As an academic researching employee voice for over two decades, I am fortunate to be leading a 3 year project at Strathclyde Business School funded as part of the ESRC Transforming Working Lives programme (2022-2025). The project brings together a diverse team of Strathclyde researchers from industrial relations, sociology, psychology and economics, as well as partners including the IPA, CIPD, and representatives of unions, government, employers and civil society organisations.
Our central premise is that access to good work can reduce inequality and poverty, and improve working lives. After years of austerity, poverty is prevalent and having a job is no longer a guarantee of financial security for many households. Good work is therefore an important policy goal and effective employee voice is central to most definitions of good work. But what can be done by employers, governments, unions and policy makers to amplify employee voice for the benefit of workers, organisations and society?
Our project focuses upon understanding experiences of work in the west of Scotland. However, our focus is not upon the city of Glasgow, but rather the urban periphery; an area with a strong industrial heritage but which has in recent decades experienced deindustrialisation and associated social and economic disadvantage. Yet despite this specific geographical focus, we believe that while similar areas exist across the UK they tend to attract less research attention.
Recognising that experiences of work vary considerably, the study examines experiences of work in a range of sectors including retail, social care, hospitality, local government, contact centres and hospitality. This allows insights into a variety of settings (e.g. union/nonunion; public/private/not for profit; large/small) and type of worker (e.g. gender, age, experience, seniority). A particular aim is to access harder to reach individuals who cannot be easily accessed by conventional routes such as introductions from employers or trade unions. Attention is also paid to gaining insight into lives outside the workplace including the role community and nature of the local labour market.
The study utilises a range of research methods including analysis of existing labour market data, employer case studies and worker surveys, to answer several pertinent questions. Do contemporary workers feel they are kept informed about what is going on at work? Do they feel they have the means to express themselves or influence decision making? Have new opportunities for voice emerged? Do workers value voice opportunities? What factors influence whether speak up about issues?
Our initial findings, drawing mainly upon interviews with managers, workers and their representatives, have considered the channels available to diverse workers, as well as whether they feel they have an opportunity to speak up about the issues which matter most to them.
In our retail cases, both of which are unionised, there are a range of formal mechanism for collective and individual voice, including staff forums, union infrastructure, and employee networks. Employee surveys and the increasing use of online channels/apps was also prominent. However, more informal channels were also valued, including day to day to interactions with managers, colleagues and workplace representatives.
In contrast, in our social care cases, the most commonly reported voice mechanism was an open door policy, as well as the opportunity to speak up at formal performance reviews. Formal channels such as trade unions, staff forums, or structured team meetings were less common. Again, increasing use of digital communication was reported, and while useful it was perceived to blunt compared to more personal interaction with managers.
In both sectors, the issues raised were broad ranging from pay and working conditions to suggestions for organisational improvement. While workers were generally positive about their employers and local managers, as well as their opportunity to influence local changes, they were less convinced of their potential to effect high level changes. Equally some reported not speaking up because they did not want to cause trouble for others, did not want to be viewed as a complainer, did not believe it would change things, or simply did not feel motivated to do so. Our data collection and analysis is ongoing, and further findings of the study will be disseminated at various events in 2025. To be added to the mailing list or for further information about the project contact [email protected].
Stewart Johnstone is Professor of Human Resource Management and Employment Relations at the University of Strathclyde, Glasgow. His research expertise includes employee voice and employment restructuring.