CIPD welcomes Queenís Speech as a ìprogramme for better workî

The Chartered Institute of Personnel and Development (CIPD) welcomes elements of todayís Queenís Speech and fresh proposals on flexible working as a ìlegislative programme for better workî. The Institute particularly welcomes the governmentís decision to stick with plans to extend the right to request flexible working to the parents of older children, after earlier reports had suggested this measure was to be delayed due to the current economic environment.

The CIPD today also responds to plans to introduce:

Measures to require the unemployed to improve their skills and prepare for work
A new Equality Bill
A right to time off for training
A statutory right to an apprenticeship

Flexible working

Jackie Orme, CIPD Chief Executive, says:

ìWe are delighted that CIPD calls for the Government to hold its nerve and proceed with the extension of the right to request flexible working have been heeded. This legislation is where the politiciansí favourites of hard working families and hard pressed small businesses come together. Too many commentators and business bodies represent this as a clash. But all our evidence shows that flexible working is good for employers and employees alike. Part-time and flexible workers are happier, more engaged with their work, and therefore more likely to perform better and be more productive which just as important in a downturn as in the good times – if not more so. Offering flexible working is one way of making sure you maintain that all important engagement. A delay to ëreduce burdensí on business would have sent out the completely the wrong message, and would have damaged efforts to make the substantial business case for flexible working.î

Welfare Reform Bill

John Philpott, CIPD Director of Public Policy and Chief Economist says:

ìAny introduction of sanctions has to be accompanied by a programme of support that encourages those out of work to develop their employability skills and qualifications while looking for work. We recognise fully the loss in status and self-esteem for many workers. However, we have to learn the lesson of previous recessions where no help or incentives were given to workers who were laid off who then became long-term unemployed. This programme will help people be more job-ready and more likely to be in work when the economy picks up. Against the backdrop of rapidly rising unemployment, now is the time to invest in a programme that helps fill the half a million vacancies that still exist in the UK economy.î

Equality Bill

Jackie Orme, CIPD Chief Executive, says:

ìWhile we welcome the simplification and clarification of existing discrimination legislation the government must be under no illusions that this will solve the problem on its own. 38 years after the Equal Pay Act the gender pay gap still stands at 17.1%. Government should ensure new regulations are supported by clear, practical and user-friendly guidance for employers which promotes the business case for diversity.

ìThe business case for diversity will only be strengthened when organisations shift their focus away from purely being legally compliant to recognising that building a diverse workforce has a huge impact on their understanding of the market they operate in and subsequently their bottom line. Our research shows that the vast majority of employers (71%) do not build diversity objectives into business planning even though organisations which build a workforce reflecting society are better placed to deliver products and services. This current lack of ëjoined upí thinking is letting business performance down.î

On proposals to tackle the gender pay gap:

ìThe government should promote the business benefits of voluntary pay audits rather than implementing mandatory equal pay reviews. Communicating how pay is awarded is important but implementing mandatory reviews risks creating tick-box exercises that do little to bring about real, lasting, cultural change.î

Children, Skills and Learning Bill

On the proposal to introduce a right to time off for training, Jackie Orme, CIPD Chief Executive, says:

ìWe welcome the proposal to introduce a ëright to requestí time off for training. The ëlight touchí right to request approach has worked well with flexible working for both employers and employees. However it is important that we do not lose sight of the fact that training is a two-way street. It is of benefit to the learner, but must also contribute to meeting the business needs of the employer. It this test is not met, the employer must be able to decline requests for training.

ìIt is crucial in this economic downturn that organisations invest in training. Those that upskill their workforce during the tough times will come out stronger and more competitive when the economy picks up.î

On the proposal to introduce a statutory right to an apprenticeship:

ìWe are concerned that the proposed statutory entitlement to an apprenticeship could undermine employer support. Apprenticeships are valuable if they are designed to meet business needs. Employers are ready to offer apprenticeships if they meet these business needs and are being taken up by young people keen to improve themselves. But they should not be approached by apprentices as an ëentitlementí. Youth unemployment will not be solved by a ërightí to an apprenticeship.î