Changeworks recognises that tackling the climate emergency must go hand in hand with delivering Fair Work.
Fair work: any work that offers all individuals an effective voice, opportunity, security, fulfilment and respect.
We believe a just transition requires high-quality, secure, and equitable green jobs that ensure no one is left behind.
That’s why we’re committed to following the Scottish Government’s Fair Work Framework. This framework includes five dimensions: effective voice, opportunity, security, fulfilment and respect.
Effective voice
We understand that speaking up and being listened to is an empowering and positive experience.
At Changeworks we encourage open communication between managers and staff. We gather anonymised feedback in annual surveys and quarterly temperature checks. Then we use that feedback to inform and improve our strategic direction, operational policies and communications.
We also encourage an open-door policy. Our Chief Executive, Josiah, leads a monthly business-wide briefing and regular drop-in office sessions where he actively encourages direct feedback from anyone.
At our annual conference we include staff voices when defining our new strategic plan.
It’s important to us that managers and leaders are accountable and transparent to the rest of the organisation. That way, staff maintain trust through both the good and the more challenging times.
Opportunity
Changeworks promotes a workplace culture of equality, diversity and inclusion (EDI).
Our staff-led EDI steering group works hard to ensure our workplace and services are inclusive, and that we encourage diversity in staffing.
Our commitment is reflected in our accreditations. In January we progressed to Level 2: Disability Confident Employer status. We also hold the silver Investors in Diversity award from the National Centre for Diversity, which recognises our commitment to a culture of Fairness, Respect, Equity, Diversity, Inclusion and Engagement (FREDIE).
We’ve put in place flexible and family friendly practices and policies for all staff. We also have a comprehensive learning and development strategy, with online and in-person training available to everyone.
Finally, staff networks (like our LGBTQIA+ and Women’s networks) offer a safe environment for members to interact and engage with each other.
Security
We recognise that individuals and families need income security. Changeworks has been a Real Living Wage employer since 2015, and we have various policies and benefits to support employees.
As a rule, we don’t use zero hour contracts, instead preferring to offer contracts with guaranteed hours.
Where funding changes impact job security, we always seek to redeploy staff into similar roles and encourage internal promotion opportunities.
Fulfilment
Fulfilment comes from staff feeling they’re supported to do work that aligns with their values.
This support is shown in our Investors in People accreditation. In 2024, we achieved the Platinum (highest) level of this accreditation, recognising the attention and importance we put on creating and maintaining a thriving workplace.
Since 2009 we’ve also held the Investing in Volunteers accreditation. This recognises the quality of the opportunities we provide for our 50+ volunteers, and the systems we have in place to manage and support them.
Despite Changeworks expanding over the years, we’ve kept sight of the importance of enjoyment and community at work. We believe the good work that we do as an organisation owes a lot to our staff feeling fulfilled.
Respect
As a key component of our mandatory EDI training from CEMVO, we take respect very seriously. We aim to go beyond a basic level of respect, focussing on dignity, social support and the development of trusting relationships.
Our Wellbeing Group and Wellbeing Hub share ideas and initiatives to improve staff wellbeing at work. Staff can also find support through our mental health first aider service, a volunteer-led group of staff who have completed Mental Health First Aid training.