Overview
A decent work agenda describes an agenda for the development of people who come together for a purpose and work towards achieving a common goal. For example, when people gather to “bake bread”, providing services in a studio or engaging an audience as a guest speaker. All these must be done with decency and decorum. People must be treated with integrity; and communication must be carried out respectfully.
Among all the varieties of resources available in organisations such as human resources (employees) materials (input), money (capital), machinery (equipment), methods (strategies) and time (minutes), the human element is the most critical. The importance of human resources demands that we ensure decency in the workplace, which leads to the question of what decent work means.
Decent work according to ILO definition is an employment that is productive, provides fair income, ensures workplace safety and offers social protection for families. It also encompasses opportunities for personal development and social inclusion. Beyond this, it emphasises the importance of allowing individuals the freedom to voice their concerns, organise and participate in decisions that affect their lives and well-being within an organisation. In essence, decent work consists of several key elements. One of the most important is fair income. What does this mean? It’s about earning a living wage, one that enables workers to support themselves and their families and allows them to afford a decent standard of living with security, where protection from any type of harm or risk is assured.
In a decent workplace, employees should be given the opportunity to express themselves and participate actively in decision-making processes and be given the opportunity to advance in their career. Additionally, work-life balance is essential, allowing time for rest, leisure, and personal activities.
Incorporating the principles of decent work and how it will impact employees’ morale and productivity
Integrating the principles of decent work can greatly enhance employee morale and productivity. Organisations do not exist solely to compensate or reward effort; they are focused on achieving results. To attain those results, the principles of decent work must be embraced. But what are those impacts, and how can they boost an individual’s morale to drive productivity?
First and foremost, a well-treated employee is a productive one. Several factors contribute to this positive impact. Ensuring job security and adhering to decent work principles, such as fair treatment and protection reduces anxiety, stress, and hopelessness among workers. Morale is also significantly boosted through fair compensation, such as paying a living wage and offering deserved benefits, which enhances employee satisfaction and motivation.
A safe work environment is another critical factor; for it to positively impact morale, safety must be guaranteed and maintained. Moreover, work-life balance is essential. Encouraging flexibility, providing reasonable workloads, and supporting personal and family needs help employees maintain balance, preventing burnout and further enhancing productivity. It boosts employee morale and engagement leading to increased productivity and efficiency. It also enhances job satisfaction and retention, strengthens the organisation’s reputation, and makes it easier to attract top talent. Additionally, it has a positive impact on society, employees, the organisation, and the environment. Employers must recognise that promoting decent work is a win-win for employees, employers, and society.
Some common challenges organisations face when implementing a decent work agenda
Implementation of a decent work agenda can present certain challenges which includes but not limited to the following:
- Limited Resources: Implementing a decent work agenda often requires significant investment in time, money and personnel. Small and medium-scale enterprises (SMEs) or organisations with limited budgets may struggle to allocate the necessary resources to ensure that workers are treated fairly and with dignity.
- Resistance to change: Altering existing policies, practices and workplace culture can be difficult, particularly if there is pushback from management, employees or both. It takes cooperation from all parties and resistance can pose a significant obstacle.
- Lack of data and metrics: This can be problematic, especially where organisations find it difficult to gather and track the necessary data to effectively measure progress in implementing a decent work agenda.
- Competing priorities: This may also be a challenge as organisations may face multiple demands, making it difficult to prioritise the implementation of a decent work agenda in the workplace.
- Awareness and understanding: Some organisations may not fully grasp a decent work agenda or its benefits, which can make implementation more difficult.
- Other challenges: These include – cultural and language barriers, regulatory frameworks and limited stakeholder engagement. All these also contribute to the challenges organisations may face in adopting and promoting decent work principles.
Conclusion:
Organisations should imbibe a decent work agenda as a policy and a lasting culture, and not just a temporary initiative. Leadership must set the tone by implementing strong policy statements to ensure the implementation of a decent work agenda in the workplace. While focusing on results, it is essential to treat employees with dignity. Key performance indicators (KPIs) should extend beyond tasks completion to focus on keeping people informed, involved, inspired and engaged. In fact, a well-treated employee is a productive one, which ultimately enhances the sustainability of the organisation. All these efforts contribute to building sustainable organisations where decent people work in decent environments, producing quality outcomes and results.
“This thought leadership piece is culled from the CIPM radio programme, ‘The Office.’ The opinions expressed in this article are solely those of the Guests and do not represent the views of CIPM.”
