FAIR WORK POLICY STATEMENT

Appropriate channels for effective voice, such as trade union recognition

GBPT does not currently recognise any trade union for negotiating purposes, but the Trust wants all staff to feel they have a stake in the organisation and in influencing their work within the team.  All staff are encouraged to contribute to the Trust’s strategic development and work planning.   GBPT actively and regularly engages with all staff through one-to-one meetings with the Chief Executive for all team members, and all-team meetings, both on a monthly basis.  All employed staff are invited to Trustees/Board meetings every quarter and encouraged to engage with board members to deliver the work of the trust collaboratively across the whole organisation.  GBPT will look to develop ways to ensure anonymous staff consultations are put in place, acknowledging the difficulty of doing so in a small team.  GBPT has an external HR provider on retainer to support the CEO and other staff with employment matter

Investment in workforce development

GBPT is committed to the training and development of all staff and volunteers.  Staff training and development needs are assessed annually through the Trust’s staff appraisal process, and progress is reviewed every 6 months.  Training course are offered via a number of memberships held by the Trust (e.g. Culture and Business Scotland, Glasgow Chamber of Commerce, Heritage Network), as well as via peer learning and internal coaching.  Further development is encouraged through site visits to conservation projects, meeting other heritage organisations with similar aims, attendance at Heritage Trust conferences and other sectoral and cross-sector gatherings.  Volunteers are engaged, supported and developed in accordance with our Volunteering Policy.

No inappropriate use of zero hours contracts

GBPT does not use zero hours contracts.

Action to tackle the gender pay gap and create a more diverse and inclusive workplace

GBPT aims to offer salaries in accordance with market rates for each job role employed, assessed following comparative review on appointment.  Salaries are reviewed annually by the board, supported by its Finance Committee, aiming to take account of inflation and the cost of living.  The Trust will allow for a more comprehensive regular review of staff salaries, with external support, to ensure that pay remains in accordance with fair rates for the work within each role.  GBPT aims to be a diverse and inclusive workplace, and will work with external partners, such as the Glasgow Disability Alliance and the West of Scotland Regional Equality Council, to encourage diversity amongst the staff and volunteer team.

Payment of the real Living Wage

GBPT is an accredited “Living Wage employer” and pays all staff at least the Scottish Living Wage.

Offer flexible and family friendly working practices for all workers from day one of employment

Organisational policies and practice are in place to support flexible and family-friendly working.  While working collaboratively in person is prized by team members, some home working is offered to all staff.  Flexibility is offered in terms of attendance at medical and other appointments and for managing the needs of children and other dependants. All applications for flexible working are reviewed favourably and sensitively, in accordance with employment law and good practice.

Oppose the use of fire and rehire practice

GBPT has never used (and will continue to oppose) fire and rehire practice.

This statement was formally adopted by the GBPT Board at it’s November 2025 meeting.