A good job - our journey to becoming an inclusive employer

Awards are one thing but, especially in the current climate, what's more important is our continued focus on learning and an ongoing commitment to keep trying. Over the years we’ve looked inward to what we can do as an employer, to what we can do in our work across the Cairngorms, and how we can influence others to take on more inclusive practices that make things better for all of us. 

This matters because we all know the benefits of being somewhere like a national park - and spending time in nature - are abundant. Especially at this time of year, when the days are shorter and colder, our minds and bodies crave daylight, connection and fresh, clean air (closely followed, of course, by a hot chocolate and the chance to coorie in!).  

Our relationship with nature is impacted by who we are and our life experiences. What we want to do as a Park Authority is make sure that we’re doing everything that we can so that everyone - and especially minoritised communities who experience barriers, discrimination and a lack of representation - knows that this organisation, and this place, is for them to enjoy, shape and look after.   

So, in celebration of this award, here’s five things as Head of Organisational Development that I’m really proud of (it was hard to choose just five!):

1. Getting advice from the experts 

We set up and facilitate an incredible Equalities Advisory Panel made up of a broad range of equalities specialists, bringing their professional and lived experience to a wide range of Park Authority activities. This group inform our equalities work, giving feedback and acting as critical friends that help us to be better.  

2. Giving our staff a voice

Our staff have developed an internal Equality Advocacy Group, bringing together employees from across the organisation committed to championing these issues. This is also important because it helps us get the word out throughout the organisation and prevents equalities work being siloed.

3. Developing policies that make a difference 

We’ve focussed our efforts on developing progressive policies, supported by both of the above groups. From neurodiversity to menstrual health and endometriosis, gender diversity and menopause to domestic abuse, we’ve tried to create a framework that ensures support for staff is consistent, compassionate and lifts the stigma that often surrounds these issues.  

4. Prioritising peer support

We’ve supported staff to develop peer support groups covering neurodiversity, menopause, carers and immunocompromising conditions. These are spaces for people to connect with others experiencing similar things, but also spaces for groups to identify and raise issues or ideas for improvements in how we as an organisation respond.

5. Identifying best practice and acting on it   

The Park Authority has signed the Menopause Pledge, achieved the LGBT Charter at Foundation level, continued in our commitment to be a Disability Confident employer and Young Person’s Guarantee organisation, and are partners with Black Professionals UK and the Rainbow Enterprise Network. These accreditations don’t sit on a shelf. The partnerships and relationships we’ve formed through these programmes have enhanced our knowledge and understanding and helped us be the welcoming and inclusive organisation we aspire to be. 

Though we’re delighted to have won this award, we recognise that our approach to equalities is – and has to be – a work in progress. We are committed to this work, and we rely on the feedback and honesty of employees, colleagues, partners and the public to help us improve. On a personal note, I’m very grateful to everyone who's helped us get this far, in particular the amazing staff at the Park Authority, who have taken this issue to their hearts.