Equal Pay Statement

The Cairngorms Nation­al Park Author­ity is com­mit­ted to the prin­ciples of equal pay for all of our employ­ees, regard­less of sex, race, reli­gion or belief, age, mar­riage and civil part­ner­ship, preg­nancy and mater­nity, sexu­al ori­ent­a­tion, gender reas­sign­ment, or disability.

The Author­ity recog­nises that all staff in the work­force should receive equal pay for work of equal value, or the same or sim­il­ar work and we oper­ate a single job eval­u­ation scheme to meas­ure the rel­at­ive value of all jobs in our pay and grad­ing struc­tures with­in an over­all frame­work that is con­sist­ent, trans­par­ent and fair. We aim to elim­in­ate any gender, dis­ab­il­ity or racial bias in our pay sys­tems and under­stand that equal pay as regards women and men; people who are dis­abled and those who are not; and people who fall into a minor­ity racial group and those who do not is a leg­al right in accord­ance with both domest­ic and European law.

Our Job Eval­u­ation and Pay Pro­gres­sion policies aim to reflect equal pay with respect to remu­ner­a­tion for all staff in ensur­ing that the level of reward is appro­pri­ate to the rel­at­ive size and con­tent of the job. We believe that equal­ity must be enshrined in the val­ues of our organ­isa­tion. The val­ues of the organ­isa­tion send a pos­it­ive mes­sage on diversity and equal­ity to man­agers, employ­ees, poten­tial employ­ees, part­ners and cus­tom­ers and enhance pro­ductiv­ity, effi­ciency and morale.

The Author­ity has worked towards ensur­ing that employ­ees have con­fid­ence in the Authority’s pro­cess of elim­in­at­ing bias and we have there­fore been com­mit­ted to work­ing in part­ner­ship with the Staff Con­sultat­ive For­um and trade uni­on rep­res­ent­at­ives. The Author­ity will con­tin­ue work­ing with the vari­ous stake­hold­ers in tak­ing action to ensure that it provides equal pay.

Our equal pay object­ives are to:

• Reg­u­larly mon­it­or and review the applic­a­tion of our policies and pro­ced­ures to ensure there are no unfair, unjust or unlaw­ful prac­tices that impact on pay
• Agree and apply solu­tions to rem­edy any problems
• Con­sult with staff and keep them informed of any changes
• Provide train­ing and guid­ance for staff involved in determ­in­ing pay issues
• Carry out annu­al mon­it­or­ing of pay stat­ist­ics, and annu­al audits of pay and bene­fits for exist­ing staff, includ­ing those on mater­nity leave, sick leave and career breaks.
• Inform­ing work­ers how their pay has been determ­ined in each salary review
• Respond to any griev­ances in equal pay as a priority

Fol­low­ing each annu­al equal pay audit, the Cor­por­ate Ser­vices Dir­ect­or will review the find­ings and feed back to the Staff Con­sultat­ive For­um, and the Staff­ing and Recruit­ment Committee

The Cor­por­ate Ser­vices Dir­ect­or is respons­ible for equal pay with­in the organ­isa­tion and will review and ensure com­pli­ance with this policy at reg­u­lar intervals.

April 2026