Council embarks on Equally Safe at Work accreditation

In the lead up to International Women's Day 2025, the Council announces it's participation in Equally Safe at Work - helping tackle interlinked issues of gender pay gap and domestic abuse.

Orkney Islands Council has joined the national ‘Equally Safe at Work’ scheme in a drive to ensure all its employees have equal access to career progression and can enjoy a workplace free of gender-based prejudice or violence.

The scheme is run by Close the Gap, a leading charity working in Scotland on women’s participation in the labour market.

Close the Gap works with policymakers, employers and employees to influence and enable action to address the causes of women’s inequality at work and the gender pay gap.

The scheme supports employers to review, update and develop employment policies and practices to advance women’s equality in the labour market and prevent gender-based violence.

Karen Greaves is Corporate Director for Strategy, Performance & Business Solutions.

She is pictured here alongside colleagues who've been involved in the initiative so far - left to right Nicola Fyffe (Senior Organisational Development Advisor); Andrew Groundwater, Head of Human Resources and Organisational Development; Karen as lead to date; and Emma Chattington, Service Manager (Organisational Development).

Karen said: “A fair, inclusive workplace with equal access to career progression means higher job satisfaction, better teamwork, and a more positive workplace atmosphere – all of which can only benefit the wider community too.

“Working in this way to close the gender pay gap also supports those experiencing or at risk of domestic violence - through increasing their earning power and financial autonomy.

“Gender inequality and domestic violence is not just an issue for women – domestic abuse including financial coercion can affect anyone, including men, trans and non-binary people and those in same-sex relationships.

“A better understanding of these interlinked dynamics is fundamental to reducing the stigma of DV, tackling the true root causes such as the gender pay gap, and properly informing change for the better.

“A big part of our initial work will be equipping our employees to look at staff wellbeing and workplace policy and practices through a gender lens.”

Some of the practical ways the Council will work to achieve this are:

• Delivering training initially to Managers on how to support flexible working and family friendly working policies
• Continuing to promote the Council’s Dignity at Work policy to all colleagues
• Delivering training around recognising attitudes and bias which can contribute to the gender pay gap and career progression for individuals - especially those with caring and family responsibilities
• Inviting employees to join a working group to input into the Equally Safe at Work project
• Finalising a Domestic Abuse Policy and Violence Against Women Policy which aims to raise an appreciation of the impacts of the Gender Pay Gap on peoples’ lives – including the link between the potential for domestic abuse for individuals with reduced financial autonomy and/or primary caregiving responsibilities. The policies also set out how the Council as an employer and line managers can help tackle domestic abuse and support employees affected. 

Close the Gap has recently visited Orkney to conduct focus groups about our employees’ experience of the workplace, and all staff will also be invited to take part in a survey in coming weeks.

The results of the focus groups and survey go directly to Close the Gap who compile an anonymised report which will go to the Council’s Working Group for review.

Karen will soon be leaving the Council to take up the post of Chief Executive of Moray Council. She says seeing the scheme firmly in place at OIC is a high note to end her time at the Council: “It’s satisfying to see us publicly launch after lots of behind the scenes work by our organisational development team.

“Not only is there huge potential for this work to better support the wellbeing of our employees, there’s long term benefit for the community as well - as teams within the Council apply new understanding to the way services are run.

“I move on from OIC proud to have been part of the initiative, and confident of great progress to come.”

Leading momentum on the scheme from now on will be the Council’s Head of Human Resources and Organisational Development, Andrew Groundwater. He said proactively working to tackle gender-based violence and inequality is important at every level in the local authority: “At the end of the day we serve our community, so it’s vital OIC is a safe and progressive place to work, where gender based issues are well understood and reflected in the way our teams deliver services too.

"It’s a hugely important part of supporting our community and of our drive to be an employer of choice.”