content from the Taylor Review: In response to this the Government set out 5 principals that underpin the quality of work, these are: Overall worker satisfaction; Good pay, Participation and progression, Wellbeing, safety and security; and Voice and autonomy. Furthermore the Government have since the published the Good Work Plan (December 2018).

WHAT IS ‘GOOD WORK’?

Good work offers job security, provides a decent income, widens social networks and gives people a purpose. This helps to improve physical and mental wellbeing. The health benefits of good work extend beyond working-age adults to their children, wider social network and communities.† Employers play an important role in the lives of their workforce. They’re fundamentally responsible for their workers health and safety. But health and safety is a wideranging subject. As well as being safe, employees also need to be fairly treated, rewarded and recognised. High performing, loyal and knowledgeable employees that grow as a business grows are an asset and should be recognised as such.

HAPPY, HEALTHY AND MOTIVATED EMPLOYEES PERFORM BETTER, COST YOU LESS AND MAKE YOU A BETTER BUSINESS. HAPPY EMPLOYEES OFTEN MEANS HAPPY CUSTOMERS!

† Source: www.healthyworkinglives.scot/workplace-guidance/fair-treatment/goodand-fair-work/Pages/what-is-good-work-and-what-makes-good-work.aspx

WHAT IS OUR GOOD WORK PLEDGE?

It’s a badge of best practice and a tool to drive change. Its aim is to improve work leading to a better quality of life for all. Developed in conjunction with businesses and key stakeholders the pledge is presented in a straightforward five-pillar format. Five pillars, that when brought together define what ‘good’ employment looks like.

The pledge can be used in two ways: a zero cost method to measure current good practice and highlight steps for improvement, or an opportunity to apply for accreditation and be recognised as a ‘good employer’. The pledge is available for award at two levels - STANDARD or ADVANCED. Standard requires the achievement of any 2 of the 5 pillars and Advanced requires achievement of all 5. Those wishing to apply can do so via our simple online application platform.

Businesses and organisations signing up represent a growing community who care about providing ‘good work’. This is a community that will continue to grow and form a support network, supporting others follow in their footsteps.

PILLAR PILLAR PILLAR PILLAR PILLAR

1 2 3 4 5

Valuing and Rewarding Your Workforce

You pay a fair wage, provide extra benefits, provide job security and job fulfilment for your people wherever possible.

Promoting Health and Wellbeing

You provide a safe and healthy working environment and provide opportunities for your people to develop healthy lifestyles especially positive mental health.

Effective Communications and Representation

You promote trust and fairness by valuing and listening to your employees and involving them throughout the organisation.

Developing a Balanced Workforce

You invest in training and progression for employees – planning for now and for the future. Inclusiveness and equality are central to your work.

Demonstrate a Social Responsibility

You contribute to our region by buying locally, thinking green and supporting your people to ‘give back’ through volunteering or community action.

WHY IS IT NEEDED?

Currently the North of Tyne has:

• A Child Poverty rate of 38%, a 10% increase in 6 years.

• 20% of the workforce paid below the Real Living Wage, with a significant gender pay difference.

• 2,100 fewer women participating in the labour market than in 2021.

• 16.4% unemployment rate across our black and minority ethnic communities - the highest rate since 2010.

• A declining rate of take-up for our apprenticeships.

WE WANT TO CHANGE THIS AND BUILD A MORE INCLUSIVE, PRODUCTIVE AND THRIVING ECONOMY. ONE THAT ENSURES ACCESS TO ‘GOOD WORK’ AND PROVIDES SECURITY, SKILL DEVELOPMENT AND PROGRESSION OPPORTUNITIES, AND A DECENT STANDARD OF LIVING WHICH PROMOTES HEALTH AND WELLBEING.

WHY SHOULD ORGANISATIONS AND BUSINESSES GET INVOLVED?

The North of Tyne is a great place to live and work but for many life is still a struggle, we have pockets of deprivation, an increasing rate of child poverty, too many people struggling with preventable ill health, and we need to change this. Happier, healthier, more productive workforces are the future. To realise positive change we need to embrace mission ‘good work’, support it, action it, apply it and get accredited. The future is in our hands.

GOOD WORK AND THE BENEFIT TO BUSINESSES

It’s not just workers that benefit from good work, organisations do too. A happy healthy workforce can boost productivity, performance and provide additional benefits. Employers play a major role in the lives of the people working for them, and employers that ensure their workers are safe and healthy, fairly treated and adequately rewarded can have a huge impact on the people, communities and indeed the supply chain linked to them. A happy healthy workforce can boost performance and success and bring additional benefits:

• Attracting, recruiting and retaining the best people

• Reduced absences and sick leave

• Higher levels of employee engagement and motivation

• Increased productivity

• Cost savings

• Enhanced reputation

BENEFITS

Health, safety and wellbeing are wide-ranging subjects. To recruit, develop and keep high performing people, just ticking the required health and safety boxes won’t cut it. Happy healthy people in a thriving work environment not only benefits the workers and the business directly, but it also extends beyond, to their children, wider social network and their communities. But what happens if it’s left unchecked.

THE COSTS OF POOR WELLBEING

Poor wellbeing in the workplace is a lot more costly than some business owners might realise. Often managers put the interests of their organisation over the wellbeing of employees and rather than save money, the opposite is true.

79% 21.6

In 2020, Perk box reported a staggering 79% of UK employees commonly experience work-related stress Making work-related stress the most common form of stress in the UK, and it’s on the rise, up from 59% in 2018.

Accord Mortgages reports that 95% of employees who called in sick due to stress gave their workplace a different reason and around half of all longterm absenteeism is due to stress, anxiety or depression

HSE Reports that in 2019/20 the average days lost from a person suffering from stress, anxiety or depression was around 21.6

Accord also report that Presenteeism (when an employee is ‘working’ but unable to engage with the work due to poor wellbeing) can be worse than absenteeism costing the businesses as much as 150% more than absenteeism

GOOD WORK MEANS BUSINESSES PURSUING A SMARTER APPROACH TO PEOPLE MANAGEMENT; ONE THAT SECURES HIGHER PRODUCTIVITY BUT SEEKS REAL VALUE FROM THE “HUMAN” CONTRIBUTION.

GOOD WORK IN INCREASING SALES

Wellbeing initiatives can increase your sales figures. Employers who look after their workforce promote brand loyalty and engagement from employees who are then more likely to put extra effort and enthusiasm into the sales process. In fact, studies show that companies with a focus on wellbeing see up to 50% higher revenue per employee.

GOOD WORK IN INCREASING PRODUCTIVITY

According to mentalhealth.org, a focus on wellbeing can increase productivity by as much as 12%.

This may seem low but imagine not only being able to get 12% more out of your team each day, but also having them show up more often. Taking care of employee wellbeing can also reduce the number of absences, particularly longterm absences, that a business sees in a year. This means that wellness-focused activity can give you more time with a more productive team.

THE WIDER IMPACT OF WELLBEING INITIATIVES

Wellbeing initiatives have been shown to improve both productivity and organisational culture. In addition to direct impact on revenue, employee wellbeing initiatives have a great effect on other areas that impact your workplace, particularly around culture. Here are three of the main areas that good wellbeing can improve:

• Morale - Wellbeing initiatives focus on taking care of employees, reducing stress, and improving health. This improves outlook and employee morale.

• Engagement - When employees are less stressed, they are better able to engage with their work and be fully present. This also enables them to think more clearly and passionately about how to do their job to the best of their ability.

• Employee loyalty - In a world where employees are no longer expected to have linear career paths with the same company, encouraging employee loyalty can seem difficult. However, employees are more likely to stay with a company when they feel taken care of.

HOW YOU CAN HELP?

As a partner, contact, colleague or stakeholder of NTCA we need your help. Businesses are supporting our pledge, but we need to go further to make these changes a norm for all. We want businesses of every size and kind to adopt or work towards good work best practice. We know progress takes time but the more organisations we can reach the more chance of success we’ll have.

SIGN UP TO THE PLEDGEIF YOU HAVEN’T ALREADY

As a partner, stakeholder or grant recipient of NTCA it’s important that you recognise the need to support this initiative. The steps for accreditation can be found here, why not start now!

EVEN MORE YOU CAN DO

ENSURE YOUR BUSINESS FACING STAFF ARE AWARE OF THE PLEDGE AND ITS AIMS

Have the web link to hand and a brief knowledge, share our web page: www.northoftyne-ca.gov.uk/projects/good-work-pledge/

RAISE AWARENESS WITH YOUR SUPPLY CHAINS

Our pledge can help them identify areas of sustainability and social responsibility that could help strengthen content of future tender opportunities

PROMOTE THROUGH YOUR SOCIAL MEDIA CHANNELS

Use the resources at the back of this document to spread the word about our pledge, why you’re supporting it and why others should

INCLUDE A SLIDE TO RAISE AWARENESS IN ANY BUSINESS FACING EVENTS THAT YOU RUN IN THE NORTH OF TYNE

We need to reach as many businesses as possible on the need for ‘Good Work’ and this will help. By sharing in this way you can ...

THE PLEDGE IN PLAIN DETAIL

What does it cost?

ZERO. That’s right, zero cost for employers of all sizes. Our flexible approach means, while we welcome best practice applications from organisations with access to larger organisational resource, we also welcome and encourage applications from smaller organisations who can show us any new and innovative approaches being taken to provide ‘good work’ in smaller businesses. Building a value network for members

Building a great business is more akin to a marathon than a race, usually the chances of long-term success rest on a commitment to preparation, planning and continuous improvement. Good businesses know this and opportunities to reflect, re-group, learn and share are relished. We want the Good Work Pledge to be an opportunity for our members, a valued resource offering development opportunities. To do this we’re building a member network, a community and source of knowledge, insight and support. Development of the Good Work Community will begin in 2023.

HOW ACCREDITATION WORKS

STANDARD LEVEL

Applicants must be able to demonstrate that they can meet or are actively working towards any two of the five available pillars. Submission of evidence is also required in demonstrating this work in practice. See the full criteria for further information.

THE BENEFITS OF MEMBERSHIP

When a business or organisation has been awarded any level of the pledge, they’ll be helping to build the movement towards better work for everyone. The more businesses that sign up and support the initiative, the bigger the voice, influence and pressure on others to do the same.

• CELEBRATE & COMMUNICATE: In addition to the use of our logos, we want to celebrate your success. Whenever possible we’ll provide opportunities for members to participate in press, communications or media engagement, to further shout about what we are doing and why.

• NETWORK & LEARN: Soon we’ll be launching our ‘Community of Good Work’. In providing a scheme you’ll really value we’ll be offering members access to a host of free news, information and resources to continually share, learn and develop your good work best practice. In addition we’ll be offering you the chance to network with members and other networks.

• GALLERY: As well as receiving the Good Work Pledge logos to use in media and comms we also feature businesses in our Good Work Gallery (illustrated below). This gallery presents an up to the minute picture of all our current members.

ADVANCED LEVEL

Applicants must be able to demonstrate that they can meet or are actively working towards all five available pillars. Submission of evidence is also required in demonstrating this work in practice. See the full criteria for further information.

Come join us and help us create a louder voice for real change. Come with us on the journey to making work better for everyone…

HOW TO APPLY

All applications are submitted online via a secure application management portal which is accessed via our website. Before an application is started, applicants can choose to download the pledge criteria and an associated resources document. This information can assist in any preapplication benchmarking exercise and to help to denote at which level of the pledge is the most appropriate (more information is available on levels of membership below).

To access the application portal users should select the ‘apply now’ button which will direct them to portal registration (Award Force). The portal is free to use and enables the user to create an account. Once an account is created progress can be saved at any point in the process and re-accessed via the email and password set on registration.

APPLICATION LEVELS AND PROCESS

Once a user is registered or logged in to the portal applicants will be required to select the level of the pledge they are applying for, awards are available at two levels, Standard and Advanced:

• STANDARD AWARD: Applicants can select any two of the five available pillars for a Standard award. When selecting the Standard award option applicants will also be required to the select two most appropriate pillars. Once complete, the next step is to agree to our terms and conditions and proceed to the entry of relevant business information. Once business information has been entered and the relevant branding/logo is uploaded applicants should proceed to answer the application questions for the pillars selected on registration. The final step before submission is to upload the required evidence which demonstrates the activities described in the application. Please see the instructions on the final step (right).

• ADVANCED AWARD: Applicants must be able to provide information that demonstrates competence against all five pillars for an Advanced award. The Advanced award option requires applicants to submit information for all five pillars. Once selected, the next step is to agree to our terms and conditions and proceed to the entry of relevant business information. Once business information has been entered and the relevant branding/logo is uploaded applicants should proceed to answer the application questions across all pillars. Once complete, the final step before submission is to upload evidence that demonstrates the activities described in the application. Please see the instructions on the final step below.

• THE FINAL STEP: EVIDENCE UPLOAD: The final step of the application at both levels is to upload evidence that reflects the information provided in the application (a minimum of two). Evidence can include case studies, reports, videos, policies, employee statements or anything else that verifies the key policies, information or activities present in the application.

• HELP AND RESOURCES: Each question in the application carries with it available help. This is access via the ‘I’ icon and includes help or examples of information that could be provided as part of this question. The information is provided by NTCA as a helpful guide but is not endorsed or recommended by us in any way.

FAQS Q

My business is registered at an address outside of the North of Tyne, can I still apply?

Employers with operations in the North of Tyne area can apply for the Good Work Pledge, even if they are registered to an address and have operations elsewhere. All we ask is that the application reflects the good work taking place in the North of Tyne geography.

My organisation doesn’t currently operate in the North of Tyne, but we intend to soon. Can we still sign up?

My organisation has a number of other accreditations such as the Better Health at Work award. Do these count as part of my application?

Yes. The Good Work Pledge recognises other awards and accreditations which evidence your commitment to good work. These other resources are also a useful tool through which organisations can continue to explore different pillars of good work and support ongoing development.

How will the Pledge be monitored?

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A Q Q Q

A A A

The Good Work Pledge is designed to recognise commitment and practice already taking place in the North of Tyne area. We expect employers to have been operating for a minimum of 6 months in the North of Tyne area before applying.

How long will my award remain valid? Does it need to be renewed?

The terms for accreditation are for an initial term of two years. Further information will be provided before your renewal date.

My organisation is now meeting more of the Good Work pillars than when I first applied. Can I resubmit an application?

A

Employers should continue to explore ways of improving. If you feel your organisation can demonstrate evidence to move from a Standard to an Advanced level, please get in touch with us at Goodwork@northoftyne-ca.gov.uk.

Does it cost to sign up to the Good Work Pledge?

No. The Pledge is a free resource for employers with operations in the North of Tyne. There are no-ongoing fees for subscriptions or renewal.

Q A Q Q

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When applications are assessed they are approved using a two-step process. Two NTCA Officers will assess and verify each application before approval is given to the applicant. It’s important to us that organisations using the Good Work Pledge award logo are upholding their commitment to the pledge. Should NTCA become aware of an organisation that may be in breach of their award they hold the right to remove said accreditation from the organisation and from our digital displays until the concern or discrepancy has been resolved. Other than the removal of the award, the North of Tyne Combined Authority (NTCA) will not take any enforcement action to ensure any minimum requirements are met. NTCA will not have any liability should there be any failure on the part of the employer to meet the requirements set out in the Good Work Pledge. NTCA reserve the rights to withdraw recognition of the Good Work Pledge from organisations at any point.

What are the revalidation requirements?

Awards of the Good Work Pledge are issued for an initial 2 year period. After this point accredited organisations will be asked to re-validate their award by completing an online process. This process aims to confirm that existing commitments and standards are upheld and that further good practice or progress is recorded and celebrated!

THE CRITERIA

VALUING AND REWARDING YOUR WORKFORCE

Employers pay their employees a fair and decent wage. This can include achievement of, or a commitment to pay, the Real Living Wage to all employees and to ensure that businesses in their supply chains do the same. Roles provide job security and job fulfillment. A clear commitment to workers’ rights and practices which prevent exploitation. Employers provide additional benefits to their employees including flexible working or appropriate discount schemes.

PROMOTING HEALTH AND WELLBEING

Employers value and ensure the health and wellbeing of their employees; promoting healthy lifestyles and supporting workers with health issues and disabilities to maintain and progress their employment. Employers provide a safe and healthy working environment, which includes health and safety training for all staff and health and safety representatives within the workforce.

EFFECTIVE COMMUNICATIONS AND REPRESENTATION

Employers ensure effective communications across the entire organisation including representation of employees at all levels. They demonstrate that they listen to and value the views of employees, providing autonomy and a voice in the running of the business. A culture exists that promotes fairness and trust including inclusive practice that allows better access to work and fairness in rights and conditions for employees.

DEVELOPING A BALANCED WORKFORCE

The organisation has a balanced workforce with clear vision, values and policies that promote equality and diversity. Employers invest in the training and development of their staff providing opportunities for personal development and progression through the organisation. Low skilled workers are encouraged to develop their skills and qualifications. The organisation invests time and resource into the future workforce by engaging with education providers, including schools and colleges, and providing early opportunities for work experience and quality apprenticeships.

A SOCIAL RESPONSIBILITY

Employers demonstrate their social responsibility in a range of ways including local access to procurement and contracting opportunities, buying locally, ensuring prompt payment to suppliers, connecting with local people, and giving something back to communities through engagement and action at various levels.

The organisation promotes personal social responsibility; supporting workers to undertake community projects and volunteering that enables them to contribute to society and the economy. There is a clear commitment to sustainability and the environment including a reduction in the carbon footprint that policies and practices which protect the environment.

CONTACT US

PROJECT LEAD: Caroline Preston Economy and Policy Advisor (Business Engagement) North of Tyne Combined Authority

Email: caroline.preston@northoftyne-ca.gov.uk

GENERAL ENQUIRIES: goodwork@northoftyne-ca.gov.uk

GOOD WORK PLEDGE ON THE WEB www.northoftyne-ca.gov.uk/projects/good-work-pledge/

www.northoftyne-ca.gov.uk

enquiries@northoftyne-ca.gov.uk

L @NorthTyneCA

I @NorthofTyneCombinedAuthority

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