Fair Work Employer

Partners in Advocacy upholds robust employment practices, underpinned by our policies and procedures.  We believe that these are essential for a healthy, productive, and inclusive workplace.

PiA is committed to advancing the Scottish Government’s Fair Work First policy. This policy, which balances the rights and responsibilities of employers and workers, provides an opportunity to generate benefits for employees, the charity and wider society. Particular emphasis is placed upon the five dimensions of Fair Work as set out by the Fair Work Convention and how these are applied by PiA.

To be confirmed

Security– Providing security of employment, work and income;

Respect– Respecting staff and recognising their standing and personal worth;

Effective Voice– Providing a safe environment where workers’ views are sought out, listened to and can make a difference;

Opportunity– Promoting access to work and opportunities for staff to progress within employment;

Fulfilment– Developing/maintaining a fulfilling work environment

Payment of the Real Living Wage

  • PiA is an accredited Real Living Wage employer, and we pay all colleagues rates higher than the current living wage. We ensure that all subcontractors and their employees are paid the real living wage as a minimum.

Provide appropriate channels for effective workers’ voice, such as trade union recognition

  • We support trade union recognition and commit to our staff and volunteers their right to trade union representation in all our policies and procedures, such as Capability, Disciplinary, Grievance, Redundancy, and Sickness Absence.
  • We believe in transparency and the power of effective workers’ voice and operate mechanisms to ensure that our staff are actively engaged in contributing to the development of the charity and their roles within it. This approach ensures that the voices and opinions of all our staff are central to our internal decision-making processes.
  • Communication methods include annual staff engagement surveys, wellbeing surveys, working groups (e.g. policy reviews, branding, recruitment), quarterly charity-wide open forums where anyone can raise issues and/or set the agenda, monthly team meetings, 1:1 support and supervision, open door to access the Chief Executive, inviting  colleagues to comment on various aspects of their work experience, including workload, line management, and hybrid working. We also facilitate reflective practice sessions to better refine our service delivery.

Investment in Workforce Development

  • PiA recognises the importance of investing in workforce development. In conjunction with our stance on channelling worker’s voice, we involve colleagues at all levels to help develop policies, procedures, and new ways of working. The charity values formative learning and continuing professional development for all colleagues.
  • All colleagues benefit from a bespoke professional development plan and a skill-based workforce development audit.
  • We are committed to providing our workforce with the necessary training to deliver independent advocacy. This includes an in-depth induction to the organisation, Child Protection training (NSPPC), Adult Support & Protection training, Trauma Skilled Practitioner training (TURAS NES), and workshops on relevant legislation.
  • In addition, we encourage colleagues to engage in external learning opportunities to help improve their skills and share good practice and new ideas with colleagues within the charity.

No inappropriate use of zero hours contracts

  • We oppose inappropriate use of zero hours contracts; all our part-time and full-time staff have permanent or fixed-term contracts with guaranteed hours. The few sessional staff, who work elsewhere but provide occasional hours on a mutually convenient basis, are treated with consideration.

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

  • We are committed to ensuring that all colleagues, irrespective of gender identity, are paid on an equal basis relevant to the role. We promote dignity and respect for everyone involved.
  • We observe the Equality Act 2010 to ensure our internal policies and procedures commit to a fair working environment and is free from unlawful direct or indirect discrimination, bullying, harassment and victimisation.
  • As a registered Disability Confident Employer (Committed) we have a recruitment process that is inclusive and accessible. We interview all applicants with a disability who successfully evidence the essential criteria on a person specification and consider them on their abilities. In advance of such, we consult on and make any required reasonable adjustments.
  • We strive to make reasonable adjustments for any colleague in our employment and have been successful in welcoming individuals to our workplace on this basis. Adjustments and the colleague’s needs are regularly reviewed/actioned to ensure they can continue in employment.
  • We promote disability awareness and other forms of awareness training (e.g., LGBTQ+) to all our staff to help ensure an appropriate understanding.

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

  • The charity offers an array of flexible working options and welcomes suggestions from colleagues in relation to their specific circumstances. Since the COVID-19 pandemic, the organisation has operated on a hybrid working basis.
  • Options include part-time working; term-time working; job-sharing; flexitime; compressed hours; annual hours; working remotely on a regular basis; hybrid working; career breaks.
  • In advance of the Flexible Working Bill coming into force in 2024, PiA welcomes requests for flexible working as an employment right from day one.

Oppose the use fire and rehire practice

  • The charity has never exercised, and never will exercise, an approach to organisational change that involves the firing and re-hiring of individuals.
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