Policy statement and commitment
The following statement has been reviewed by VisitScotland’s Staff Consultation Group (as the organisation’s appropriate workplace representative group).
Human Resources practices and engagement
| Statement |
Commitment |
| Security |
We will pay a minimum of the real living wage to all its employees, whether full- or part-time, permanent, or temporary. We do not operate or offer zero-hour employment contracts. Our employees are contractually engaged on salaried employment contracts with agreed working days and hours. We do not operate a fire / rehire policy. We act in accordance with the criteria set out in the Fair Work model. |
| Opportunity |
In line with the public sector equality duties, we publish biennial equality mainstreaming reports that include information about equality targets and progress towards reducing the gender pay gap. We will maintain, and continue to develop, flexible and family friendly policies that support its workforce. We are an inclusive employer committed to ensuring VisitScotland is a workplace that embraces and celebrates equality and diversity. Read our equality strategy. |
| Employee voice |
We voluntarily recognise the PCS union and works in a constructive manner with the union on human resources matters, including the development of human resources policies and pay discussions aligned to the Scottish Government public sector pay policy. We engage with its wider workforce via a representative Staff Consultation Group on a range of themes and topics aligned to the Fair Work model. This group includes representation from all departments and office locations. The group includes union representation. |
| Fulfilment |
We are committed to the continuing professional development of its workforce. We provide a range of training and development opportunities to employees, thereby ensuring they have the skills and professional qualifications needed to deliver their job roles, and to develop them for a career in their chosen profession. |
Procurement practices and awarding of contracts
As a public body, we are expected to implement and promote Fair Work First in all relevant procurement processes. We expect suppliers delivering public contracts to adopt and to demonstrate appropriate fair work practices for all workers engaged in delivering the public contract.
Before undertaking a procurement exercise, we consider whether it is relevant and proportionate to include questions on Fair Work First, including the real living wage.
Where they are included, the Fair Work First questions are evaluated along with other relevant criteria to ensure there is an appropriate balance between quality and cost of the contract.
A statement of our general policy on the payment of a living wage to persons involved in delivering the subject matter of its regulated procurements is contained within our Procurement Strategy and Policy Framework, together with a statement outlining our commitment to implementing Fair Work First.
Read our procurement policy.
Grant awards and funding activities
Since 1 July 2023, we have required applicants applying for a grant award to demonstrate that they meet two mandatory Fair Work First conditions. The two mandatory criteria are:
- payment of at least the real Living Wage
- appropriate channels for effective workers’ voice
Applicants must also ensure that they have a short statement on their website highlighting their commitment to advancing the Fair Work First criteria, including the real living wage and effective voice conditions.
This statement must be agreed jointly by the applicant as the employer and an appropriate workplace representative within that organisation.
The representative should be from the relevant trade union(s) where one or more is recognised, or where there is no union recognition, it should be another appropriate workers’ representative.
When applying for a grant from VisitScotland, applicants must provide:
- evidence that they are meeting the real living wage and effective voice conditions
- a joint statement highlighting their commitment to advancing the Fair Work First criteria and confirmation that this has been agreed by their trade union(s) or other workers’ representative
- a link to their website where the joint statement is displayed
- a note of the actions they are taking to meet the other Fair Work First criteria (non-mandatory elements).
All VisitScotland grant funding application forms include a mandatory and non-mandatory section in relation to the Fair Work First criteria.
Applicants must complete these sections to outline their commitment to Fair Work First and provide evidence of such commitment, including providing assurance that the mandatory criteria are met.
All submitted funding applications and associated evidence are assessed against the Fair Work First criteria to verify an applicant’s commitment and ensure the mandatory conditions are met.
Under the Fair Work First Guidance, it is possible for VisitScotland to apply limited exceptions at its discretion. Any exception requests that VisitScotland receives are passed to VisitScotland’s Accountable Officer for consideration and approval.
Where an exception is approved, the Fair Work First Criteria is still encouraged, and updates are requested from successful applicants as part of the reporting process outlined in the grant agreement.