As jointly agreed by the University of Aberdeen and the Joint Trade Unions (UCU, UNISON and Unite), this statement confirms the University’s commitment to fair working practices in support of the Scottish Government’s ‘Fair Work First’ policy.
Fair Work First is the Scottish Government's flagship policy for driving high quality, inclusive, and fair work across the labour market by applying fair work criteria to grants, other funding, and contracts, where relevant to do so. The Scottish Government is encouraging employers to adopt fair work practices, specifically:
- Payment of at least the real Living Wage
- Providing appropriate channels for effective workers' 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 to create a more diverse and inclusive workplace
- Offer flexible and family friendly working practices for all workers from day one of employment
- Opposing the use of fire and rehire practices
The University of Aberdeen’s Commitment
The University of Aberdeen values the culture of partnership working that has been established with the Campus Trade Unions and, through formal and informal channels, is committed to working positively with the Trade Unions to promote a culture of open, honest dialogue and joint working. Well-established consultation and engagement mechanisms are in place to support constructive engagement across a range of workstreams that support the Fair Work First principles. The University of Aberdeen demonstrates our commitment to these principles in the following ways which are also aligned with our Aberdeen 2040 commitments:
Real Living Wage
The University is accredited as a Living Wage Employer, voluntarily paying staff no less per hour than the rate set by the Living Wage Foundation, and we are committed to continuing to provide this benefit.
Employee Voice
The University has individual and collective voice channels to listen to and engage with staff. The University has long established partnership working with all recognised Campus Trade Unions. The Partnership, Negotiation and Consultative Committee (PNCC) meets 4 times per year providing the formal joint consultative forum.
Appropriate information is shared with PNCC members to develop and make changes to key University policies and procedures; to discuss specific employee concerns and to find ways of working together to address these and review potential solutions; and to aid Trade Union colleagues support collective bargaining.
As well as being part of formal University Committees and Working Groups Trade Unions representatives meet with Senior Management and HR regularly to ensure that staff opinions and views are heard.
The University recognises the value of working proactively with Trade Union colleagues, to anticipate potential issues rather than reacting to them, and we work towards maintaining good relationships.
The University and Unions review the Partnership and Working Agreement (PWRA) annually as part of their commitment to maintain an effective and mutually beneficial partnership framework for negotiation, consultation and discussion.
The University respects employees’ right to industrial action and works in consultation with Trade Unions to resolve disputes and minimise impact.
The University is committed to the avoidance of redundancy and works in partnership with Trade Unions through the Joint Consultative Committee on Redundancy Avoidance Committee (JCCRA). The University recognises that job security is a concern for members of staff, and the JCCRA is committed to working together, to ensure the avoidance of redundancy wherever possible.
The University carries out regular staff engagement surveys and offers other informal routes for engagement including regular open meetings with members of the Senior Management Team where all staff are encouraged to voice their opinions and ask questions.
At an individual level, managers are encouraged to have regular one-to-ones. The opportunity to have one-to-one discussions exists outside of the performance and development review process, which fosters effective working relationships.
The University also offers an Online Reporting Tool where staff can report (with the option to do so anonymously) on any matter of concern.
The University supports a range Equality network groups through which staff and students can seek support but also input ideas and raise issues. These networks report to our Equality, Diversity and Inclusion Committee.
Workforce Development
The University is committed to offering all staff the opportunity to develop personally and professionally to support individual and organisational achievement. We aspire to ensure that all staff have time at work to develop the skills they need for the work they do. A comprehensive suite of management and skills training is available to all staff as the University recognises the importance of investing in the development of all. The range of training available is reviewed regularly to ensure that it continues to meet the needs of the workforce and to enable staff to maximise their potential.
No Zero Hour Contracts
The University does not use zero hours contracts and the Reward Strategy Working Group continues to monitor the types of contracts used by the University to ensure that staff are employed on the most appropriate contract type. This includes ensuring staff on Guaranteed Minimum Hours contracts are offered fractional contracts where the number of hours to be worked are regular and consistent, thereby offering staff as much security in these roles as we can.
Gender Pay Gap and EDI
‘Inclusive’ is one of the University of Aberdeen’s central strategic themes and is underpinned by five ambitious commitments in the Aberdeen 2040 strategy.
This includes a commitment to promoting fairness and equality within all parts of the workforce including taking appropriate, tangible action to close pay gaps across all protected characteristics and other proactive actions to reduce inequalities, for example:
- From 2019 we introduced regular pay gap monitoring to support monitoring the professorial gender pay gap, informing the recruitment process, supporting Athena Swan applications and considering the impact of the promotions process on our pay gap.
- Monitoring gender balance and appropriate and proportional representation of gender on promotion panels and influential committees
- Maintaining our commitment to Athena SWAN principles which are reflected in numerous activities and Athena SWAN awards across the University.
- Introduction of a menopause policy and toolkit in 2023.
- Working in partnership with Trade Unions to harmonise the terms & conditions which were previously differentiated based on grade and category of staff.
- Development of an Antiracism Strategy under which the actions progressed have contributed to the successful award of the Advanced HE Race Equality Charter, Bronze Award.
Further examples of promoting equality of delivery can be seen in the University’s Public Sector Equality Duty Report 2023
The University is committed to its EDI initiatives and will be working towards developing an inclusion passport scheme, in consultation with Trade Union colleagues.
Family Friendly Policies
The University of Aberdeen is committed to supporting members of staff to help them balance the various demands of both their career and family lives. The University offers a progressive suite of family-friendly policies (with day one entitlements), going beyond statutory entitlements. Full details of the range of leave options available to staff can be found at the following link Leave | StaffNet | The University of Aberdeen (abdn.ac.uk)
Opposing Fire and Rehire Practices
The University opposes, and does not engage in, ‘fire and rehire’ practices.
We recognise that there is always more we can do to support our staff. We are not complacent about this and will continue to work with our Trade Union Partners to tackle challenges and to improve how we continue to deliver a Fair Work environment for all of our staff.