Pay

We published our pay report in 2022, highlighting the current state of pay within the sector. This can be a useful starting point to compare with your organisation’s current pay policy and can be used as an influencing tool. Inflation will affect the value of pay, and this should be accounted for when exploring pay rates.

There are a number of organisations supporting fair, transparent and equitable working practices. For example, in Scotland the government has signed up to the Fair Work Convention, the Living Wage Foundation is active across the UK to support organisations shifting to the real living wage, and Show the Salary highlights the impact of including salary information on equality.

‘Lived experience’ is a term used when a role or opportunity to participate in your organisation (for example as part of a focus group or on an advisory panel) is dependent on an individual using their own life experience to contribute. Payment for the sharing of lived experience is often offered to redress harm or exploitation of previously excluded or marginalised groups.

Important things to consider:

• Including salary information (as opposed to listing ‘competitive salary’), giving an indication of the salary band and progression timelines.
• Explicitly explaining the salary for part-time roles – not everyone understands ‘pro rata’.
• Accounting for regional variations of the real living wage and ensuring your pay is in line with current research.
• Including payment for lived experience, where applicable.
• Ensure, where you have one, that the job evaluation process has been carried out effectively to identify the grade and subsequent pay banding or pay point for fairness and transparency.

For other recommendations about good pay practice see our pay report.