Our Fair Work and pay commitment
Understanding the importance of Fair Work and pay
The Scottish Government uses the Fair Work Convention's framework to define Fair Work as that which offers effective voice, fulfilment, opportunity, respect, and security. EAUC shares and support this definition.
Strategic context
EAUC is delivering sustainable and inclusive growth for its UK and Scotland teams, which means creating a more resilient economy wherein the organisation can thrive, innovate and create good quality services that enhance the staff experience and our external relations. This also means to improving quality of life, reducing inequalities and being compatible with a net zero, sustainable economy.
The strategic ambitions for Fair Work and Pay are part of our wider committments to equity, diversity and inclusion.
The Scottish Government sets out its own actions to achieve a Fair Work agenda, in its Fair Work Action Plan (2019). We agree that Fair Work is central to achieving sustainable and inclusive growth, producing an environment in which all people can contribute and benefit equitably.
Statement and intentions
EAUC is enabling a more inclusive and people-centred workplace culture through a review of the equity, diversity and inclusion commitments and policies, which includes forming a Fair Work and Pay Commitment. We, therefore, actively take a whole-organisation approach to the shaping of our future outcomes whilst furthering the skills of all team members. Creating these very conditions also means that all staff can play a full and active role that underpins the Internal Ambition Statement.
Recognising and practicing Fair Work and Pay at EAUC is a means to balance the rights and responsibilities of all employees, and this should be a visible component throughout the organisation’s Equality, Diversity and Inclusion policies; moreover, this should extend into workplace culture, attitudes, behaviour and operations. We aim to demonstrate best practice to promote and deliver valuable, equal opportunity in work.
We are taking a journey of continuous improvement in Fair Work and Pay, viewing this as an agenda for all.
Listed below are the steps we seek to take, as part of the journey. We also list the practices, behaviours, attitudes and outcomes that positively reinforce one another.
Steps
Evidence:
Ensuring a clear staff development and training budget line is maintained for all staff to access
Annual staff reflection reports
Guaranteeing that there are no exploitative zero-hours contracts (for example, those which use zero-hours contracts for people who are working regular hours or exclusive contracts that stop flexible workers working for other people)
Evidence:
We do not have any zero-hours contracts for staff
Evidence:
All staff roles are aligned to a salary grading scheme to ensure fair pay and consistent approach to staff roles
Having genuine workforce engagement, including an annual anonymised staff survey which is delivered by the People and Performance Sub-Committee which is then reported to the Board of Trustees and Directors.
Evidence: Annual annoymised staff survey
Evidence:
All staff roles are graded above UK Living Wage levels
Evidence:
Flexible working policy
All staff have access to health and wellbeing services through our insurance providers
Evidence:
Recruitment policies
Practices, behaviours, attitudes and outcomes
Evidence:
The minimum grade of roles is at Grade 5 and is above the average for the charity sector and will be cross referenced annually
Providing all staff the maximum working from home allowance as set by HMRC (pro rata)
All staff receive a 12.5% employer pension contribution if they join the pension scheme
Evidence:
Staff contract terms of conditions include entitlements to sick pay and pension
Health questionnaires for all new starters to ensure any adjustments required are put into place
Working from home accessibility questionnaires are completed by all new staff members and are reviewed as and when any circumstances change
Evidence:
Monthly all staff team meetings for input and feedback of the strategic action plan
Feedback to all staff post-Board meetings
Evidence:
Access to IT training for all staff through University of Gloucestershire
All staff Carbon Literacy trained
Training requirements annually reviewed as part of the Staff Annual Inspiration and Review process
All staff have access to partake in our training webinars and events
Evidence: Working from Home Policy; Flexible Working Policy
Evidence:
Flexible Working Policy
Evidence: Staff Annual Inspiration and Review process
Evidence:
Monthly staff meetings
Staff Annual Inspiration and Review process
Review process
This policy and the evidence will be reviewed annually by the Board. Approved by the Board on 29/11/22.
