All Fèisean nan Gàidheal’s policies are available as downloadable files on the right hand side of this page. The policies are agreed by the Board and are reviewed at appropriate intervals. If you have any questions or would like to share your thoughts with us on what is within these policies, or what should be, then please let us know.
Fèisean nan Gàidheal actively promotes equal opportunities within all its work; this is detailed in our Equal Opportunities Policy, Access Policy and our Equality, Diversity and Inclusion Plan.
It is very important to Fèisean nan Gàidheal that everyone has the opportunity to take part in the Fèis movement. If anyone, or any Fèis, would like to find our more about the support and advice that is available to ensure that the individual needs of Fèis participants are being met, please contact your Lead Officer in the first instance.
Fair Work First
Fèisean nan Gàidheal is committed to Fair Work First and recognised as a Living Wage Employer.
No employee is paid less than the Real Living Wage with all contractors and freelance artists paid in line with industry standard rates set by the Scottish Artists’ Union, the Musicians’ Union and Equity as appropriate.
Through conditions of grant, the organisation promotes fair pay within its membership, the extent to which individual Fèisean are able to comply fully being determined by their financial own circumstances. However, holders of posts funded directly by Fèisean nan Gàidheal must be paid the Real Living Wage as a minimum.
Industry standard rates are also promoted through the funds Fèisean nan Gàidheal disburses on behalf of Creative Scotland and Bòrd na Gàidhlig.
Fèisean nan Gàidheal complies with appropriate union payment rates and staff are, of course, free to join a trade union. As a small organisation we have not been asked to recognise any trade union but Fèisean nan Gàidheal would respond appropriately should that be the case in future.
Fèisean nan Gàidheal staff pay is based on local authority settlements, most often following Unison guidance. Since the inception of Fair Pay First, staff have been encouraged to appoint a representative whose remit would include raising issues with management around pay and conditions on behalf of their co-workers.
Fair Work First is a regular item on the agenda of staff meetings at which anyone can raise points or concerns.
Staff also have a voice through the organisation’s appraisal process and conversations about pay and conditions are encouraged during formal appraisals.
As a small organisation we believe the steps we have taken to date are proportionate and procedures meet the needs of staff at this time. However, as with many issues, they remain under constant review.
