2024年北爱尔兰优质工作指数

ReportJune 2024 CIPD GoodWorkIndex 2024 Northern Ireland The CIPD has been championing better work andworking lives for over 100 years. It helps organisationsthrive by focusing on their people, supporting oureconomies and societies. It’s the professional body forHR, L&D, OD and all people professionals – experts inpeople, work and change. With over 160,000 membersglobally – and a growing community using its research,insights and learning – it gives trusted advice and offersindependent thought leadership. It’s a leading voice inthe call for good work that creates value for everyone. Report CIPD Good Work Index 2024:Northern Ireland Contents 1Introduction22Key findings33Pay and benefits44Contracts75Work–life balance106Job design and nature of work127Relationships at work178Voice and representation209Health and wellbeing2310Conclusions and recommendations25 AcknowledgementsThis report was written by Marek Zemanik, Senior Public Policy Adviser (Scotlandand Northern Ireland) at the CIPD. Thank you to everyone who providedfeedback and supported its publication, in particular YouGov for running thesurvey and colleagues at the CIPD. Publication informationWhen citing this report, please use the following citation: Zemanik, M. (2024)CIPD Good Work Index 2024: Northern Ireland. London:Chartered Institute of Personnel and Development. Introduction1 The CIPD’s purpose is to champion better work and working lives, puttingjob quality at the heart of our aims. Our research seeks to influence policyand practice by highlighting the links between good work and individualwellbeing, organisational productivity and, in turn, the country’s economicgrowth. The succession of crises we’ve experienced over the last five years hasamplified the importance of job quality even more. From shifts to new waysof working in the pandemic, through skills and labour shortages, to financialwellbeing during the cost-of-living crisis – the world of work has had to adaptand must continue to do so. Our annualGood Work Indexreport provides insight to policy-makers,employers and people professionals. It shows the gaps and trade-offs arounddifferent aspects of job quality, with additional challenges for some groups ofemployees. Understanding these is the first step to making jobs better for all. This Northern Ireland report is based on an analysis of a boosted sample ofrespondents (499) in Northern Ireland, weighted to be representative of allworking adults in Northern Ireland. In the CIPD’s view, good work: •is fairly rewarded•gives people the means to make a living securely•gives opportunities to develop skills and a career and ideally gives a sense offulfilment•provides a supportive environment with constructive relationships•allows for work–life balance•is physically and mentally healthy for people•gives employees the voice and choice they need to shape their working lives•should be accessible to all. We were delighted that Northern Ireland’s new Economy Minister ConorMurphy put good work at the heart of his economic vision. This must beunderpinned by solid evidence. Northern Ireland already collects more dataon job quality than anywhere else in the UK. As we continue work on definingwhat good work is in Northern Ireland, our survey seeks to supplementevidence in areas where there are gaps in official statistics. Ultimately, any job quality framework seeks the same outcome – to makework fairer and better for all employees. Key findings2 This report highlights the inequalities and trade-offs in job quality, significantdifferences by gender, age or caring responsibilities, and some of the keyunderlying factors that impact employees’ experiences of ‘good work’. Framedaround the CIPD’s seven dimensions of good work, it provides additionalevidence to HR practitioners, employers and policy-makers striving to makework better for all. Pay and benefits•Seventy-two per cent of employees are satisfied with their job and 67% with their life.•Just half of respondents feel they are paid appropriately, rising to 62% forthose on the highest incomes.•Only 38% of all employees say they can keep up with all their bills andcommitments without any difficulty. Contracts•Most employees (84%) work at least the number of hours they would like to. However, over a quarter of those who work part-time or are self-employedsay they are underemployed.•Employees generally report good job security in Northern Ireland, but thosewith higher workloads or those who feel overqualified are much more likelyto quit.•The top three reasons for changing jobs are better pay/benefits, betterwork–life balance and unhappiness with senior management. Work–life balance•Twenty-nine per cent of all employees say they can’t work from home and another 16% don’t want to work from home at all.•Those with childcare responsibilities were much more likely to say theycan’t do their job properly due to their commitments outside of work.•While most employees report good informal flex