Fair Work First statement
Community Woodland Association is committed to advancing the Fair Work First criteria as set out within the Scottish Government guidance document. Specifically:
We have appropriate channels for effective voice from the workforce
CWA has a very small team of four part-time employees. In order to ensure that their voices are heard and valued, they each have regular 1-2-1 meeting with their line manager, not only in capacity of meeting the role requirements but also as opportunities for pastoral care and support. Additionally, each team member has a designated director from the Board who is appointed to provide additional, less formal support (at least once every six weeks). This staff – Board member mentoring has a key role in ensuring the employee is happy at work and is receiving all the necessary supports to enable the completion of tasks, including additional pastoral care requirements. Board mentors also support the member of staff through any appraisals/ disciplinary procedures etc, if required.
We actively invest in workforce development
Regular appraisals provide an opportunity for CWA staff members and line managers to discuss training needs. Staff are encouraged to identify training needs and opportunities for continuing professional development (CPD) and discuss these with their line manager at any time.
CWA has a small annual staff training budget to cover course fees.
Travel and sustenance costs associated with attending training courses are met from staff Travel and sustenance budgets.
Each staff member has a general allowance of 5 days training per year for self-identified training courses and workshops – these are to be agreed with the Line Manager.
CWA recognises a variety of routes of which the following are examples:
a) Formal education and training programmes – including professional and vocational training benefiting the individual and CWA, some leading to formal qualifications and/or certificates
b) Continuing learning events – conferences, seminars and workshops on a variety of topics of professional and vocational interest
c) Monthly team meetings and other exchanges of experience, mentoring and job-shadowing
d) Use of training materials such as books, tapes, videos and software
e) Ongoing internal and external support for staff involved in professional activities
We are committed to no inappropriate use of zero hours contracts
CWA opposes the use of fire and rehire practices.
We take action to tackle the gender pay gap and create a more diverse and inclusive workplace
The Community Woodlands Association is committed to equal opportunities. The organisation is committed to creating a working environment free from unlawful discrimination on grounds of colour, race, religion, political beliefs, nationality, ethnic origin, disability, sex, sexual orientation, age, marital status or unrelated criminal background. We believe that it is in the best interests of all who are employed by or associated with the organisation to ensure that all human resources, talents and skills available are fully utilised.
CWA will use the existing and future legislation, including (but not exclusively) The Equality Act 2010, as a framework on which to develop and promote good practice.
All employees, and those associated with CWA, have a responsibility to observe this policy and to ensure that equality of opportunity is continuously provided for in the organisation's activities.
We are fully committed to paying the real Living Wage to both our employees and ensuring our contractors also do the same.
CWA is fully committed to paying its employees above the Real Living Wage.
Due to all employees working from home, and the nature of our association, we use very few contractors for the work we do. When we engage with external providers, ensure the same principle applies.
