Project Ability 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, Project Ability and wider society. Emphasis is placed upon the dimensions of fair working practices that the government is asking employers to adopt.
These are:
- appropriate channels for effective voice, such as trade union recognition
- investment in workforce development
- no inappropriate use of zero hours contracts
- action to tackle the gender pay gap and create a more diverse and inclusive workplace
- payment of the Real Living Wage
- offering flexible and family friendly working practices for all workers from day one of employment
- opposing the use of fire and rehire practices.
Effective Voice
Project Ability utilises effective voice channels to improve information sharing and problem solving, encourage innovation, support cross-learning and resolve conflict. Individual voice channels contribute to building a positive workplace culture, connecting people to the organisation, and generating powerful insight to improve performance
Collective
- Clause 7 of Project Ability’s standard contract of employment issued to all staff at start of their employment states “You shall be entitled to belong or not to belong to a registered Trade Union of your choice and to take part in its activities and seek to hold office in it”
- Minuted staff meetings are held bi-weekly which consist of an open forum with each post-holder given the floor in turn to report on their activity and raise issues. Action points are noted and reviewed at the next meeting.
Individual
- Open and two-way dialogue on a 1:1 basis between line managers and post-holders is encouraged and made available daily in an open plan office environment
- Annual review meetings are held with all staff. This allows all employees, facilitated by completion of a self-review form in advance, to: comment on their own achievements, identify opportunities for continuous professional development, review objectives set at the previous meeting and agree objectives for the next period, raise concerns about their own role and any barriers to effective performance, comment on any issues specifically pertaining to Health and Safety, Environmental Planning and Safeguarding and make suggestions for changes to or improvements to operating best practice.
- At the mid-year point between annual reviews a more informal meeting is held with a more open agenda.
Investment in Workplace Development
Project Ability integrates learning & development in the organisation’s strategic planning and workers, and management jointly identify development needs and priorities, ensuring both individual and organisational needs are met.
As well as regular planning and review of individual CPD opportunities Project Ability offers staff full team training on a three-year cycle to cover: Emergency First Aid at Work, Autism Awareness and Safeguarding and Child Protection.
No inappropriate use of zero hours contracts
Project Ability strives to avoid the use of zero-hour contracts where possible and where compatible with operational practice. Normal variations in programming may result in minimal use of zero hours contracts where unavoidable.
Action to tackle the gender pay gap and create a more diverse and inclusive workplace
Project Ability does not operate a discriminatory pay structure. As an employer we strive to go beyond our legal obligations under the Equality Act 2010, enhancing the protections for workers discriminated on the basis of their age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex, and, sexual orientation.
Our aim is to: Increase diversity and the gender balance in leadership roles to lead to better decision making and improved performance. To establish a diverse team to generate creativity, innovation, motivation, and loyalty, helping to improve productivity and business growth. To better understand and meet the needs of a diverse customer base who see themselves reflected in the workforce composition.
Payment of the Real Living Wage
Project Ability is an accredited Living Wage Employer. As at financial year 2025-26 permanent staff earn at least £13.45 per hour with an average rate of £16.74. Freelance Artistic staff earn a minimum of £35 per hour.
Offering flexible and family friendly working practices for all workers from day one of employment
Project Ability offers flexible and family friendly working practices to attract diverse talent, have happier, more engaged workers and increase productivity. All staff are offered the opportunity for hybrid working where compatible with operational needs. Our four full time staff are predominantly office based; all of our part time staff enjoy family friendly practices working between 25%-60% of contracted hours from home.
Staff are encouraged to have constructive conversations about requests for flexibility. Trial periods may be used to test workable solutions for the individual and employer.
Flexible working, including unpaid leave where agreed, may be offered as a temporary arrangement to accommodate circumstances with reviews agreed at the outset.
Opposing the use of fire and rehire practices
Project Ability strives to ensure that all employees have security of tenure. The organisation does not envisage a need to deploy fire and rehiring practices unless in the event of an exceptional unforeseen pressing business necessity. No pressure is placed on employees to accept changes to terms and conditions
