Fair Work First statement

The Staff Association is the trade union (independent) of the RSPB.  We consult, and ensure effective communication and feedback with employees, via the Staff Association.  

The RSPB supports the development of a working environment where there is space for people to be heard, and where people can be who they are and can have choice and participate. We us the term ‘Speak Up’ to encourage people to ask questions, raise concerns, seek support and network across our organisation. 

We carry out Annual Workforce and Volunteer Engagement Surveys and Pulse Surveys.  We analyse the results of every survey we do, share them with leadership teams, publish the results on the intranet, and create action plans to make changes to improve employee and volunteer experiences. 

We support learning and development across the organisation at individual, team and organisational level using a range of learning opportunities.  We expect line managers and employees to proactively engage in career performance and development planning conversations regularly.

We have a limited number of zero hour contracts in use for legitimate and appropriate reasons, e.g. seasonal work and managing peaks in work.  We periodically review zero hour contracts in place to assess if their use is still appropriate.

The RSPB is fully committed to an inclusive culture that welcomes all people for who they are.  Annually we report on the gender pay gap, including actions we are taking to further reduce the gap which our analysis shows is reducing.  We are implementing an Equality, Diversity and Inclusion programme of change that recognises we need diverse people to work both in the organisation and in the community to save nature.  

The bottom of our pay scale reflects the 2023 real Living Wage rate.  Current apprentices are paid on our pay scale.

The RSPB supports its workforce to work flexibly at the time and in the location that best meets the needs of the organisation, the job, the employee and the team.  We embrace flexibility where possible with remote working, home-based working, hybrid working and continually review working patterns for new and existing employees. 

Our flexible and family friendly working practice policies are available to employees in line with statutory requirements.  In practice all requests are considered on the merits of the request and business needs, and line managers are advised they should agree to flexible working requests unless there is a business reason not to.