10/06/22 - CNPA Board Paper5 Annex1 PublicSectorEqualityReport2021 (April 2022)
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CAIRNGORMS NATIONAL PARK AUTHORITY CNPA Board Paper 5 Annex | 10 June 2022
CAIRNGORMS NATIONAL PARK AUTHORITY UGHDARRAS PAIRC NAISEANTA Α’ MHONAIDH RUAIDH
Cairngorms National Park Authority
Public Sector Equality Duty Report 2021 (Update 2022)
Image Credits Top right, front cover © Jakub Iwanicki, VisitScotland
Top left, front cover © NatureScot
Outdoor Festival for All Backbone
Pedestrian gates at Seafield Estate, landowner: Reidhaven Estate
Gynack Gardens, Kingussie © KCDC
‘Wee Walk Route Cards’, chapter 3 © NatureScot
Index
Chapter 1: Introduction ………………………………………………………………………………………………………………………..1
Convener and Chief Executive Officer Foreword ……………………………………………………………………………1
Facal-toisich an Neach-ghairm agus a’ Cheannaird ………………………………………………………………………..3
Context of the Report………………………………………………………………………………………………………………….5
Legal Context ……………………………………………………………………………………………………………………………5
Update to the Report …………………………………………………………………………………………………………………6
How to Use This Report ……………………………………………………………………………………………………………..8
Looking Back …………………………………………………………………………………………………………………………..10
Moving Forward ………………………………………………………………………………………………………………………14
Staff and Leadership ……………………………………………………………………………………………………………….14
Visitors and Community ………………………………………………………………………………………………………….15
Consultation and Partnerships …………………………………………………………………………………………………15
Chapter 2: About the Cairngorms National Park Authority (CNPA) ………………………………………………….16
Introduction …………………………………………………………………………………………………………………………….16
Our Purpose ……………………………………………………………………………………………………………………………16
CNPA Vision, Values and Mission …………………………………………………………………………………………….16
National Park Partnership Plan (NPPP) (2017 – 2022) …………………………………………………………………..17
Corporate Plan (2018 – 2022) …………………………………………………………………………………………………..18
CNPA Board …………………………………………………………………………………………………………………………..19
Board Recruitment ……………………………………………………………………………………………………………………20
Chapter 3: Mainstreaming the Public Sector Equality Duty …………………………………………………………….23
Introduction …………………………………………………………………………………………………………………………….23
Section 1: Engagement and Participation …………………………………………………………………………………….23
Equality Advisory Panel …………………………………………………………………………………………………………….23
Schools and Young People ………………………………………………………………………………………………………..27
Outdoor Learning Travel Grants …………………………………………………………………………………………………27
Women in Wellies …………………………………………………………………………………………………………………….27
Youth Employment Strategy ……………………………………………………………………………………………………….28
EUOPARC Conference 2018 ……………………………………………………………………………………………………..31
Outdoor Learning Project …………………………………………………………………………………………………………..33
Cairngorms Nature Competitions ………………………………………………………………………………………………….33
Junior Ranger Project ……………………………………………………………………………………………………………….33
John Muir Award ……………………………………………………………………………………………………………………..34
Community Leadership Project (Backbone) ………………………………………………………………………………..35
Community Engagement ………………………………………………………………………………………………………….36
Cairngorms Capercaillie Project …………………………………………………………………………………………………37
Local Development Plan (LDP) 2020 …………………………………………………………………………………………37
Volunteer Rangers …………………………………………………………………………………………………………………..38
Staff Engagement ……………………………………………………………………………………………………………………39
Staff Consultative Forum ………………………………………………………………………………………………………….39
Staff Appraisals ………………………………………………………………………………………………………………………39
Annual Equality Monitoring Survey …………………………………………………………………………………………..40
Best Companies Staff Engagement Survey ………………………………………………………………………………….40
During the COVID-19 Pandemic ………………………………………………………………………………………………….41
Menopause Support Group ………………………………………………………………………………………………………..43
Domestic Abuse Policy …………………………………………………………………………………………………………….44
Top Employers for Working Families Awards …………………………………………………………………………………45
Top 10 Flexible Organisations in Scotland (Flexibility Works Awards) ……………………………………………….45
Non-Departmental Public Body (NDPB) Equality Forum ……………………………………………………………….45
First Minister’s Advisory Council on Women and Girls ………………………………………………………………….45
Highlands and Islands Equality and Diversity Partnership ………………………………………………………………46
Section 2: Corporate Functions and Processes ……………………………………………………………………………..46
Equality Impact Assessments ……………………………………………………………………………………………………..46
Project Planning and Development ……………………………………………………………………………………………..46
Grant Funding ………………………………………………………………………………………………………………………..47
Corporate Communications ………………………………………………………………………………………………………..50
Procurement ………………………………………………………………………………………………………………………….51
Section 3: Service Provision …………………………………………………………………………………………………………51
Planning Service ………………………………………………………………………………………………………………………51
Recreation and Outdoor Access ………………………………………………………………………………………………….53
Key Outdoor Access Initiatives …………………………………………………………………………………………………..53
Transport Scotland …………………………………………………………………………………………………………………..55
Heritage Horizons – Cairngorms 2030 ………………………………………………………………………………………..55
Sustrans Active Travel …………………………………………………………………………………………………………….56
Community Path Leaflets ………………………………………………………………………………………………………….57
Wee Walks Route Cards …………………………………………………………………………………………………………..57
Active Health Walks ………………………………………………………………………………………………………………….58
Gathering Evidence …………………………………………………………………………………………………………………..59
Leadership and Staff Awareness ………………………………………………………………………………………………59
Conclusion ………………………………………………………………………………………………………………………………60
Chapter 4: Staff and Leadership …………………………………………………………………………………………………….62
Introduction …………………………………………………………………………………………………………………………….62
Section 1: Progress Review of Outcome 1 (2017 – 2020) ………………………………………………………………62
Setting Outcome 1 (2017 – 2020) ………………………………………………………………………………………………62
Progress Summary: Actions of Outcome 1 (2017 – 2020) ……………………………………………………………63
Highlights ……………………………………………………………………………………………………………………………….64
Targets and Women in Senior Positions ……………………………………………………………………………………..64
Flexible Working ……………………………………………………………………………………………………………………..65
Job Shares ……………………………………………………………………………………………………………………………..66
Flexible Working Requests …………………………………………………………………………………………………………67
Shadows Areas ……………………………………………………………………………………………………………………….67
Action 1: ‘All junior graded staff will be offered the opportunity to engage in Mentorship programmes, whereby women in senior positions mentor women in more junior posts.’ ………………………………………………………………………………………………………..67
Action 6: ‘Explore and implement reasonable interventions to support the ability of single parents/carers to attend conferences, meetings and events that will require time away from home overnight’ ………………………………………………………….68
Section 2: Our Staff ……………………………………………………………………………………………………………………68
Employee data ……………………………………………………………………………………………………………………….69
By Age ……………………………………………………………………………………………………………………………………70
By Disability ……………………………………………………………………………………………………………………………71
By Gender Reassignment ………………………………………………………………………………………………………….71
By Marriage/Civil Partnership …………………………………………………………………………………………………..71
By Pregnancy/Maternity ………………………………………………………………………………………………………….72
By Race (Ethnicity and Nationality) …………………………………………………………………………………………….73
By Religion/Belief ………………………………………………………………………………………………………………….74
By Sex ……………………………………………………………………………………………………………………………………75
By Sexual Orientation ……………………………………………………………………………………………………………….75
Recruitment ……………………………………………………………………………………………………………………………76
Recruitment Data …………………………………………………………………………………………………………………….77
Internal Applicant and Appointment Data …………………………………………………………………………………..78
External Applicant Data …………………………………………………………………………………………………………….78
Staff Development and Training …………………………………………………………………………………………………83
By Age ……………………………………………………………………………………………………………………………………84
By Sex ……………………………………………………………………………………………………………………………………84
By Job Grade ………………………………………………………………………………………………………………………….85
By Directorate ……………………………………………………………………………………………………………………….85
In Conclusion …………………………………………………………………………………………………………………………..85
Gender Pay Gap …………………………………………………………………………………………………………………….86
What Are We Doing About the Pay Gap? ……………………………………………………………………………………88
Occupational Segregation …………………………………………………………………………………………………………89
By Disability ……………………………………………………………………………………………………………………………89
By Race ………………………………………………………………………………………………………………………………….90
By Sex ……………………………………………………………………………………………………………………………………90
Section 3: Our Board ………………………………………………………………………………………………………………….91
Board Data ……………………………………………………………………………………………………………………………..91
By Age ……………………………………………………………………………………………………………………………………92
By Disability ……………………………………………………………………………………………………………………………92
By Gender Reassignment ………………………………………………………………………………………………………….92
By Marriage/Civil Partnership …………………………………………………………………………………………………..93
By Race (Ethnicity and Nationality) …………………………………………………………………………………………….93
By Religion/Belief ………………………………………………………………………………………………………………….94
By Sex ……………………………………………………………………………………………………………………………………95
By Sexual Orientation ……………………………………………………………………………………………………………….95
Diversity and Succession Planning ……………………………………………………………………………………………..95
Highlights 2020 ……………………………………………………………………………………………………………………..95
Activities …………………………………………………………………………………………………………………………………96
Section 4: Equality Outcome 1 (2021 – 2024) …………………………………………………………………………….97
Setting the Outcome …………………………………………………………………………………………………………………97
Action Plan ……………………………………………………………………………………………………………………………..97
Chapter 5: Visitors and Community ……………………………………………………………………………………………102
Introduction …………………………………………………………………………………………………………………………..102
Section 1: Progress Review of Outcome 2 (2017 – 2020) …………………………………………………………….102
Setting Outcome 2 (2017 – 2020) …………………………………………………………………………………………….102
Progress Summary: Actions of Outcome 2 (2017 – 2020) ………………………………………………………….103
Highlights ……………………………………………………………………………………………………………………………..104
Targets and Our Visitor Survey …………………………………………………………………………………………………104
Visitor information …………………………………………………………………………………………………………………108
‘Make it Yours’ Campaign ……………………………………………………………………………………………………….109
Shadow Areas ……………………………………………………………………………………………………………………….109
Travel Restrictions Due to COVID-19 Lockdowns ………………………………………………………………………..109
Communication and Information ………………………………………………………………………………………………110
Partnerships ………………………………………………………………………………………………………………………….111
Section 2: Equality Outcomes 2 and 3 (2021 – 2024) ………………………………………………………………..112
Setting the Outcomes …………………………………………………………………………………………………………….112
Equality Outcome 2 (2021 – 2024) ……………………………………………………………………………………………113
Action Plan ……………………………………………………………………………………………………………………………113
Equality Outcome 3 (2021 – 2024) ……………………………………………………………………………………………115
Action Plan ……………………………………………………………………………………………………………………………115
Chapter 6: Consultation and Partnerships ………………………………………………………………………………….119
Introduction …………………………………………………………………………………………………………………………..119
Section 1: Progress Review of Outcome 3 (2017 – 2020) …………………………………………………………….119
Setting Outcome 3 (2017 – 2020) …………………………………………………………………………………………….119
Progress Summary: Actions of Outcome 3 (2017 – 2020) ………………………………………………………….120
Highlights ……………………………………………………………………………………………………………………………..121
Gathering Equality Data …………………………………………………………………………………………………………121
New Engagement Mechanisms ………………………………………………………………………………………………..122
Reporting Equality Data ………………………………………………………………………………………………………….123
Shadow Areas ……………………………………………………………………………………………………………………….123
Action 5: ‘Formalise inclusion of people with disabilities in the stakeholder training we provide by: Making it explicit in advertising emails and on the website that we will endeavour to make and pay for special arrangements for people with disabilities to attend training courses.’ ………………………………………………………123
Targets and Baseline Data ……………………………………………………………………………………………………..124
Section 2: Equality Outcome 4 (2021 – 2024) …………………………………………………………………………..125
Setting the Outcome ……………………………………………………………………………………………………………..125
Action Plan ……………………………………………………………………………………………………………………………125
Appendices ……………………………………………………………………………………………………………………………..129
Appendix 1: Staff and Board Equalities Monitoring Survey 2021 ……………………………………………………..129
Appendix 2: Staff Equalities Monitoring Data (2017 – 2021) …………………………………………………………135
Appendix 3: Recruitment Data – External Applicant Data (2019 and 2020) ……………………………………147
Appendix 4: Board Equalities Monitoring Data (2017 – 2021) ………………………………………………………150
Appendix 5: Volunteer Ranger Equality Monitoring Data 2020 ……………………………………………………..159
Appendix 6: Equal Pay Policy Statement …………………………………………………………………………………….161
Appendix 7: Equal Pay Audit …………………………………………………………………………………………………….163
Appendix 8: Progress Report of Equality Outcomes and Action Plan (2017 – 2020) ………………………173
Outcome 1: Ensure a gender balance in senior management positions ………………………………173
Outcome 2: More equality groups will visit and experience the National Park …………………..178
Outcome 3: More equality groups will participate in CNPA led consultation and engagement ……………………………………………………………………………………………………………..185
Appendix 9: Equality Outcomes and Actions (2021 – 2024) ………………………………………………………190
CNPA PSED Report 2021 (Update 2022)
- Introduction
Chapter 1: Introduction
Convener and Chief Executive Officer Foreword
The Cairngorms National Park (CNP) is an iconic landscape, home to 18,000 people and visited by around two million people every year. It is the duty of the Cairngorms National Park Authority (CNPA) to look after and enhance this special place for the people of Scotland, both for now and future generations. Achieving powerful diversity and equality outcomes are essential if we are to meet this duty effectively.
We have achieved most of our equality targets set through the Equalities Outcomes 2017 2020, but not all, and we recognise that continued focus on equalities is imperative, particularly at the current time, following a worldwide pandemic that has created huge inequities in society. So, whilst we have had a busy time working towards the delivery of the actions set out in the 2017 – 2020 Equality Outcomes, some were delayed as a result of the pandemic, and some still require continued work.
We also recognised in the last few years the need to engage more proactively with external equalities experts, and to this end we have renewed our Equalities Advisory Panel, with the first meeting of the newly constituted panel held In October 2020. This is a vibrant grouping of equalities experts and enthusiasts from across the public, private and third sector, who are tasked with providing evidence-based feedback, guidance and advice to support CNPA to not only meet its equality duties, but also to embed equality and inclusion in the policies and plans of the CNPA. We want these issues to be at the centre of our decision-making and to make sure we have robust procedures and practices based on the best evidence and expertise.
As an employer we aim to continue to provide high quality jobs for our staff, and a working environment where staff feel involved and valued and which provides equal opportunities for everyone. We aim to do more and to see where we can make continual improvements with our staff group and with the CNPA Board.
As a service provider, we are engaging directly with different communities in order to better understand their concerns, priorities and perspectives. We are seeking to promote
CNPA PSED Report 2021 (Update 2022)
- Introduction
good practice in equality to our partners, as well as demonstrating it within the Authority and mainstreaming equality into all our policies and procedures.
This report looks at how much we have mainstreamed equality into all aspects of our work. It focuses also on the Equality Outcomes we are targeting for 2021 – 2024. We recognise that there is still work to be done, but we hope that you will find this report encouraging, and that it will demonstrate our ongoing commitment to diversity and inclusion. This is important for all of us.
Xander McDade Convener
Grant Moir Chief Executive Office
CNPA PSED Report 2021 (Update 2022)
- Introduction
Facal-toisich an Neach-ghairm agus a’ Cheannaird
Tha Pàirc Nàiseanta a’ Mhonaidh Ruaidh na chruth-tìre sònraichte a tha na dhachaigh do 18,000 neach agus air am bidh timcheall ri dà mhillean neach a’ tadhal gach bliadhna. Tha e mar dhleastanas air Ùghdarras Pàirc Nàiseanta a’ Mhonaidh Ruaidh coimhead às dèidh agus leasachadh an àite sònraichte seo do mhuinntir na h‑Alba, an-dràsta agus airson na ginealaichean ri teachd. Tha e deatamach gun coilean sinn toraidhean iomadachd is co-ionannachd ma tha sinn gu bhith a’ coileanadh an dleastanais seo gu h- èifeachdach.
Tha sinn air a’ mhòr-chuid de na targaidean co-ionannachd againn a choileanadh tro na Toraidhean Co-ionannachd 2017 – 2020, ach tha obair ri dhèanamh fhathast. Tha sinn ag aithneachadh gu bheil fòcas leantainneach air co-ionannachd cudromach, gu h‑àraid aig an àm seo às deidh galar mhòr-sgaoilte a chruthaich neo-ionannachd air feadh an t- saoghail. Mar sin, ged a bha sinn trang ag obair a dh’ ionnsaigh na gnìomhan a chaidh a mhìneachadh ann an Toraidhean Co-ionannachd 2017 – 2020, chaidh dàil a chuir air cuid mar thoradh air a’ ghalair mhòr-sgaoilte, agus tha cuid fhathast feumach air tuilleadh obrach.
Dh’ aithnich sinn cuideachd anns na beagan bhliadhnaichean a dh’ fhalbh gum feumar conaltradh nas for-ghnìomhach le eòlaichean co-ionannachd taobh a‑muigh, agus chun na h‑ìre seo, tha sinn air ar Pannal Comhairleachaidh Co-ionannachd ùrachadh. Chaidh a’ chiad choinneamh den phanal ùr stèidhte a chumail san Dàmhair 2020. Is e buidheann eadar-mheasgte de eòlaichean co-ionannachd agus dealasaichean a tha seo bho air feadh na roinne poblaich, prìobhaideach agus an treas roinn. Tha a’ bhuidheann seo ag amas air stiùireadh agus comhairle stèidhichte air fianais a thoirt air ar dhleastanasan co- ionannachd, ach cuideachd, gus co-ionannachd agus in-ghabhail a riochdachadh ann am poileasaidhean agus planaichean aig Ùghdarras Pàirc Nàiseanta a’ Mhonaidh Ruaidh.
Tha sinn airson gum bi na cùisean seo aig cridhe ar co-dhùnaidhean agus gus dèanamh cinnteach gu bheil na modhan agus cleachdaidhean againn stèidhichte air an fhianais agus eòlas as fheàrr. Mar fhastaiche, tha sinn ag amas air cumail a’ toirt seachad obraichean àrd-chàileachd far a bheil luchd-obrach a’ faireachdainn gu bheil luach orra agus a tha a’ toirt co-ionnannachd chothroman don h‑uile duine.
CNPA PSED Report 2021 (Update 2022)
- Introduction
Mar sholaraiche seirbheis, tha sinn a’ conaltradh le diofar choimhearsnachdan gus tuigse nas fheàrr fhaighinn air na draghan, prìomhachasan agus beachdan aca. Tha sinn a’ feuchainn ri deagh-chleachdadh ann an co-ionannachd adhartachadh do ar com- pàirtichean, a bharrachd air a bhith ga thaisbeanadh taobh a‑staigh an Ùghdarrais fhèin anns na poileasaidhean agus dòighean-obrach againn.
Tha an aithisg seo a’ coimhead air mar a tha sinn air co-ionannachd a thoirt a‑steach do gach taobh den obair againn. Bidh e cuideachd a’ coimhead air adhart ris na Toraidhean Co-ionannachd a tha sinn ag amas air ann an 2021 – 2024. Tha sinn ag aithneachadh gu bheil obair ri dhèanamh fhathast, ach tha sinn an dòchas gum bi an aithisg seo brosnachail dhut agus gun seall e ar dealas leantainneach ri iomadachd agus in- ghabhaltas. Tha seo cudromach dhuinn uile.
Xander McDade An Neach-ghairm
Grant Moir A’ Cheannaird
CNPA PSED Report 2021 (Update 2022)
- Introduction
Context of the Report
Legal Context
- The 2010 Equality Act draws much of its meaning and authority from the three general duties at its core. These say that public bodies must have due regard to the need to: a. Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act; b. Advance equality of opportunity between people who share a protected characteristic and those who do not; and c. Foster good relations between people who share a protected characteristic and those who do not.
- In Scotland the Equality Act was followed by additional duties that applied to public bodies, known as the specific duties, or Public Sector Equality Duties. So, in Scotland we demonstrate what we have been doing to take account of the General Duty by the following: a. Reporting on mainstreaming, the equality duty and publishing progress every two years; b. Publishing equality outcomes every four years and reporting progress every two years; c. Assessing and reviewing our policies and practices; d. Gathering and using employee information; e. Publishing our gender, race and disability pay gap information; f. Publishing statements on equal pay; g. Consider award criteria and conditions in relation to public procurement; and h. Publishing reports in a manner that is accessible.
- The Protected Characteristics under the Equality Act 2010 are: a. Race; b. Sex; c. Age; d. Disability; e. Sexual orientation;
CNPA PSED Report 2021 (Update 2022)
Introduction
f. Religion and belief; g. Gender re-assignment; h. Marriage and civil partnership; and i. Pregnancy and maternity. The Equality Act (Specific Duties) (Scotland) Amendment Regulations 2016 require us as an organisation to set out how we will improve the diversity of our Board through effective succession planning. Although we don’t appoint our own Board, we have a key role in working with Scottish Government to help broaden the diversity of candidates. We also have a duty to report the gender make-up of the Board and this will extend over time to include some of the other protected characteristics.
Update to the Report
- This Public Sector Equality Duty (PSED) report update 2022 is a reissue of the report published in April 2021. This report does not serve to update on progress made on Equality outcomes and actions (2021 – 2024). A separate report detailing our progress for the reporting period 2021 to 2024 will be issued in April 2023.
- Purpose: The report published in April 2021 met compliance of the PSED outlined in the ‘Legal context’ section above. We have largely updated narrative on work undertaken and provided additional evidence to underline our Mainstreaming activities, demonstrate our progress on Equality Outcomes (2017 – 2020) and provide a better rationale for setting new Equality Outcomes (2021 – 2024). The purpose of updating our report is to ensure that we are going beyond compliance; we want to present content in a consistent, engaging and accessible manner.
- Aim: Our aim is for the update to increase engagement with equality and inclusion initiatives across our staff, visitors, residents and partners. We also want to provide an example of accessible publication and to produce a document that will effectively help guide our work through the next reporting period; towards achieving our newly set Equality Outcomes and action plan (2021 – 2024).
CNPA PSED Report 2021 (Update 2022) 8.
- Introduction Changes: One of the major changes to this report is a complete restructure of the content. We have determined three outcome areas which reflect the last three chapters of the report: Staff and Leadership; Visitors and Community; and Consultation and Partnerships. This structure better aligns our equality work and Equality Outcomes with our organisational structure and remit. Another major change is the addition of images, case studies, testimonials, infographics and hyperlinks to partner reports and initiatives. We hope these additions highlight what we achieved over the reporting period and will inspire our community to follow our lead in mainstreaming the Equality Duty. Finally, we have given great focus to enhancing the accessibility of the report, going beyond screen reader compliance to improving navigability and readability through formatting and content consistency. Some examples of this include colour coded chapters, ensuring PDF accessibility, using standardised table formats and visual aids (such as infographics) to present information clearly, providing a ‘How to use this Report’ section, using hierarchical numbering systems for easy referencing and headings/subheadings to break up content.
- Outdoor Festival for All and Heritage Horizons: We also felt that it would be valuable to capture some of the activities that were being prepared at the time of publishing the report (April 2021) and were due to be completed as we emerged from lockdown in the latter half of 2021. This includes the CNPA co-funded inclusion event run by Backbone, the ‘Outdoor Festival for All’, which took place in October 2021. This also includes our successful ‘National Lottery Heritage Fund’ awarding £3.8m to the ‘Heritage Horizons’ Cairngorms 2030’ programme in July 2021, which will shape our work as an organisation over the next four years.
- Equality Advisory Panel (EAP) Consultation: In November 2019, we asked our Equality Advisory Panel to provide consultation on our draft Equality Outcomes and Equalities Mainstreaming report. In accordance with their feedback, we updated the accessibility of the report, reshaped our Equality data monitoring categories for our staff and Board survey, and added evidence to support our Equality Outcomes (2021
CNPA PSED Report 2021 (Update 2022)
Introduction
Inclusion Scotland Internship: From May 2021, we developed a role for an administration assistant through Inclusion Scotland’s ‘We Can Work’ internship programme. The programme is funded by the Scottish Government and seeks to “increase skills, opportunities and professional networks” for disabled people and to provide a process which allows “host organisations (to) learn about supporting disabled people as employees and colleagues, increasing the diversity and experiences of people organisations that provide services to the public.” Visit the Inclusion Scotland website for more information. We were able to recruit the Administration Assistant Intern in July 2021. Their role involved providing administrative support, feedback on HR processes and training based on knowledge of barriers to protected groups and lived experience, sourcing unconscious bias and autism training, and providing recommendations on digital accessibility research. After several options for project work were explored with the intern, we decided to focus the internship on updating the Public Sector Equality Duty report. The current update is a result of the hard work of the intern; sourcing countless contributions, updates and engaging content, suggestions on accessible formatting and their professional skills, Equalities knowledge and lived experience.
How to Use This Report
- Chapters: The report is divided into six chapters
- Introduction
- About the Cairngorms National Park Authority (CNPA)
- Mainstreaming the Equality Duty
- Staff and Leadership
- Visitors and Community
- Consultation and Partnerships
- The chapters four to six represent the three outcome areas that reflect our organisational structure and remit. Through this framework we hope to deliver our additional duties under the Equality Act in Scotland. Each of these chapters include a progress review of the Equality Outcomes and action plans of 2017 – 2020, Equality data on staff, visitors and volunteer rangers; and our new Equality Outcomes and action plans for 2021 – 2024.
CNPA PSED Report 2021 (Update 2022)
Introduction
Navigation: Chapters have different colours and include chapter titles in the page header (top right) for easy navigability. To jump to a specific section of the report please use the index and/or bookmarks in PDF.
- Referencing: Paragraphs are numbered for easy referencing. For example, to reference the ‘How to Use This Report’ section you could note this as ‘chapter 1, para. 11−15’, or ‘pg. 8; para. 11−15’.
- Links: Internal links are hyperlinked to headings within the document. Referencing is noted using the chapter and section headings as in the following example: (view chapter 1, ‘How to use this report’) or view Appendix 3. a. External hyperlinks are noted in-text as ‘view CNPA website’ and in a separate textbox like the example below:
Read article on Kickstarting a Ranger career!
CNPA PSED Report 2021 (Update 2022)
- Introduction
Looking Back
- The Cairngorms National Park Authority (CNPA) is proud of its work to embed the Public Sector Equality Duty over the period of this report.
- Our equalities aims and ambitions are strategically led from the top of the CNPA, by the Board and Senior Management Team, with Equalities ambitions established in our: a. Values: as an open, inclusive, innovative and professional organisation that behaves with integrity; and our b. Vision: as an outstanding National Park, enjoyed and valued by everyone, where nature and people thrive together.
- Our Board: The strategic leadership group, has achieved the ‘50:50 by 2020’ gender equality target. The CNPA Board comprises of 19 members. The current gender breakdown is 10 female members and nine male members. The full Board has a male Convener, in the 25 – 30 age group, and a female Vice-Convener. Three of the five standing Committees established by the Board have a female Chair (view chapter 2, ‘CNPA Board’).
- Equality Advisory Panel: We have refreshed and reinvigorated our approach to seeking expert advice on our work embedding equalities. The first meeting of the new Equality Advisory Panel (EAP) took place in October 2020 and continue to meet on the last Tuesday of every month (view chapter 3, ‘Equality Advisory Panel’).
- Equality Diversity and Inclusion (EDI) Advocacy Group: In November 2021 we formed an internal EDI advocacy group, as outlined in action 3 of Outcome 1 (2021 2024). The group will help drive our Equality work over the next reporting period and will champion the integration of EDI principles into daily working life at an organisational level. We hope the group will give staff from minority groups a suitable environment to share their lived experience at the CNPA and inform any changes in culture or policy to facilitate improved diversity and integration.
CNPA PSED Report 2021 (Update 2022)
Introduction
Youth Employment Strategy: CNPA is committed to supporting young people into employment, and to this end formally adopted a Youth Employment Strategy in October 2017, which we continue to successfully deliver. We have employed several graduate, apprentices and interns through public sector youth and disability employment schemes over the reporting period (view chapter 3, ‘Youth Employment Strategy’).
- Young Person’s Guarantee: In January 2022, CNPA signed up to the Young Person’s Guarantee, as outlined in action 1 of Outcome 1 (2021 – 2