2024年英格兰北部优质工作指数

CIPD GoodWorkIndex 2024 North of England 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:North of England Contents 1Introduction22Key findings33Job satisfaction44Conflict65Work centrality and discretionary effort96Employee engagement117Meaningful work128Wellbeing149Work–life balance1510Autonomy1511Training and skills1612Conclusion16 Thank you to our CIPD colleagues for their support and feedback on this project. Young, J. (2024)CIPD Good Work Index 2024: North of England report. London:Chartered Institute of Personnel and Development. Introduction1 In 2024, the UK labour market continues to demonstrate resilience despitechallenges relating to increased living costs and ongoing geopolitical tensions.Levels of employment remain relatively high, as do unfilled vacancies.Nevertheless, concerns over productivity and the quality of jobs remain asacute as ever. Northern England continues to suffer from regional inequalities in health,wealth, power and opportunity, with clear disparities between the north ofEngland and London and the southeast when it comes to living standards andworking conditions. IPPR North’sState of the North 2024report outlines the impact of this, withfindings revealing that the gap in healthy life expectancy between the northand southeast England won’t close until 2080, unless action is taken toaddress regional inequalities. To help close regional gaps, this CIPD report calls for a renewed urgency inthe creation of good jobs – with fair and healthy working conditions – afterfindings reveal concerns over productivity and the quality of jobs in the northof England. While most people in the north of England benefit from satisfying, engagingwork, the research finds there are still large minorities who feel disillusionedwith the wider impact of their contribution to their organisations and regarda job as little more than a pay cheque. Add to this the significant numbersof employees experiencing the negative effects of interpersonal workplaceconflict, such as poorer wellbeing, more negative perceptions of managersand a lack of trust in senior leaders, and the responsibility for employers tosupport their people remains paramount. To help with this, the CIPD continues to support the region’s metro mayorsin Greater Manchester, Liverpool, North of Tyne and West Yorkshire with theirgood work charters. These aim to encourage and support more employersto improve workplace practices and help tackle low productivity and weakinvestment in skills. TheCIPD Good Work Indexprovides an annual snapshot of job quality in theUK, giving insight to drive improvement in working lives. Each year, we survey more than 5,000 workers across different sectorsand occupations about key aspects of their employment, covering sevendimensions of job quality: •pay and benefits•employment contracts•work–life balance•job design•relationships at work•employee voice•health and wellbeing. This short report highlights headline findings from theCIPD Good Work Index2024survey report, telling the story of working lives in the north of Englandwith reference to the seven dimensions of job quality outlined above. The northof England sample comprises 893 respondents of the total 5,496 respondentsacross the UK. The data is weighted to be representative of employees in the north ofEngland, with the exception of comparisons across regions and countries ofthe UK and across years, where the data is representative of employees in theUK as a whole. Key findings2 •Overall, job satisfaction in the north of England remains positive in 2024.More than two-thirds of employees are satisfied with their job.•Surprisingly, staff are more satisfied with their pay in 2024 than in previousyears, with over half of respondents feeling their pay reflects theirachievements and responsibilities.•Work centrality remains an issue this year, as the number of staff who viewwork as transactional edges closer to 50%. The number of employees willingto put in extra effort for their employer remains steady.•Conflict is a major area of focus this year, with 25% of employees in thenorth of England reporting experience of some form of conflict in the last 12months. This is comparable with the rest of the UK.•Women, under-35s, those in lower-skilled jobs and employees withdisabilities are most at risk of experiencing conflict at work.•Nearly half of respondents simply let incidents of conflict go, rather thanescalating them.•Employees remain engaged at