Equality

As a public authority, the CNPA must meet the requirements of the Equality Act 2010, which harmonises and replaces previous equalities legislation. In terms of the Public Sector Equality Duty, every 4 years the CNPA is required to develop a set of equality outcomes, mainstream equality, gather employee information, review procurement procedures, and publish these materials. It also requires the Authority to undertake equality impact assessments on projects.

The Public Sector Equality Duty (PSED) Report has pulled this information together into one document, which contains the following: –

• Mainstreaming Equality within CNPA – which shows how equality is embedded into the day to day work and functions of the organisation.
• Employee data, including the Gender Pay Gap, occupational segregation information and a detailed Equal Pay Audit.
• A new set of equality outcomes for 2021 – 2024, together with the associated Action Plan.
• Progress on the delivery of the previous set of Equality Outcomes 2021 – 2024
• The Equal Pay Statement.

Once this has been done, the CNPA is required to report at 2 year intervals. This report should contain an update on mainstreaming equalities; a progress report on the Equality Outcomes; and updated Employee Information. Organisations with 20 or more staff are also required to publish pay gap information.

2025 Equality Mainstreaming and Outcome Report

2025 Equality Report Appendices

Equality Impact Assessment

The CNPA’s projects and activities are impact assessed to ensure that they do not discriminate or have any negative effects on equality groups, but also to identify ways to promote equality. Inclusive Cairngorms, an advisory forum to CNPA, plays a key role in this process, ensuring our projects and activities are as accessible as possible.

Recent assessments are available below.

• CNPA Gaelic Language Plan 2018-2022
• CNPA Communications and Engagement Strategy 2018
• Cairngorms National Park Partnership Plan 2017-2022
• Cairngorms Scenic Photo Posts
• Cairngorms Local Development Strategy (LDS) 2014-2020
• Cairngorms Park Outdoor Access Strategy (2015-2020)
• Cairngorms Nature Campaign (March 2014)
• Cairngorms Nature Action Plan (February 2013)
• Communicating Cairngorms toolkit (May 2012)
• Cairngorms National Park Partnership Plan (April 2012)
• Gender Diversity Policy (August 2023)
• Getting into National Parks Resource pack (new inserts) (February 2012)

#GenerationEqual

Please click here for more information

Fair Work First

The CNPA is committed to advancing the Scottish Government’s Fair Work First criteria and fair working practices, specifically:

• appropriate channels for effective voice, such as our staff consultative forum
• investment in workforce development through offering opportunities such as modern apprenticeships and supporting staff training and development;
• no zero hours contracts;
• action to tackle the gender pay gap and create a more diverse and inclusive workplace;
• payment of the real Living Wage to all employees;
• policies and procedures to offer flexible and family friendly working for all workers from day one of employment; and
• oppose the use of fire and rehire practice.

Real Living Wage

We are a real Living Wage accredited employer.  The real Living Wage is the only UK wage rate based on the cost of living.