At Fife Housing Group, we are committed to advancing Fair Work First for all colleagues. We achieve this by continuously reviewing and improving the way we work and ensuring our policies reflect our commitment to the principles of Fair Work First.

 

Appropriate channels for effective voice, such as trade union recognition:

• We have an effective Colleague Consultation Group (CCG) where a range of topics are covered. The group provide effective communication channels between senior management and colleagues
• We undertake regular anonymous colleague surveys to ascertain colleague levels of engagement. Results are communicated to colleagues and the CCG group propose, design and develop action plans in response
• We encourage colleagues to engage and feedback thorough our internal communications platform

 

Investment in workforce development:

• We offer and fund a range of professional and vocational training programmes at all levels and colleagues are encouraged to access learning and development opportunities
• Training requirements for all colleagues are discussed at regular 1-2-1s with line managers and colleagues are encouraged to share their individual development aspirations
• We offer a programme of secondment positions, offering colleagues the opportunity to develop in other areas of the business
• We are committed to growing talent and are developing a Leadership Journey Programme for all colleagues
• We have a commitment to apprenticeship, graduates and career-ready initiatives
• We are keen to support colleagues to progress in their careers and have succession planning in place

 

No inappropriate use of zero-hours contracts

• We do not use zero-hours contracts inappropriately and do not have any colleagues employed on zero-hours contracts

 

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

• We have an Equality, Diversity and Inclusion Working Group which is made up of representatives from across the organisation
• We have carried out an Equality, Diversity and Inclusion Audit and have updated our policies to reflect the changes, demonstrating our commitment to our values of being accountable, firm but fair, open and honest and versatile
• We have developed processes for data collection and the use of equalities data across all protected characteristics which is designed to eliminate any potential discrimination in recruitment/promotions
• We carry out regular benchmarking exercises and conduct an annual gender pay gap analysis

 

Payment of the Real Living Wage

• We pay all colleagues above the Real Living Wage
• We offer flexible and family-friendly working practices, including job share, compressed hours, part-time hours and flexible (remote/hybrid) working for colleagues to promote wellbeing and work-life balance
• We have a Wellbeing Champions Working Group and have a gold ‘We Invest in Wellbeing’ accreditation. We also hold the platinum accreditation for Investors in People
• All colleagues have access to special leave, parental leave, shared parental leave and adoption leave

 

Oppose the use of fire and rehire practices

• We oppose the practice of fire and rehire practices