Everyone should expect to be treated with respect, to be treated fairly and to have the opportunity to reach their potential.
As part of our visitor programming, we take into account the needs of all our potential visitors and look at them as individuals; we do not make assumptions about them. From exhibitions to galleries; from workshops to tours and from events to our website, we hope to ensure that across all of our museums there is something that will appeal to all our audiences. We have a proven track record in audience engagement and ongoing collaboration with a number of organisations.
This commitment to equality and diversity is also reflected in our employment policies and practices, where consultation is key to new policy development and review.
The Equality Act 2010 brought together many existing anti-discrimination requirements into one overarching piece of legislation. The Public Sector Equality Duty came into force on 5 April 2011 and requires public authorities to have due regard to the need to:
The equality duty covers the following protected characteristics:
It also covers marriage or civil partnerships, but not for all aims of the duty.
In addition to the general duties Scottish Ministers have the power to impose specific duties on relevant Scottish public bodies. The specific duties came into place on the 27 May 2012 and place additional requirements on listed organisations of which National Museums Scotland is one.
These additional requirements include the development of Equality Outcomes, gathering of employment information, production of a Mainstreaming Report, conducting impact assessments for all new and revised policies, producing equal pay statements and the requirement to undertake pay gap analysis for specified groups.
National Museums Scotland is an equal opportunities employer and, as such, is committed to the principle of equal pay in employment.
National Museums Scotland believes that its male and female staff should receive equal pay for like work, work rated as equivalent or work of equal value, and in order to achieve this will endeavour to maintain a pay system that is transparent, based on objective criteria and free from bias.
National Museums Scotland will:
An equality outcome is a result which we as an authority aim to achieve in order to further one or more of the needs mentioned in the general equality duty. In other words, an equality outcome should further one or more of the following needs: eliminate discrimination, advance equality of opportunity and foster good relations.
By focusing on outcomes rather than objectives, this specific duty aims to bring practical improvements in the life chances of those who experience discrimination and disadvantage.
In developing our outcomes, we invited feedback from our visitors, staff and our volunteers relating to their experience of equality and diversity at National Museums Scotland.
This feedback along with other evidence (e.g. workforce and visitor profiles) enabled us to develop our Equality Outcomes.
Our Equality Outcomes, shown on this page, are aligned to our functions as:
We will report on progress every two years in our Mainstreaming Report.
We are required to produce new equality outcomes every four years. We are currently consulting with our colleagues, visitors and other stakeholders to help us ensure our new equality outcomes are meaningful and beneficial to all. We would welcome your input. If you have feedback or suggestions about how National Museums Scotland could enhance our services to visitors who share one or more of the relevant protected characteristics, please email Kellie Stratford, Organisational Development Projects Manager at firstname.lastname@example.org.
Mainstreaming equality simply means integrating equality into the day-to-day working of National Museums Scotland. This means taking equality into account in the way we exercise our functions. In other words, equality should be a component of everything we do.
Mainstreaming the equality duty has a number of benefits including:
Our 2019 Mainstreaming Report outlines the progress we have made and the extent to which we have embedded our commitment, our processes and our responsibilities required by the Public Sector Duties. It includes our Workforce Monitoring Report and Statements on Equal Pay and Occupational Segregation.
Equality Impact Assessments are designed to ensure that a policy does not discriminate unlawfully; consider how the policy might better advance equality of opportunity; and consider whether the policy will affect good relations between those who share a protected characteristic and those who do not.
We carry out Equality Impact Assessments on all our policies and publish the results here. Copies of specific Equality Impact Assessments can be obtained by sending your requests to: email@example.com.
If you would like more information or have any questions in relation to equality and diversity at National Museums Scotland, please email us at: firstname.lastname@example.org.