Skip to content

Fair Work Resources for Employers

Fair Work Statement

Museums Galleries Scotland (MGS) is committed to supporting museums and galleries in Scotland to deliver better recruitment and employment practice through resources, training, advice, and the Scottish Government guidance on Fair Work First.

MGS will encourage and support the sector to:

  • Invest in workforce development through programming, vocational learning, and professional development
  • Not use inappropriate zero-hours contracts
  • Create a more diverse and inclusive workplace through employability programming, work with school’s through Developing the Young Workforce, create opportunity for apprenticeships and vocational qualifications, and engage with a wide range of partners
  • Support payment of the Real Living Wage as minimum

Grants:

We are currently reviewing out grant conditions in order to support museums and galleries to implement Fair Work First. We will continue to speak to the sector about the barriers they are facing with recruitment and employment.

For our 2022 Grants Programme we require that the following guidelines are followed when applying for funding towards a role:

  • Have a salary of at least Real Living Wage but also appropriate to the position - in line with Museums Association Salary Guidelines where relevant (We would expect this to include an increase accounting for inflation since 2017).
  • The recruitment materials clearly state salary, contract type and length
  • Qualifications must be listed as desirable criteria unless the role cannot be undertaken without the stated qualification. Instead state the experience needed for a role.
  • Organisations must offer candidates recruitment materials in other (suitable) formats and offer reasonable adjustments for interviews.

 Support:

We create and signpost to recruitment and employment resources to promote best practice and we welcome museums and galleries to talk to us about their fair work practices. Contact Markus Offer, MGS Skills Development Manager MarkusO@museumsgalleriesscotland.org.uk

MGS strives to increase the skills of the sector’s workforce and to address barriers to accessible training through a programme of inclusive, tailored and accredited activities. The Workforce Development Programme provides a range of skills development opportunities for staff and volunteers within the sector.

Introduction to Fair Work

When we talk about Fair Work, we are referring to all aspects of working for your organisation, from creating a job spec, to the day-to-day experience of working and progressing in your organisation, to  developing a positive organisational culture. On this page, we have pulled together some useful resources that will help you better understand what Fair Work is and how to implement it into your organisation.

Scottish Government's Fair Work Framework

Fair Work is central to achieving the Scottish Government’s priority for sustainable and inclusive growth, and as we transition out of the COVID-19 pandemic and into a period of economic recovery and renewal, Fair Work is more important than ever and must be at the heart of employment practices, funding, and procurement. To help employers achieve this, they have created a useful framework, focusing on the 5 dimensions of Fair Work: Effective voice, Security, Opportunity, Fulfilment; and Respect. We have provided more information on each dimension below.  

Effective voice  

Having the opportunity to contribute your ideas, be listened to and be able to make a difference. 

You might want to think about: 

  • Open communication and feedback channels
  • Staff surveys 
  • Feeling listened to  
  • Psychological safety 

CIPD - The future of employee voice

Engage For Success - The employee voice

 

Security  

Job security, fair contracts, stable and predictable wages, predictability of working hours, paying at least the Real Living Wage.

You might want to think about: 

 

Opportunity  

Access to fair work, training and progression for all. 

You might want to think about:

  • The Equality Act as a minimum baseline
  • What’s your approach to L&D – formal and informal  
  • Accessibility – physical access applying for jobs, Diversity / Diversifying the workforce.   
  • If you are considering a hybrid working approach for some or all staff, are you considering impacts on and opportunities to improve inclusion? See links below. 

APT - provides advice, support and training to businesses who require support on the hiring, retention, and support of disabled people.

CIPD - Guidance on inclusion in the workplace

 CC Skills - Best Practice Guide to Apprenticeships, Internships and Volunteering

 

Fulfilment 

Opportunity to use your skills and take responsibility.  

You might want to think about:

  • Roles with clear responsibilities/objectives  
  • Development plans, opportunities to stretch 
  • How do you reward and recognise good work 
  • Understanding what motivates people 

CIPD - How to design an effective job 

 

Respect  

Respectful relationships at all levels (health, dignity and wellbeing, your efforts, contribution and work life balance). 

  • Wellbeing
  • Flexible Working  

Robertson Cooper - Good day at work conversation 

Flexibility Works 

 

Further Resources

Scottish Enterprises - Fair Work Employer support Tool   Helps employers understand and fully embed the dimensions of Fair Work. It will support your organisation to take the next step on your Fair Work journey.

CAS (the Advisory, Conciliation and Arbitration Service)   Offers free, impartial advice on workplace rights, rules and best practice. 

CIPD - Knowledge Hub and  CIPD - Good Work Index  Lots of resources including factsheets, guidance, and podcasts as well as more in-depth research and reports. 

Engage for Success  promotes employee engagement as a better way to work that benefits individual employees, teams, and whole organisations 

Propel HUB is a partnership resource providing practical resources to support the growth of better workplaces.

Diversifying The Workforce contains resources that look at anti-racist recruitment, training, and programmes for diversifying the museum and gallery workforce.