 Hi, my name is Chylyon Macerdy, I'm an economist at Resolution Foundation. Hi, I'm Connor Slaughter, I'm a Senior Economist at Resolution Foundation. Today we're going to be talking about good jobs and how it fits into our economy 2030 in Maori. For most people, the economy is basically the labour market, it's how they interact with workers, it's how they interact with their boss, which basically means having a good job and having a good quality work is really, really important. That can mean lots of different things. It can mean how flexible ship patterns you are, how you feel about work, how it makes you feel when you go home. I guess that's why it sets out a strategy for good work so that we can make sure that good work is even distributed across the labour market and across different parts of the country. What we've really shown is that this matters most for those at the bottom end of the pay distribution. Yeah, and not only is the world of work so important for people's lived experience of the economy, it's also something that needs to be a fundamental part of our economic strategy, so it's all very well having the economy grow, raising productivity. That's also a really important part of our labour market strategy and our wider economic strategy. But without improving the quality of work and the pay for the lowest earners, we're not going to have shared growth. So an economic strategy for the decade ahead needs to have good jobs at its core. So when we think about good jobs, there are lots of different things we can think about, but perhaps we can start with one of the policies that's perhaps most well-known to people, the minimum wage. Yes, I guess the first thing I'm going to say on the minimum wage has been a monumental success story. I guess it's easy to forget. At the time of the introduction of the minimum wage, lots of people were very anti-minim wage and thought it would lead to big employment effects. But basically we haven't seen that and we've seen a massive change of fortune for low earners, complete reversal of what was happening in a pretty minimum wage. So really big increases in hourly wages for low earners. So I guess basically we're saying that the continuation of that basically means that the hourly pay in the UK would be amongst the highest amongst advanced countries. So really, really big success story. Yeah, absolutely. But it's not just the minimum wage that's important for people's life at work. We've done research showing that lots of people actually value non-wage aspects of work above and beyond for the pay increases. So things like security, autonomy and basic dignity and respect in the workplace. And some of those can be dealt with through policies and some of those can be dealt with through higher minimum standards. And our priorities for those are security around the hours that people are working. So giving them notice of when their shifts are going to be compensation when shifts are cancelled at last minute and the right to a fixed hours contract if they want it. And also the other thing is increasing levels of statutory sick pay so when people are unwell. If you look at statutory sick pay compared to other advanced countries, the amount that we offer is just really, really low. So we offer a base rate whereas other countries tend to offer statutory sick pay as a share of average earnings. And we also only offer sick pay after your third day being sick. So there's sort of three waiting days. So why is statutory sick pay such a big deal for low earners when we ask workers what would happen if they take some time off sick? You basically see there's some really big inequalities. Higher earners basically get their non-pay if they took a week or two of work. Whereas lower earners would get what we know is really, really low level of statutory sick pay. So statutory sick pay reforms really matter for low earners. So improving the basic level of lots of these rights would have big impacts for the world of work. But there are also other things that we need to do to make work better for people. So one of those things is making sure that we're effectively enforcing the rights that people are owed, making sure that businesses can't get away with underpaying people the minimum wage, not giving them holiday pay, not giving them a paycheck to be able to check their rights. That's one really important thing that could make a big difference particularly for the lowest earners. But the other thing is around improving our wider institutions in the labour market. So lots of people when you think of institutions you might think of trade unions and that's really important. We've made recommendations for levelling the playing field between trade unions and employers. But there are also sector specific problems that won't be solved through either employment regulation or trade unions. And so we've recommended something that we're calling good work agreements to improve paying conditions in certain sectors. So good work agreements are essentially a forum for employers and workers to discuss really sort of knotty issues in those specific bits of the labour market. And I guess this should be alongside the national regulation that we've set out in terms of more improvement on the minimum wage, statutory sick pay, there should be very much alongside all of that. And the reason behind that are there are these issues in certain sectors that basically don't think can be fully addressed by national regulation. Some sort of key examples in cleaning, there's lots of reports of harassment or in warehousing where there's big problems with insecure work and things like that. And we're basically calling for good work agreements to be set up firstly in the social care sector where there are problems of underpayment and then that should be followed by the warehousing and cleaning sectors. Yeah, and in terms of what these good work agreements could cover, we've broadly think of that falling in four main buckets. So first of all training and progression, second health and safety where that's sector specific so that would again operate alongside national health and safety law. Third is pay where there's a clear need for a higher pay rate beyond the minimum wage. One example would be social care where there are problems with recruitment and retention. And then finally wider terms and conditions to be that, the things that are set out in workers contracts and the rights that they get beyond the statutory minimum or it could be things like basic infrastructure being provided to people when they're at work. Yeah, and I should say that these are very much, we want them to stand and test the time so we should build on what's happened in the UK. There are other examples that are very, very live. There's also something similar that's already set up for the security industry and there are other examples of institutional innovation in the labour market that we can learn from abroad. This is happening in Canada, there are similar experiments going on in New Zealand and also in the US and they seem to be centred around the same kinds of problem sectors and issues that we're focusing on here. Yeah, this would be a new thing in the UK in its recent past but as Charlie said there are lots of very similar examples to draw on both here and elsewhere and by starting in social care and then learning from that and building on that going forward we would be able to solve some of our really acute problems in the labour market in a way that's kind of led by the sector and sits alongside the UK's flexible labour market and the benefits that that does deliver. I think that's all from us. We've talked a lot about the recommendations that we have today for improving the quality of jobs and the world of work but there's lots more in our final report of the economy 2013 inquiry and everyone should give it a read.