Published on 7th October 2024
On October 7, 2024, we celebrate World Day for Decent Work, a day dedicated to acknowledging the aspirations of people for their working lives and advocating for their progress.
As defined by the International Labour Organisation (ILO), Decent Work means work that is not only a means of earning a fair living but also a source of personal and social development. It is also work that leaves the freedom to people to express their concerns, organize and participate in the decisions that affect their lives.
These four pillars of the Decent Work Agenda – employment creation, social protection, rights at work, and social dialogue – align with the UN Sustainable Development Goals, in particular Goal 8 on the promotion of sustained, inclusive and sustainable economic growth, full and productive employment and decent work.
Within the HR services industry, we strive to offer better labour market outcomes for all. Let’s explore how we do so across the four dimensions of the Decent Work Agenda.
Employment Creation: Quality Over Quantity
The first pillar emphasizes the creation of jobs that are not only numerous but also meaningful and productive. Despite many job vacancies, employers face persistent talent shortages due to skill mismatches and overlooked talent pools.
According to our research, “The Work We Want”, 52% of organizations plan to source talent from under-employed sectors and provide the necessary support to ensure their success. HR services agencies play a crucial role in identifying and integrating these talents into the labour market.
Whether it is women, young people, senior workers, people with disabilities or people with a judicial background, HR services companies have created several dedicated programmes to help them find meaningful work. House of HR, for instance, is part of JobRoad, a network organisation for people who are at a significant distance from the labour market. Its twin goals are to combat the acute shortage of workers and promote the integration of vulnerable people by work.
Offering more flexible working arrangements and varied opportunities is a way for employers to attract and retain under-employed worker groups. But beyond increasing the availability of those arrangements, businesses also need to build more inclusive cultures that allow everyone to feel comfortable and thrive as a result.
Rights at Work: No Compromise
The second dimension is about ensuring fundamental rights at work. This includes adherence to international labour standards and the protection of workers’ rights. The HR services sector is well-regulated, complying with frameworks like the ILO’s Convention 181 and the European Directive on Agency Work. Contrary to the misconception that only permanent, full-time jobs offer security, our data shows that 85% of jurisdictions where agency work contracts are offered have regulations ensuring equal pay and treatment.
In addition to international and national regulatory frameworks, the industry is promoting voluntary initiatives to uphold quality standards. The Code of Conduct of the World Employment Confederation, which all members must abide by, also enshrines principles of health and safety, non-discrimination, freedom of association, and access to remedy.
Social Protection: No Flexibility without Security
Social protection is the third dimension of the Decent Work Agenda and it involves providing security in the workplace through measures like health insurance, unemployment benefits, and pension schemes. As flexibility is becoming a non-negotiable in the world of work, the challenge is to embed it in a sustainable way.
This requires appropriate and balanced legal frameworks. The HR services industry is pioneering in promoting such new legal models. One example is the “CDI intérimaire” (the “open-ended agency work contract”) in France. This contract combines the advantages of a permanent contract with those of temporary work. Between roles, the temporary workers’ salaries are paid by the agency, which stops them from flipping between employment and unemployment. It encourages work agencies to provide personalised follow-up of workers and training to ensure their employability.
Social Dialogue: Stronger Together
The fourth pillar, social dialogue, involves collective bargaining, consultations, and negotiations between employers, workers, and their representatives. The HR services industry has a strong tradition of structured social dialogue at various levels. This dialogue has led to innovative initiatives, such as training funds financed by HR services agencies and trade unions. Thanks to those bipartite funds, more than 1 million agency workers benefitted from training in Italy, Switzerland, France, and the Netherlands alone, in 2022.
World Day for Decent Work reminds us of the concerted effort required to create a fair and equitable work environment. Let’s take this day to reflect on the progress made and the challenges that remain and renew our commitment to delivering better labour market outcomes for all!
