Fair Work First Statement

Fair Work First Statement and Declaration April 2026

Statement:
Inspiring Young Voices is committed to advancing the Scottish Government Fair Work First Policy and the criteria as set out within the Fair Work First guidance document. We confirm that we pay our staff the Real Living Wage and/or will do so if we employ people in the future. We make every effort to ensure that our suppliers/contractors offer the same Real Living Wage rate when procuring goods or services. We also confirm that we offer our staff and/or volunteers an Effective Workers Voice channel within the workplace.
We currently employ 4 part-time staff.

Specifically:

(1) We have appropriate channels for effective voice from the workforce;
There is an opportunity for regular 1:1 open and two-way dialogue between line managers and their direct reports in the form of support and supervision meetings; this dialogue exists separately to the standard performance review processes. This is evidenced in our staff support and supervision meeting notes. In addition, staff meet collectively on a regular basis, usually once per week for staff meetings. Within this forum we set aside time for the individual and collective staff voice to be heard on issues that are important to staff. This is evidenced in our staff meeting minutes.

The following points satisfy the self-declaration requirements for compliance with the effective voice criteria. If the answer to question 1a is no, further evidence of compliance will be required. Question 1b is only applicable where the organisation employs more than 21 staff. If the answer is no, further evidence of compliance will be required. Please confirm the following:

(1a) Inspiring Young Voices will provide effective one to one line management for any employee or volunteer ensuring regular open and two-way dialogue; that this exists separately to performance management processes; and that worker/manager working relationships are effective.
Yes No

(1b) Inspiring Young Voices will ensure that as part of their induction, employees will be made aware of their right to join a union of their choice and will take a pro-union membership attitude.
Yes No NA

(2) We actively invest in workforce and/or volunteer development;
Staff are encouraged to seek out appropriate opportunities for their further development. These are shared within the staff group during support and supervision meetings and at the regular staff meeting. Evidence of which opportunities have been taken by staff are recorded in the IYV staff training plan.

(3) We are committed to no inappropriate use of zero hours contracts;
All current staff are employed on fixed hours contracts. Occasionally we may employ staff on a sessional worker contract.

(4) We take action to tackle the gender pay gap and create a more diverse and inclusive workplace;
Currently our staff do not experience a gender pay gap when working with IYV. We have policies in place to support a diverse and inclusive workforce. We have recently implemented an in-work support checklist for our staff, to see if there are barriers we can mitigate, either through us as the employer making “reasonable adjustments” or through funding such as Access to Work.

(5) We are fully committed to paying the Real Living Wage to both our employees and ensuring our contractors also do the same.

On 7th March 2024 the IYV Board agreed that all staff at IYV would be paid a minimum of the real living wage. We have linked our pay rates to the Highland Council pay scale and the IYV Board has agreed to increase staff pay in line with the annual increase negotiated by the unions with the Highland Council.

When procuring goods/services we will seek assurance from our suppliers that they are fully committed to paying the Real Living Wage where possible.

This statement has been agreed by both the Chief Officer of Inspiring Young Voices and a workforce representative for our employees.