This week the spotlight has again been put on zero hours contracts following the publication of figures from the Office for National Statistics that suggested around 60,000 Scots workers were on such contracts for their main job.

That's 2.3% of people in employment, but the unions have suggested the real number could be even higher.

Scotland's economic recovery is now well established with GDP above pre-recession levels and a strong economic outlook now in place. The recovery has also been evident in the labour market with employment levels in Scotland at a record high.

But there is still much to do to repair the damage of the recession, not least tackling the very serious issue that real wages are still well below pre-recession levels, leaving many working Scots trapped in poverty.

We want to see economic growth that reduces inequalities and allows everyone to realise their potential. But our drive to tackle inequality in society is also linked to our support for business. We share the view of many economists across the world that equality fosters growth, as well as being good for individuals.

Let's be clear - there are some workers out there for whom zero hours contracts do work, for example some more casual university staff, appreciate the flexibility they provide . However, these contracts can also be exploitative and can leave employees with limited security and working options on scandalously low pay.

Of course we would have preferred to have Employment Law devolved to help us tackle such abuses, but while this remains reserved to the UK Government, the Scottish Government fully recognises the importance of making workplaces fairer.

We have announced our intention to set up a Fair Work Convention to encourage government, employers, trade unions and employees to work together to establish progressive workplace practices, boost innovation and productivity. We are also considering the implications of the new powers around tribunals that are being transferred as part of the Smith devolution process.

In addition to this we fully support the Living Wage campaign and encourage all employers across Scotland, regardless of sector, to pay the Living Wage - we recognise the real difference this can make to the people of Scotland.

The Living Wage (that's £7.85 per hour if you didn't know) is also part of this Government's drive for 'Fair Work'. The creation on my role around Fair Work is a clear signal that this Government is committed to developing a new relationship between people and work. Fair Work isn't just about wages, it implies a different kind of contract, and one where I struggle to see the inappropriate use of zero hours contracts fitting in.

Our workers must be treated with dignity and respect. There needs to be mutual engagement between employer and employee. Since plans to establish the Convention were announced, we have been talking to employers, employees and trade unions about the detail.

Unfair work practices like this are unacceptable and they undermine our ambitions to grow our economy and tackle inequalities in our society.

They can also be counter-productive. There is increasing evidence that firms that pay fair wages and engage and nurture their employees are more productive.

Our businesses can play a part in delivering a flourishing and fair society and we want companies to commit to good business and employment practices, which as well as fairness also includes gender equality and workforce engagement.

I am very pleased to say that the Scottish Government is leading from the front. Not only do we not employ people on zero hours contracts, we have been clear that we condemn their inappropriate use. Everyone working for the Scottish Government also receives the Living Wage.

New guidance has been published for public procurement processes that will ensure employment practices, including inappropriate use of zero hours, are considered as part of bidding for relevant public sector contracts. This will inform the development of statutory guidance which is currently subject to public consultation.

We must be an exemplar in this area and with the levers available to us we are doing everything at our disposal to address fairness at work.

Until Scotland gets all of the necessary powers here, such as those around tax, benefits, worker's rights, employment practices and equalities, our ability to enforce change is limited. So, I again call upon the UK government to do more to ensure workers are not trapped by such contracts. People must be treated as people, not cogs in a machine.