The Museum of Abernethy Fair Work First statement. 

The Museum of Abernethy is committed to the Scottish Government’s Fair Work First

principles. (FWF)

FWF is central to achieving the Scottish Government’s priority for sustainable and inclusive growth, especially as Scotland transitions out of the COVID-19 pandemic and into a period of economic recovery and renewal. 

Fair Work is important and the Museum will develop best practices around:

Employment - if and when required, we will work on robust recruitment and employment practices through resources, training, advice, and the Scottish Government guidance.

Procurement - We will work with those whose services and goods we buy on following FWF principles and provide them with this FWF statement.

Below are The Museum’s 5 dimensions of Fair Work First. As these will change as the Museum develops we will review them in-line with current guidance.

1. Effective voice  

Employees, and volunteers have the opportunity to contribute ideas, to be listened to and be able to make a difference. 

We will achieve this through:

• Open communication and feedback channels.
• Staff surveys.
• Through regular individual and team meetings.
• Encouraging physical and mental wellbeing, for example through flexible

working requests.

2. Security  

If and when required we will prioritise, Job security, fair contracts, stable and predictable wages, predictability of working hours, paying at least the Real Living Wage.

We will achieve this through:

• Not using inappropriate zero-hours contracts.
• Paying of the Real Living Wage as minimum.
• Using the Museums Galleries Scotland Fair Work recruitment checklist for

designing jobs.

• Museum Association Salary guidelines November 2024.

3. Opportunity  

All staff to have access to fair work, training and progression for all. 

We will achieve this through:

• By continuing to develop our equal opportunities employment strategies.
• The Museum of Abernethy is a Learning organisation and we will offer training and development opportunities to employees, and volunteers. 
• Consider hybrid working approach for employees, and volunteers.
• Inclusivity. We will explore barriers and opportunities to improve inclusion.
• We will invest in workforce development through programming, vocational

learning, and professional development.

• Create a more diverse and inclusive workplace
• Regularly engage with a wide range of partners and stakeholders.

4. Fulfilment 

We will continue to work and develop ways to use Museums staff’s skills and take responsibility for their work. 

We will achieve this through:

• Roles with clear responsibilities/objectives.
• Development plans, opportunities to stretch.
• The Museum rewards and recognises good work through discussion and

affirmation and good management relations.

• Understanding what motivates people as individuals.
• Joint and solution-based problem solving.

5. Respect  

The Museum is a valuing workplace and understand that employees, and volunteers   work best through respectful relationship at all levels.

We will achieve this through:

• Recognising the importance of health, dignity and wellbeing, efforts, contribution and work life balance. 
• Wellbeing strategies.
• Flexible Working where possible.
• Accessible line management.
• Signposting and discussion about support services.
• A welcoming and inclusive workplace which engenders healthy and happy working relationships.