A guide to the CIPD Good Work Index

The CIPD Good Work Index is a yearly report on job quality in the UK. It offers practical and evidence-based guidance and recommendations for creating good work for all. It also provides a benchmark for measuring and comparing job quality across different sectors, jobs, regions, and groups of workers, and for tracking the progress of good work over time.The first CIPD Good Work Index survey was conducted in 2018. The survey was previously known as the UK Working Lives survey. Each year, over 5,000 workers across the UK are questioned. To ensure a representative sample of the UK workforce, relevant numbers of respondents are included based on characteristics such as gender, work status, employer size, sector, industry, and age. ONS figures are also taken into consideration. To build a picture of how the quality of work has developed over time, approximately 1,000 respondents are resurveyed each year.

What is good work?

The CIPD believes that good work should include the following:

• Fairly rewarded: It is well paid and provides workers with a means to securely make a living.
• Opportunities to develop: It offers opportunities to develop skills and a career that are satisfying.
• Supportive environment: It provides a supportive work environment and constructive relationships.
• Work-life balance: It promotes work-life balance and worker well-being.
• Employee voice: It ensures that people have a say in the shape of their working life.
• Accessible: It is accessible to everyone.
• Safeguards: There are a range of safeguards, including HR practices and the input of workers.

What are the seven dimensions of good work?

The CIPD Good Work Index uses seven dimensions to build a picture of employment and good work in the UK. The seven dimensions are:

  Pay and benefits

These are the financial rewards that employees receive for their work. This includes wages or salary and other benefits, such as pensions, holidays, sick pay, and bonuses. Pay and benefits are important for worker engagement, and living standards. They can also affect a worker’s health, wellbeing, and work-life balance.

  Contracts

Employment contracts are legal agreements between an employer and an employee, including the rights and obligations of both parties, and pay and benefits. Contracts can be written, verbal, or implied by conduct. Contracts are important for clarifying and formalising the employment relationship, and for ensuring that both parties understand and comply with their duties and expectations. Contracts can also provide security and stability for employees, as well as flexibility and autonomy for employers.

  Work-life balance

Work-life balance is the extent to which workers can balance their work and personal lives when faced with the demands and expectations of a job, the preferences and needs of the worker, and the availability and support of the employer. Work-life balance is important for worker health, wellbeing, and job satisfaction. It can also affect performance and productivity.

  Job design

This is the process of establishing an employee’s roles and responsibilities, and the characteristics and content of their work. It includes the variety, complexity, creativity, and meaningfulness of work, as well as opportunities for learning and development. Job design is important for creating engaging and fulfilling jobs that motivate and reward employees.

  Relationships at work

This measures the quality and quantity of social interactions and support at work, and levels of trust, respect, and cooperation. This could be between workers and managers, supervisors, senior management, team members, or other colleagues. Communication and constructive relationships at work are important for creating a positive and productive work environment, where employees feel connected and supported by others.

  Employee voice

Employee voice is the extent to which workers can influence and participate in decision-making at work. It includes the channels, mechanisms, and processes for communication, consultation, and representation, as well as the degree of involvement and empowerment. Employee voice is important for creating a democratic and inclusive work environment, where workers feel valued, respected, and influential.

  Health and wellbeing

Health and wellbeing explores how worker health, both physical and mental, is affected by their work. This includes exposure to hazards, risks, and injuries, the prevention and management of stress, and the promotion and support of wellbeing.

Wrapping it up

The CIPD Good Work Index is a yearly report on job quality in the UK, which offers practical and evidence-based guidance and recommendations for employers, policymakers, and workers. Beyond reporting on yearly figures, it also compares findings with past reports to build a bigger picture of trends in job quality.

If you want to know more about the latest CIPD Good Work Index report, stay tuned for the next blog post. The 2023 report covers the most relevant and timely topics for good work, such as the impact of the COVID-19 pandemic, the effects of flexible and remote working, the importance of skills, qualifications, and knowledge, and the role of leadership and management in creating good work.